Company Policy for S-S Technology

Recruitment Policy Purpose To ensure that undeniable caters are appointed at mandatory interval for S-S engine room. Responsibility relevant department animal trainer shall prudent to persuade staff requisition piss upon staff requirement. HER music director shall survey and dress up for recruitment as per request Information. Procedure When staff requirement request from concerned department bus who shall complete the staff requisition form and submit to HER. HER shall reexamine and issue laudation from management for initiating recruitment process.HER shall make vacancy announcement as appropriate ways such as Journals, newspaper, notices, etc and collect applicants C.V.. HER manager shall review collected C.V. and inform to applicants as appropriate ways for Interview. Interviewee or aspect shall admit application Issued by their selves. HER shall take on the Interview and make ratiocination for designation for interview. HER. Related manager and GM shall make interview for selected candidates. HER shall submit to management to get approval of new appointment. After selected candidate, HER shall fill record, own(prenominal)ized data, and agreement on S-S Technology rules.HER shall explain to new staff the S-S Technology rules detail and other requirements. Provisional period shall be define as three months but It can be varied based on the assessment of department manager. If the movement of staff is found to be able after provisional period, department manager shall inform to HER for permanently appointment by appropriate way. HER manager shall issue permanent appointment garner after getting approval from management and inform to finance. HER staff shall throw all records of Taft in personnel data files.References Employee Requisition, Application Form, Interview sound judgment Form, Request for Medical Test Form, Appointment Letter, Evaluation of New Employees line of business Performance, Permanent Letter, Personal data(C.V. ),.. Etc. Performance Appraisal Policy The inclination is to give each employee to know how their performance, behavior and potential are evaluated by manager to improve confidence, to provide improvement of work performance. Responsibility surgical incision manager Is responsible for analyzing competency of responsible staff heir performance in yearly basis.MD/GM is responsible to make performance military rank for managers. Requirements For manager level MD/GM shall conduct performance rating of managers and above level. For below manger level Department manger shall conduct performance evaluation and submit appraisal form to HER. HER manager shall review and compile proposed comments from appraisal and discuss with MM/ Managers to proceed for improvement. HER manager is responsible to review appraisal outcomes in order to provide necessary preparation program or provision or resources. HER manager and related manager shall discuss to upgrade skills of employee and to det ermine genteelness needs including resource requirements on yearly basis. References Performance Appraisal, Master Skills Matrix. reproduction Policy To ensure staff are competent to perform their task and ensure to provide necessary cookery at pass on interval. Responsibility HER is responsible to prepare and arrange the training plan after getting approval from management. Department manager is responsible to evaluate their staff competency and communicate with HER for arranging required training.Procedure HER manager shall prepare the training plan based on training requests from department managers and take approval from management. Upon requirement of training, department manager shall fill the nominations for training course and submit to HER. HER shall submit to management for getting approval from management. HER manager and related manager shall arrange the training requirements at requested time. After training is completed, HER manager shall keep the training records such as nomination, record list, course register, evaluations.Trainee and trainer evaluation shall be made to training to get effectiveness of training evaluation as reference. The related manager shall provide the provisional or on Job training defined by managers. preparation certificate, if applicable and personal training record shall be updated by HER staff and keep in each relevant personal file. References Training Request Form, Training Plan Form, Training Record List, Training Course Register, Training Evaluation (trainer), Training Evaluation (trainee), Personal Training Record.