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    QP-62-02 Recruitment & Selection Procedure

    Uploaded by

    Samsudin Ahmad
    Recruitment Procedure

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd

    QP-62-02 Recruitment & Selection Procedure

    Uploaded by

    Samsudin Ahmad
    208 views6 pages
    Recruitment Procedure

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    © © All Rights Reserved

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    DOCX, PDF, TXT or read online from Scribd

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    Recruitment Procedure

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    208 views6 pages

    QP-62-02 Recruitment & Selection Procedure

    Uploaded by

    Samsudin Ahmad
    Recruitment Procedure

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 6

    NEW BONG ESCAPE, HYDROELECTRIC POWER PLANT

    LEHRI, DISTRICT MIRPUR, AJ&K

    ISO 9001:2008 QUALITY MANAGEMENT SYSTEM

    QUALITY PROCEDURE 6.2 : Human Resources

    Title Recruitment & Selection Procedure

    Document No : QP-62-02 Date : 02nd June 2014


    Business Support Services
    Issue No. 1 Rev. 0 Page : 1 of 6

    Controlled Copy
    Copy Number
    Uncontrolled Copy

    AMENDMENT RECORDS

    It is the responsibility of the holder of this document to ensure that this copy is kept up-to-date by the
    inclusion of all amendments. Alterations to this document are not permitted without prior approval of PGM.

    Rev. No. Revision Description / History Change by Date

    PREPARED BY REVIEWED & ISSUED BY APPROVED BY

    SO to PGM Head (Business Support Services) Plant General Manager


    nd nd nd
    Dated : 2 June 2014 Dated : 2 June 2014 Dated : 2 June 2014

    © QMS NBE HPP No copying without TNBRP AJK’s permission except as permitted by copyright law.
    1.0 PURPOSE

    The purpose of this document is meant to set up standardized and specific processes
    followed by Human Resource Department in respect of the recruitment and selection of
    employees.

    2.0 SCOPE

    The Scope of this document is to explain the HR recruitment and selection procedure to be
    followed by HR Department for recruitment and selection process. HR Department is
    responsible to employ qualified, dedicated and highly motivated personnel to meet the
    human resources requirements of TNBRP.

    3.0 DEFINITION / ABBREVIATION

     PGM: Plant General Manager


     HOD: Head of Department
     H(BSS): Head (Business Support Services)
     HRM: Human Resources Management
     PPE: Personal Protective equipment
     SO : Special Officer

    4.0 RESPONSIBILITY

    HR Department will responsible for implementing and updating all HR procedures from time
    to time as decided by the competent authority.

    5.0 PROCEDURE

    All the policies/ procedures are designed to facilitate the employee. These policies and
    procedures are reference for every employee.

    6.0 HR General Procedure


    7.0 HR Recruitment & Selection Process
    1. Once the “Personnel Request” has been duly approved by the
    competent authority the concerned in charge, in close cooperation with HR
    Manager, shall work out the details of the job description, the required skills
    and experiences for the position, and as well as the position within the
    organization. At that stage, a recruitment schedule should be agreed upon
    between respective in charge section and HR Manager, including time frame
    and deadline for the completion of the recruitment as well as specific process
    of the recruitment (number of interviews, tests, communication with
    candidates, etc.)

    CONTROLLED COPY COPYRIGHT TNBRP AJK FOR INTERNAL USE ONLY


    DO NOT DUPLICATE
    2. HR Department will start the recruitment process by the following
    methods

    i. Search existing candidate’s database

    ii. Advertise the vacancy on Company’s web site & in the local newspaper.

    iii. Use recruitment agencies for some positions if required.

    iv. Internal announcement (using referral reward program).

    v. Budget of advertisement or outsourcing is required and also needs to be


    approved by as per TNBRPs’ Finance Policy.

    8.0 Screening of Applications:

    i. Applications are received by email or received by post by HR


    department.

    ii. HR will first screen the applications. Only shortlisted and prospective
    candidates are called for employment test and for subsequent interview
    where appropriate.

