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ACKNOWLEDGMENT

First, we are thankful to Almighty Allah who despite all our weaknesses enabled us
for this type of project.
We are also indebted to our teacher “Sir Usman Sadiq” for his kind of guidance and
supervision. Under his direction we get the opportunity to polish our concealed
qualities and skill moreover, their timely help and guidance paved a way for us to
complete a work on such a critical and vast topic. It was surely his method of
teaching & eagerness for imparting knowledge that we did not find much difficulty
to give in to our thoughts and information. He motivated us to work hard and to
achieve high-level performance. The development of this project has enabled us to
better understand the contents of the course.
He guided us and taught us with different techniques, which enabled us to complete
this project, as well as for unconventional style of teaching and maintaining very
open and competitive atmosphere within the class, which made the subject very
interesting for us the most important thing is that the knowledge which we have
studied in our subject was all that same which we have to apply practically.
DEDICATION
Allah Almighty who has made it possible for us to work & then to our Respectable
teacher “Sir Usman Sadiq”. Who provided us with all the guidelines to prove
ourselves. We are indebted to them for giving us following opportunity which will
help us in a long run. Inshallah
Contents
Summary of Company…………………………………………………………………………….
Introduction of Company………………………………………………………………………….
Vision Statement …………………………………………………………………………………..
Mission Statement…………………………………………………………………………………
Core Value………………………………………………………………………………………….
Business Domain…………………………………………………………………………………..
Role of HR Manager……………………………………………………………………………….
Organizational reporting……………………………………………………………………………
Introduction to the Manual……………………………………………………………………...…..
Objective of the Manual…………………………………………………………………….…….
Distribution of the manual………………………………………………………………………….
EMPLOYMENT……………………………………………………………………………………
Orientation………………………………………………………………………………………….
Induction……………………………………………………………………………………………
Termination…………………………………………………………………………………………
Retirement ………………………………………….………………………………………………
Probation and confirmation…………………………………………………………………………
Recruitment selection……………………………………………………………………………….
TRAINING AND DEVELOPMENT…………………………………………………………….
Training and Development……………………………………………………………………….
Training needs analysis process…………………………………………………………………..
Continuous Learning………………………………………………………………………………
Internship Policy…………………………………………………………………………………..
Apprenticeship……………………………………………………………………………………..
PERFORMANCE MANAGEMENT………………………………………………………………
Performance Management Policy…………………………………………………………………..
Promotion Policy………………………………………………………………………………….
Compensation and management…………………………………………………………………..
Mobile Telephone Facility………………………………………………………………………...
Provident fund……………………………………………………………………………………..
Employee Old Age Benefits……………………………………………………………………….
Retirement benefits………………………………………………………………………………..
Medical Benefits…………………………………………………………………………………..
Work Schedule and Leave…………………………………………………………………………
Annual Leave………………………………………………………………………………………
Sick Leave………………………………………………………………………………………….
Hajj and Umrah Leave……………………………………………………………………………...
Maternity Leave…………………………………………………………………………………….
Casual Leave………………………………………………………………………………………..
Employee Relation………………………………………………………………………………….
Grievance Policy……………………………………………………………………………………
Discipline Policy……………………………………………………………………………………
Anti-Harassment……………………………………………………………………………………
Internal Communication……………………………………………………………………………
Employee Record…………………………………………………………………………………..
Conclusion………………………………………………………………………………………….
Country Juice
Summary of Company
Country juice company deals in juice and mixed juice. Country juice is newly born company and
made an HR policy manual for the employees. HR policies are truly guideline and managing
people in the organization. HR policies include employment, training and development,
performance management, compensation management, work schedule and leave and employee
relation also clear the different impacts of these policies. These policies define the concepts and
values of the organization and know how things and people were treated in the organization.
These policies are made for effective and supportive desired culture. These policies help the
employees about the rules and regulation of the company show the framework of the
organization.

