Policy:
Purpose:
To provide guidance that support recruiting and hiring a diverse and talented workforce. To accomplish this, Integra strongly encourages hiring supervisors to develop the broadest possible applicant pool allowing the best and the brightest candidates—internal and external—to fairly compete for all open positions. Through fair and open competition and application of equitable evaluation criteria, Integra hires the best available candidates.
Scope:
Applies to all staff
Procedure:
1. Manpower Plan and Control:
1.1. The aims of manpower planning of Integra is to acquire and retain the optimum number of staff with the required skill sets, expertise and competence.
1.2. To exercise effective control of staffing and the associated cost
1.3. To assist in optimum resources allocation so that potential manpower surplus or shortage can be anticipated and alleviated as much as possible.
2. Capacity management requisition form:
When a team requires additional staff or replacement for existing staff then the project manager / Team leader has to fill the capacity management requisition form shared in the Google docs and notify the HR department to initiate recruitment.
3. Recruitment
When the HR department receives the capacity management requisition form, they initiate the hiring process. Sourcing of candidates happens through the following methods:
3.1. Selection Criteria:
3.1.1. The shortlisting of candidates happen based on the factual requirement of the open position. The HR recruitment team considers the following factors for shortlisting the candidates.
3.1.2. The shortlisted candidates undergo the next level of an interview with operations team & HR team.
3.1.3. Candidate is finalized based on the evaluation of the Operations & HR round.
3.1.4. The final selection criteria shall focus on personal qualities, attributes and competencies, prior experience, aspirations, potentials, communication and Interpersonal skills, professional and personal integrity.
4. Offer and Approval:
4.1. Remuneration packages for all the candidates shall be negotiated and set on the already set slabs.
4.2. Exception will be handled by the HR Team with relevant approvals from the HR Head. / Top management.
5. Probationary Period
5.1. Unless otherwise stated in the contract of employment, all staff are required to undergo a probationary period of six months.
5.2. Subject to satisfactory performance, staff will be confirmed after the probationary period and will be given appointment in Integra.
6. Extension of Probationary/ Termination of employment:
6.1. When staff performance or working attitude is not satisfactory then the staff may have his / her probationary period extended.
6.2. Staff who perform unsatisfactorily or are not suitable for the job may be terminated at any time in accordance with the policy for termination.
7.Promotion:
7.1. Integra aims to provide career advancement opportunities to develop and utilize staff potential whenever possible, while at the same time recognize their outstanding performance.
7.2. The basic principles of promotion in Integra are equal opportunities, non- discriminatory and the best person for the job. Selection for promotion will be based on merit with due consideration of the following factors:
7.3. All staff will have equal career advancement opportunities irrespective of their age, gender, marital status, family status, nationality or religion.
7.4. All internal promotions will be done after conducting a board interview with the top management.
8. Exit
8.1. Staff can relieve from his or her services with the company due to the following:
Resignation
Termination