    9.0 Interview
    i. All the interviewers shall complete the interview evaluation form.

    vi. Candidates shall be interviewed according to the requirement of the job.

    vii. The selection of the candidate shall be the responsibility of the


    requisitioning department, acting with the support and advises of the
    Human Resource Department. Such support and advises are inclusive,
    but not limited to, of the determination of salary grade, compensation
    and other terms and conditions of employment.

    viii. Candidates who are invited for interview will be informed by email or by
    post the result of interview within 2 week after interview date.

    ix. The successful candidate will be offered a job and employment contract.

    10.0 Exemptions

    In selecting a candidate, the following guidelines shall be borne in mind:

    i. Spouse of employees who are at key management positions should not


    be employed in the same department.

    x. Exceptions may be approved by Senior Management of such division.

    xi. With the above exceptions, all relatives of employees may be


    considered for employment.

    CONTROLLED COPY COPYRIGHT TNBRP AJK FOR INTERNAL USE ONLY


    DO NOT DUPLICATE
    xii. Good judgment shall apply in order to avoid relatives working in close
    organization proximity at and after initial employment.

    11.0 Employment Process Flow


    The successful candidates are confirmed for:

     Employment starting date


     Appointment contract signing date
     Request additional documents
     Employee status information.

    12.0 Pre-Employment Procedure


    12.1.1.1. Medical Examination
    A successful candidate shall be required to undergo a pre- employment medical
    examination conducted by a company – designated doctor/ Local Hospital. The
    medical examination shall be structured with the objective of determining if the
    candidate is fit for employment in a particular position and would at least include
    the following:

     Chest X-ray
     Blood Clean Picture (CP)
     Urine Routine Examination (RE)
     Other tests relevant to the position (i.e. Audiometry etc. if
    required)
    12.1.1.2. Reference Check
    Reference checks (depending upon the position) will be initialled prior to
    finalizing an offer of employment with:

     Previous employers

     Current employer: only with specific permission from the


    candidate

    Reference checks over the telephone or in writing necessary shall be confined to


    gathering or confirming information related to date of employment, last drawn,
    salary and reason for leaving the company, including an assessment of character
    and performance of previous / current employer’s personnel policies permit.

    13.0 Employment Agreement

    HR department will prepare the employment agreement for the selected candidates.
    This agreement will contain term and conditions of Employees such as, initial
    assignment and job description, starting date , initial salary , incentive and other
    compensation and benefits, probation period , termination during probation and

    CONTROLLED COPY COPYRIGHT TNBRP AJK FOR INTERNAL USE ONLY


    DO NOT DUPLICATE
    after , resignation notice , termination with cause etc.

    However, the employment agreement contract may be different for each level /
    grade.

    14.0 Probation Period


    Any selected candidates for employment with company are required to work on probation
    for a period of 90 days. During probation period, HR conducts a follow up with employees
    (regular meetings).

    Follow up is also made with the supervisor to determine if the employee is performing up
    to the expectation. Those meetings with the new employees or supervisor must be
    scheduled after two weeks of employment, after 1 month, after 2 months and finally after
    three months of employment.

    At that time a probationary period evaluation form, will be distributed to the supervisor to
    decide whether or not the employee will pass the probationary period.

     The employee, having successfully completed the probation period, shall


    receive a written confirmation of appointment from the company

     In the event of unsatisfactory performance, a termination letter or a letter


    extending the probation period as the case will be issued to the employee.

    15.0 Timing
    As soon as practicable when replacement hiring is required in the event of employee
    termination or transfer. A recruitment request should be submitted to Human Resource
    Department within reasonable time frame as follows:

     One month prior to hire & positing data for all new position.

     In case of the rare position, two months prior to hiring & positing of
    candidate for such position.

    16.0 Record Retention


    All personnel request forms, job description. as well as any document used during the
    recruitment process shall be kept in employee’s record. After 2 years of termination of
    employment, the document will be scanned into HR system.

    17.0 REFERENCE

     NIL

    18.0 APPENDICES

     Appendix1:HR Recruitment & Selection Process Flow

    CONTROLLED COPY COPYRIGHT TNBRP AJK FOR INTERNAL USE ONLY


    DO NOT DUPLICATE
     Appendix 2: Employment Process Flow

    CONTROLLED COPY COPYRIGHT TNBRP AJK FOR INTERNAL USE ONLY


    DO NOT DUPLICATE

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