Introduction of Company
The company name is Country juice, and it has been registered in the year 2015. The Company
deals in different types of juices. All the Vitamins and nutritious should be saved in it. We have
done hard work and committed with our values. Our purpose is to provide the best services to the
customer. In summer season, people started to feel hesitation and thirst. They need a refreshing
liquid which quench their thirst. So, Juice is one of the best healthy liquid which is not used to
quench the thirst, it will also give a lot of energy to them.
Vision
“To provide delicious, healthy and services of highest quality. To play role in the economic
development of the country and to enhance quality of life of its people”.
Mission Statement
“Our mission is to provide the highest quality fruit and vegetable related juices and products to
retail and food services customers”.
Core Values
 Excellence
 Reliability
 Loyality
Business Domain
Our product in used in summer and winter season. The Domain of the business Countryjuice.pk.
the product is used on daily basis in summer season.

Role of HR Manager
The administrative role of human resource manager is to include the policy formation, its
implementation, Records maintaining, administration and take actions on legal complaints.
Performing operationally, human resources staff members are top-level administrators. The tasks
they accomplish are generally highly visible to your employees because they are focused on the
daily work issues attributed to the ongoing needs of your team. These include vital tasks such as
recruitment, interviewing and hiring, and risk management. Operational HR management may
use and maintain computerized HR information systems and may also oversee your payroll
department. Strategic HR management requires that HR professionals consider the overall
picture of your business’s growth, implementing ways to make a direct contribution to your
long-term goals. Strategic HR is integral to the future planning of your business as it relates to
employees.
Organizational Reporting
Production Manager

Purchase Head

Planning Head

Production
Technical Department
Department

Quality Assurance

Store Head

Maintaince
Department

Promotion Manager

Marketing Manger

Sales Head

Marting Department
Research and
Development

Advertising Manager

CEO Distribution Head

Accounting and
Finance

Finance and
investment

Book Keeping and


Finance account Head
Accounting and
Finance Department
Wages and Salaries

Taxation Department

Internal auditor

HR Head

Recruitment and
Selection Manager

Human Resource Training ANd


Departemtn Development Head

Employee Relation
Manager

Rerecruiting and
dimissalnManager
Introduction to Manual:
The handbooks given to employees on their first day of job is called policy
and procedure manual. These manuals contain all the policy and procedures of the company which
the employee has to follow. Employee’s duties and responsibilities which he/she has to follow while
working with the company.

Objectives of Manuals:
The main purpose of this manual is to make the employees aware about the
rules and regulations of the company because of this the new member of the company knows
everything about the company.
Distribution of the Manual:
Due to the manual being the asset of the company the company does not allow
to give it to everyone. Every year the manual is updated and changed and the changes made in the
manual are sent to everyone.

EMPLOYMENT
Orientation
Policy Statement:
Employee training and orientation are a big part of a long-term investment for
the company. It is an initial process that provides easy access to basic information, programs and
services, gives clarification and allows new employees to take an active role in their
organization.
Objective:
The orientation designed by the company is done in-order to welcome the new
employee as well as to make them a part of the team at the first day. The management tries to do
everything to adjust the new new employees in the work environment as fast and as pleasant as
possible. The basic mission, values, strategic plan and organizational structure are explained to the
newly recruited employee’s whether they are full-time or part-time.

Application:
By signing the contract the policies apply to the newly recruited employees.
Process:
The management provides all the information need to be told to new employees.
The management also keep all employees fully informed on all matters of company policy and its
action that might involve or affect them in any way. The employees are told information, given
answers and the employees are also told that they can discuss their concerns openly with the
supervisors, Human Resource associates and offices in the company.
Induction
Policy Statement:
The company also arranges an induction program inside the company to
welcome new employees to the company and also prepare them for their new role and notify
people about the new employee.

