For all your Corporate Human Resources Development (HRD); Human Resources Management (HRM); Human Resources Planning (HRP); Selection & Recruitment; 

   
 
The Vital Role of Human Resources ( HR) in MAS- TRAC and for our Clients.
 

The existence of a Human Resources Department is vital and essential to overall productivity and efficiency of the strong workforce in any thriving company.

   
 
     
     
 FAQs  
 
 

FAQ - (1) What is the Vital Role of Human Resources in A Company ?

The Vital Role of Human Resources (HR).

The existence of a Human Resources Department is vital and essential to overall productivity and efficiency of the strong workforce in any thriving company in the Business Circles. In fact, good Human Resources can be one of the most valued and respected departments in an organization; their job is people, and it is an accepted and proved fact that people are any company’s most important asset.

The vital HR objectives are established in order to support the overall attainment of The Company’s strategic business plans and objectives. The HR Department constantly evaluates the effectiveness of the Organisation and initiates, stimulates, develops and supports required strategic changes in the Company.

HR Department is responsible to promote and maintain the overall success of the Company in all aspects. It listens to the problems of Employees and links with the Management acting as n Intermediary and as a Strategic Business Partner. HR Department is seen and recognized as the Champion for Change in any Company. HR Department is also considered as The Conscience Keeper of The Company overall and in all aspects.

HR Department activities and focuses are linked to the Company Vision, Mission, Values, Goals, Business Plans, Action Plans and Corporate Culture. It is the responsible party to correctly and strategically advise the Management on all Employee aspects, and as a tool of measurement for overall success and achievements, and for any corrective and remedial action – if need be.

HR Department aims to develop quality of the Employees in all aspects, from their performance and execution of job duties and responsibilities, improve their skills, competencies and talents – and to add value and contents to their job to increase morale, motivation and job satisfaction of the Employees in The Company.

HR Department aims to ensure the Best Practices in the field of HR are available and being practiced in the Company, and in making Dalma as The Best Place to Work, an Employer of Choice and an Equal Opportunity Employer.

   

Top 10 Ways to Get Fired
(**Reproduced Article)

Most people start their jobs with the best of intentions, never thinking they could be fired. After all, that's a fate reserved primarily for incompetents and workers caught with their hands in the company till, right? Wrong. You might not realize just how slippery the slope out the door can be. Avoid these 10 potential pitfalls.

Workplace Mistakes to Avoid
To guard your job security, be sure to avoid the 10 common pitfalls on this checklist from Jennifer Star, a New York City-based corporate recruiter and trainer specializing in administrative-support personnel:

1. Lie on Your Job Application or Resume: Tell the truth from the start, because you will be held responsible for the information you provide -- and your employer will check it. Generally, education background checks can take up to a month after hire. I recently had a candidate fired from a large financial company after being there for a month, because she lied about her educational background, says Star. This woman did not need a degree for her editorial assistant position but said that she has one anyway -- and one month later when the cat was out of the bag, she was immediately let go.

2. Be Indiscreet About Your Job Hunt: If you are in the market for a new job, don't send your resume from your office computer, which most likely is monitored by IT. Assume your instant messages (IMs) and emails are fair game as well.

3. Gossip or Take Lots of Personal Calls: You never know who is listening, and in cube land, walls really do have ears. The safest bet? Keep gossip to yourself, and never repeat anything you hear. Winding up on the wrong side of the rumor mill can cost you more than somebody's trust; it can mean your job.

4. Taking Too Many Personal Calls Can Make You Look Just as Bad: Spending much of your work time orchestrating your own personal business, rather than your boss's affairs, usually results in being given an opportunity to spend all of your time on the phone on personal business -- looking for a new job, Star warns.

5. Drink at Work: One of the quickest ways to be shown the door is drinking too much at lunch and walking into a wall. Administrative assistants must keep things organized, efficient and clear, so maintaining your own clarity is extremely important. Staying on top of the mountain of details that go into making a business run smoothly requires focus -- and sobriety.

6. Surf the Web Excessively: Spending much of your workday cruising around cyberspace puts you just a point-and-click away from unemployment. And checking out adult-oriented Web sites on the job is a definite no-no.

7. Become Romantically Involved with the Boss: While it may make for great water cooler discussion, a boss/direct-report romance can easily end with someone out of a job. (Hint: It's usually not the boss.)

