Human Resource Policies
RECRUITMENT - The Human resource is saddled with the responsibility of carrying out interviews and the selection process. The HR must also review each application, determine the best fit, conduct phone screens, schedule (and sometimes conduct) formal interviews, initiate background checks, and draft initial offers. This Interview and selection process would be carried out within 7 Working days after advert placement.
ONBOARDING - After the Offer Letter has been sent and accepted by the prospective Employee, an Official Onboarding form the HR Should commence, which is expected to be concluded in 2 Working days, after which the employee would be handed over to the Team Lead . During onboarding, employees are introduced to the abundance of resources they’ll need to succeed, e.g., role descriptions, performance expectations, E-Process Documents and required training. These logistics are always handled by HR personnel, using the Onboarding Checklist below;
EMPLOYEE ONBOARDING CHECKLIST
- Add personal employee information to the RIL database (name, address, contact).
- Add the employee to the RIL organizational chart (role, manager, department).
- Set a reminder for birthday and work anniversary.
- Send a welcome note.
- Have the IT department create a new email address for the employee.
- Add their email address to appropriate email lists.
- Learn what resources (hardware, software, mobile phone, apps) they would need.
- Create a new salary account for the employee (order debit/credit cards).
- Ensure the IT team has their system and access keys ready (password, wifi access).
- Allot a work station and access cards.
- Set up meetings with relevant departments.
- Schedule required training (technology or general).
- Sign NDA, RIL POLICY
- Share RIL Process Document
OFFBOARDING - When an employee tenders their resignation or is terminated, it’s time for HR to jump in and begin the offboarding process:
|Employee ID(if any)|
Manage the termination process
|Phase 1||Document the Contract Termination||Schedule and Exit Interview||Notify their Teammates||Communicate with clients|
Preparing the Paperwork
|Phase 2||Review Contracts and NDAs||Prepare Compensation, Benefits and Tax Documents(If any)|
Plan the Work Handover Process
|Phase 3||Determine who will be the replacement||Identify the Training needs||Prepare Information/ Files/ Documents for Handoff||Create to do list for final projects/ Deliverables|
Create an employee Checklist
|Phase 4||Return Company Equipment||Remove Personal effects||Organize records, file or Training Materials|
|Phase 5||Promptly Reset accounts|
|Phase 5||Bid Farewells and Send Off on a Good Note|
EMPLOYEE REQUESTS/COMPLAINTS - The HRM is expected to be notified about any challenge or need whatsoever that would in any big or small way affect job performance and productivity.
PERFORMANCE MANAGEMENT - It is the responsibility of the HRM, to conduct the Annual Performance Appraisal, of all Core Staff, Management Staff, Junior Staff and Innovators. Nonetheless, a quarterly appraisal would be conducted, in order to ascertain the level of performance within that Quarter.
REGULATORY COMPLIANCE - All staff and Innovators, are to carefully read the RIL Policies and Regulations, and provide their signature where necessary in order to be held accountable in cases of insubordination or noncompliance to policies.
Lateness: The stipulated resumption time is 9a.m, and if for any reason a staff or innovator would be late, the HRM must be informed prior to the time.
Absenteeism: If for any reason a staff or innovator would be absent from work, an official email should be sent to the HRM, stating the reason for absence. Any recurring lateness or absence without due permission, would result in a severe penalty from the Management.
Visitors: The purpose of every visit should be clearly stated and documented on the Timesheet.
PROCESS COMPLIANCE: The HRM is saddled with the responsibility of ensuring that all processes for each Lab, if accurately followed, and compliance is absolute.