Objective:
The main objective of induction is to relieve the new employee from possible anxiety
and make him or her feel relax in the office and familiarize the one with job environment in a
short period.
Application:
The policy is only applicable on new employees and new staff members.
Process:
Induction involves two processes, formal and informal induction. In the informal
induction which is brief expects the employee to get familiarize with the new environment. Formal
induction is lengthy and may last for a few months. Formal induction is shared by HR
representative and the line manager. The later briefs the new employee about the specific job
duties while all the other details are provided by HR representative

Termination
Policy Statement:
This policy is made to provide direction to departments and employees when a
decision is made by either party or the individual to end the employment relationship.
Objective:
The main meaning of termination is to fire the employee. If employee is giving no
benefit to the company or if he/she breaks the rules the company possess the full authority to
terminate the employee.
Application:
The policy applies on both management and non-management employees. Any
person who works in the company and does not follows the rules and regulations of the company
can be terminated.
Process:
In-order to terminate an employee have to find a reason to terminate him/her after that
set up a meeting with the employee and tell him/her about the termination. The company has to
give the employee a one month notice before firing them after which final benefits and arrears
are to be paid to the employee. On the other hand the worker who is already working on
probation period the termination letter for one week.
Retirement
Policy Statement:
Retirement is the time when the employee finally has to sign off from his/her
job permanently. The retired person is given pension after the retirement.
Objective:
The main objective is to make the policy to inform the employee about his or her
retirement plan. Age, benefits and perks after retirement are discussed here.
Application:
The retirement plan is to be followed by each and every employee because they have
signed a contract.
Process:
The employee who is retiring have to give 90 days’ advance notice to the company.
After the notice is received by the company they check the joining date of that employee and if it
matches the employee is given retirement with full perks and management.

Probation and confirmation


Policy Statement:
Probation refers to status of a new employee of a company or business whose
work is closely evaluated and then confirms or reject the services of new employee. The
probation period is about 3 to 6 months.
Objective:
The probation period for new employees is done in order to assess whether they can
cope with emergency circumstances or not and at the end if the new employee is successful to
cope up with the circumstances he/she is given the job.
Application:
This policy only applies on the people who are newly recruited.
Process:
After interviews the employee is told that he/she is going to do job in probation period
and if he/she is successful then they will be offered permanent jobs.
Recruitment and Selection
Policy Statement:
Recruitment is the process of identifying that the organization needs to employ
someone for a specific post. Selection then consists of the processes involved in choosing a
suitable candidate for the post.
Objective:
Country Juices is committed to employing, the best qualified candidates for approved
company positions while engaging in recruitment and selection practices. It is the policy of
Arabia Company to provide equal employment opportunity to all applicants. The main purpose is
to hire a person who is capable and loyal and responsible.
Application:
This policy applies to all the workers who are applying for the jobs.
Recruitment Process:
1. The manager should submit the approved requisition for the hiring of new employees to HR
department.
2. The HR department will submit CV’s of qualified candidates to the hiring manager. The hiring
manager will identify the most appropriate candidates for interviewing.
3. The HR department will conduct telephone pre-screens of identified candidates.

Selection process:
1. Hiring manager is responsible for conducting timely interviews of qualified candidates.
2. HR department brief the interviewer about the techniques of interview.
3. The HR department will final the candidates and develop appropriate offer of the employment
(including position title, compensation etc.
4. The HR department will prepare written agreement to the selected candidate.
5. The selected candidate will sign the agreement.

TRINING AND DEVELOPMENT


Policy statement:
Training and Development is any attempt to improve current or future workers performance
through learning usually by changing the workers behavior or increasing his skill and
knowledge.
Objective:
Training is concerned with increasing the knowledge of workers for specific jobs and
development involves the growth of workers in all aspects.
Application:
This policy applies previous and new workers of the organization by knowing about the needs of
business.
Process:
First identify need of the training the design then implement the training process and at the end
of the evaluation the training.