8. Forget to Double-Check Your Figures: When working with numbers scrutinize your work carefully. One stray zero could make the difference between being employed and unemployed, advises Star.

9. Alienate Your Coworkers: To do your job effectively, you'll need the cooperation, support and goodwill of those around you. If you don't have these things, you probably won't be an effective administrator. And becoming detached from those you work with could get you replaced with someone who can work well with others.

10. Point the Finger at Everyone but Yourself: Take ownership of your job. If you make a mistake, own up to it. Don't try to sweep your mistakes under the carpet -- or worse yet, blame somebody else -- because the truth will usually come back to bite you on the bottom line. And nobody wants to trust or employ a liar, says Star.

 
FAQ - What kind of items are to be included in a Company Policies and Procedures Manual?

Answer - These are Standard HR Policy Manual Main Points - See Us For More - For Professional Affordable One.This is our Speciality.


Introduction

    • Coverage
    • Controlling Law
    • Control, Review and Revision
    • Definitions

Human Resource Planning 

    • Overview
    • Objective
    • Manpower Forecasting
    • Staffing Inventory
    • Staffing Gaps
    • Staffing Plan
    • Staffing Budget

Recruitment 

    • Overview
    • Objective
    • Recruitment Calendar
    • Source of Recruitment
    • Selection Process
    • Offer of Employment
    • Outstation Candidates
    • Reference Check
    • Security Clearance
    • Relatives of Employees
    • Pre-Employment Medical Check Up
    • Regret Letters

Appointments, Induction and Confirmation 

    • Overview
    • Process Objective
    • Contract of Employment
    • Notice Pay Reimbursement
    • Joining Formalities
    • Personal Folder (P/Files).
    • Induction
    • Probation
    • Confirmation

Attendance and Leave 

    • Overview
    • Process Objective
    • Working Place, Hours and Days
    • Attendance
    • On Duty / Out Door Policy
    • Overtime

Leave Rules 

  • General
  • Annual Leave
  • Marriage Leave
  • Emergency Leave
  • Pilgrimage Leave
  • Sick Leave
  • Mourning Leave
  • Maternity Leave
  • Examination Leave
  • Special Leave Without Pay
  • Patient Escorting Leave
  • Disability Leave
  • Leave Adjustment on Termination of Employment
  • Leave Encashment
  • Absence From Duty
  • Office Holidays Declarations

 

  1. Employee Benefits

    • Overview
    • Process Objective
    • Job Title and Levels of Employees
    • Passage for Expatriate Employees Leave
    • Gratuity
    • Social Insurance
    • Medical Facilities
    • Accommodation on Joining
    • Loan Guarantee
    • Educational Assistance
    • Vehicle Allowance
    • Telephone Allowance
    • Salary Advance
    • Other Benefits

Business Travel Rules

    • Overview
    • Process Objective
    • General Travel Rules
    • Foreign Travel Rules
    • Inland Travel Rules
    • Ticketing

 

Training & Development

    • Overview
    • Process Objective
    • Training Needs Analysis
    • Developing The Training Plan / Calendar
    • Designing Training Modules
    • Training Evaluation
    • Training Database

Performance Management

    • Overview
    • Process Objective
    • Definitions
    • Individual Goal Setting
    • Nominations of Assessors & Reviewers
    • Monitoring and Mid Term Review
    • Annual Performance Review
    • Rating
    • Linkage to Other HR Systems
      • Training Needs
      • Increment
      • Promotions
      • Non-Monetary Rewards
    • Performance Incentive System
    • Bonuses

Termination of Employment 

    • Overview
    • Process Objective
    • Resignation
    • Resignation Acceptance
    • Service and Salary Certificate
    • Release Letters (NOC)
    • Exit Interviews
    • Termination
    • Retirement
    • Death / Disability
    • Abandonment of Service

Conduct and Discipline

    • Overview
    • Disclosure of Interest
    • Communication with Outsiders
    • Claims For Reimbursement
    • Compliance with Laws
    • Secrecy and Confidentiality
    • Exclusivity of Employment
    • Acceptance and Giving of Gifts
    • Dealing with Suppliers / Customers of the Company
    • Dress Code
    • Smoking
    • Telephone
    • Company's Property / Equipment
    • Intoxication (Drugs Policy)
    • Miscellaneous Provisions

    Special Undertaking

Grievance Procedure 

    • Objectives
    • Procedures