Training needs analysis process


Policy statement:
Training needs analysis is the process of identifying a gap in workers training and training needs.
Training needs analysis is the first part in the process and involves a procedure to determine
whether training will address the problem which was identifying or not.
Objective:
Purpose of Training and Development Reasons for emphasizing the growth and development of
personnel include creating a poor of reality available and adequate replacement for personnel
who may leave or move up in the company.
Application:
This policy applies on that workers whose performance will not meet the standard criteria and
those workers who are new hired in the company.
Process:
Firstly identify need of the training then design training then implement the training process and
at the end evaluation the training.
Continuous learning
Policy statement:
Continuous learning refers to the ability to continually develop and improve one’s skills and
knowledge in order to perform effectively and adapt to changes in the workplace.
Objective:
These are the objective:
 Enable exchange of best practice, experiences and expertise;
 Disseminate information on key issues in the continuous learning sector;

Organize events and develop activities in transversal continuous learning topics;


Application:
This policy applies on all the workers because continuous learning is very important for the
organization.
Process:
Continuous learning is a process which is surrounded by your attitude to learn and share the
knowledge, reading & reading practicing creativity thinking ability and extending your
knowledge levels.
Internship policy
Policy statement:
Internship is an opportunity offered by an worker to potential workers called interns, to work at
a firm for fixed limited period of time internship can be as short as a week or as long as 12
months. They can be paid a voluntary.
Objective:
The main objective of the policy to give a chance to new graduate candidates who newly enter in
the market and also search for that candidates who is mentally capable to our company.
Application:
This policy apply on the newly graduate candidate who have no experiences of work.
Give the internship advertisement in the newspaper and other sites and then receive applicant of
interns and after hire the interns.

Apprenticeship
Policy statement:
An apprenticeship is a training agreement between an worker and a person employed in this
company that has been formalized in a training contract register by state training services.
Apprentices are generally for 3 year term.
Objective:
The objective of this policy is to trained the trainee in the specialized field so that they are
become the assets of the organization in this way organization will get more benefits from them
in case of absence of the senior the trainer is at level to handle the organization in a better way.
Application:
The employee can be apply for this if he and she has following requirements full filled.
 Apprentice must be at least 19 years of age
 Apprentice must have valid computer certificate
 Apprentice must have an graduate degree
 Apprentice must pass physical exam and drug screening.

Procedure:
All apprentice are expected to be at work on time, dressed properly, with all necessary hand
tools.
All apprentices and traineeships require the following:
1. A training contract
2. A training plan-traineeship council

PERFORMANCE MANAGEMENT
Performance management policy
Policy statement:
Managers and workers work together to plan monitor and review an workers work objective and
overall
Objective:
Performance management goals enable workers to plan and organize their work in accordance
with achieving predetermined results or outcomes. Performance management policy also made
for evaluates the performers and also checks the key performance indicators.
Application:
Performance management policy applies on every worker who is working for the company.
Every worker performance was evaluated and management gives feedback.
Process:
Company either they work they work at standard or not and then evaluate and give appraisal and
feedback.
Promotion policy:
Promotion is the reassignment of a higher level job to an internal work with increased authority
and responsibilities. It could be temporary and permanent depending upon the company needs
and worker performance.
Objective:
This main objective of this policy is to motivate those employees who work hard and it is also a
toe or appraisal because of it the worker work more hard and try to better performance.
Application:
This policy is applicable all workers except daily wage workers.
Process: motivation the worker for more hard work.

Compensation and Management


Mobile Telephone Facility
Policy statement:
This company policy is giving mobile device to the worker for receiving call and sending
messages. Net facility helps worker receive and send emails.
Objective:
The following objectives specific to mobile telephone sector are expected to be achieved through
this policy;
 Promotion of efficient use or radio spectrum
 Private investment in the cellular mobile sector
 Fair competition amongst mobile and fixed line operators.

Implementation:
This policy will be communicated via the Country Juice policies website and the Country
Juice IT website. It will also be communicated members of the executive Board via a
Leaders Alert email and to faculty Managers and other senior manager’s responsible
approving mobile phone requests.
Process:
The complete the mobile telephone planning is format prior to the workers
commencement date this policy is owned by Country Juice.

Provident Fund
Policy Statement:
This policy is a security that is given to the employees at the time of
retirement. The provident fund amount is gathered by the company from first month salary. It
distribute in shape of superannuation fund, pension, family pension, and insurance fund.
Objectives:
In the shape of monetary form employees get there retirement. This is done so that the employee
can do their business. Employees enjoy their retirement or they can get pension as a benefit and
run home in better way.
Implementation:
This policy is applied for all the employees whether they are at a low level manager or upper
level managers the policy stays the same. This policy is applied only for the permanent
employees not for the daily based salary employees.
Process:
This piece of act I for Labour Welfare legislation enacted by the Parliament to provide social
security benefits to the workers. This policy is proceeds by the Country Juice Company for the
benefits of employees. The employees fill the form at the time of their job according to the
Country Juice company policy, and then employees become the main assets of the company.

Employee Old Age Benefits


Policy Statement:
The main purpose of this policy is to give the employees benefits in shape of
monetary term at the time of old age. The company insures it.
Objectives:

 Distribution of benefit to the employees in glee-full manner.
 Generate income for their employees.
 To run company and the management in a better way.

Implementation:
This policy is applicable only on those who have served in the company for at
least 2 years, and also on those who are in their old age.

Process:
This policy is also proceeds by the Country Juice. He/she fills the form and the company
bears the insurance expense for their employees. And give to the employees when their maturity
life is clear and give benefits in-shape of premium.

Retirement Benefits
Policy Statement:
Retirement is a point where employ stop working and receives retirement
benefits. The main benefit is pension and gratuity.

Objectives:
The objective of this retirement plan is to tell the employee about the benefits which
are received after his or her retirement. This policy clearly defines the future benefits with some
conditions. If the condition were fulfilled then the employee was eligible to received retirement
benefit.

Implementation:
This policy is applicable on all employees including management except lower
staff and daily wage workers.
Process:
When employee gets to his or her mature age which is 62 years. Then he or she writes an
application about their retirement. The management clarifies the application but also sees the date
of joining according to the agreement and then give the perks and benefits to the employee which
is long lasting.

Medical Benefits

Policy Statement:
The policy defines the medical benefits of the employee. The employer
compensates the employees by giving the medical benefits which is a part of life insurance
policy.

Objectives:
The objective of this policy is to know the employee about the medical benefit which
is right of the employee. Because of this policy the employee know the rights towards the
medical benefits and also claim the benefit.

Implementation:
This policy is applicable on all those employees who work in the organization.

Process:
When the employee was injured the company will pay 60% of his medical expense. If in
case the employee were died just because of his work so the company will compensate the
employer family.

Work schedule and Leave


Annual leave
Policy Statement:
Annual leave is the leave in which an employee is free to do whatever he
want whether to do work or do rest in those days. These leaves are allowed for only those
employees who have served 12 months in a year.

Objectives:
The objective of the annual policy is to ensure the people to take leave as a benefit in a
year so that they enjoy these leaves. In any case of emergency people can take their leave any
time so they can go where they want.
Procedure:
If anyone wants to take the annual leave he should inform the supervisor and make
the essential requirement of the job in this way it is eligible for the annual leave. He can take
these leaves with together or on separate basis. And 32 leaves are allowed for the permanent
workers in a year. All the plan of leaves should be given to the HR manager before one month.

Application:
An employee is not eligible for annual leave in the following cases:
 Unauthorized leave (even for one day)
 An illegal strike (even for one day)

Firstly, if you are a contract worker working on daily basis rate, you are not eligible for any kind
of leave. You are entitled to weekly and public holidays but without pay. By same token, you are
not eligible for annual leave.
If you are a temporary worker than you should be allowed to spend almost 12 month then you
will be allowed for the annual leave.

Sick leave
Policy Statement:
Sick leave are the ones in which the employee are allowed to take rest in the sickness
days. These leaves are allowed for those workers only who have served the company for one year .
Objective:
Sick leave are the leave in which the employees get rest in case of illness. So employees
take rest and then when they get better they resume their work in the organization.
Application:
It is implemented for the permanent workers, all medical reports are essential for the sick
leaves. Anyone who takes leave in the annual leave tenure he/she is not allowed to get paid leave.
Procedure:
If anyone wants to take leave he should write an application to the supervisor or to the
HR manager for their leave then he is allowed for the leave otherwise the leaves are not considered
and all the medical reports are submitted to the department. 16 sick leaves are allowed in a year.

Hajj and Umrah Leave


Policy statement
Hajj and Umrah leaves are allowed for the upper staff. Company also give incentives in shape of
Umrah and Hajj tickets.
Objective:
In the objective of Umrah and hajj policy employees can get leave any says their Umrah and hajj in a
better way without any influence.
Procedure:
If anyone wants to take these leave he should write an application to the manager then he is allowed
for these leave and this application is written before 3 month to go to Umarah. 15 days leaves are
allowed for the worker.
Implementation:
This is implemented on the upper level staff members who have served the
company for 2 years so they are allowed for these leaves.

Anti-harassment
Policy Statement:
This is the policy in which the employees are saved from any kind of dishonesty
and misconducting created in the company by the other employee such as on sex, religion etc.
Objective:
The objective of this policy is to save the company and people from any quarrel and
want to give a friendly environment to the employees so this policy has an advantage that people
are saved by this policy.
Application:
This policy is implemented if an employees feel any kind of misconduct then he is
apply to the hr. manager, supervisor and officer then the employees are appreciated by this.
Procedure:
Anti- harassment policy is made for those who make a misconducting behavior such
as on sex, religion color and unethical work. So those people who make work such condition
then they are not eligible and these complains go to the HR officers in case of any misconduct.
And there is a law implemented on it and the employees are arrested in case of harassment.

Internal communication
Statement:
Management and leadership experts assert that effective communications is the
foundation of effectiveness in any type of organization. Leader and manager realize the need to
effectively convey, receive information and put efforts to effectively communicate with each
other.
Objective:
The objective of this policy is to ascertain the employees to communicate in a proper
manner. Whether these are upper level to lower level or lower level to upper level. The main
objective of the policy is to remove the communication gap between employees.
Application:
This is applicable for the all employees to communicate in a specific manner
especially for the new employees to communicate in a specific manner to the upper level
manager.
Procedure:
This is proceeds with the all employees when communicate to each other and in case of
any orientation classes meeting the English language is used. And when the GM meeting is
conducting then also English language is used in this meeting.
Employee Record
Policy Statement:
Organizations create and keep documentation on employees in order to
effectively manage their workforce. Employee records provide employers with a consolidated
place to store employee information, and provide documentation to substantiate decisions on
hiring, promotion, compensation, disciplinary action and termination.
Objective:
The basic objective of this policy is to ascertain the employee records of its
employment. This is used to keep the employee records in case of emergency. So our company
also has the records of the employee where they have come from. And if an employee go out
from this company the all records about its job is record.
Application:
This is applicable for all the employees from lower level manager to upper level
manager and the staff to ascertain the data for 100 years. This is not applicable for the Daily
wages employees to keep records for 100 years.

Procedure:
This is proceeds in the company by the records maintained on the computer about
their gratuity fund and all other employment issues such as their bonus on attendance and
incentives and other things. All the records of the car parking are on manual manner, while all
other records are on the computerized form.
Conclusion:
These policies are beneficial for the employees and employers as well. Because
of these policies company set the rules and regulation and employee also know about his/her
rights and duties. They also know the future benefits, present compensation, rewards etc. These
policies make the culture of organization.