A document describing an organisation’s rules about employee management and the interactions between managers and employees is called a human resources manual service. It covers fundamental HR policies, including hiring and termination processes, as well as workplace policies. Frequently employed in legal cases, these manuals convey corporate policy.
According to your directions and goals, SARDAR KHAN & CO is able to create an HR Manual for your company covering the following topics.

Contract & Letters

Acknowledgement Letter

Recognition letters let those connected with you see your appreciation of their time and judgment. Well-written letters of acknowledgement show respectful professionalism and real appreciation and could be used in every circumstance.

Address Proof Letter / Proof of Residency

As the name itself implies, an address proof letter is a legal document created as proof of a person’s address.

Appraisal Letter

An appraisal letter is a formal letter issued to communicate the results of an employee’s performance evaluation.

Appreciation Letter

A recognition letter honours an employee’s exceptional performance in their position. The employee is encouraged, and their efforts and good work are acknowledged.

Human Resources – HR Process

HR Exit

The most crucial component of the HR procedure is the exit process. To enhance human resource procedures, the exit process collects employee feedback.

Onboarding Process

The main components of the HR Process include the employee onboarding procedure. It is the process through which a new hire is introduced to the company, its policies, culture, and expectations.

Performance Management

Performance Management System

The organised technique of evaluation of workers is a performance management system. It is the mechanism by which the company matches its mission, objectives, and priorities with available resources (e.g. Manpower, material, systems) and establishes priorities.

Training & Development Plan

Essentially, the plan or schedule that management or senior authorities offer to obtain a good work result is known as a Training and Development Plan. It fosters effectiveness and supports corporate development. Through development and training, one’s personality, abilities, and performance are enhanced.

Performance Appraisal Form

The most basic and essential beginning of the evaluation process is a performance assessment questionnaire. This form provides the main support in leading the appraisal process. Employee record, length of employment at the organisation, job title, contributions, achievements, performance history, and special remarks from the reporting person are all given full information in the form. The senior manager or employer assigns an appropriate grade.

Job Analysis

One of the key concepts in human resources is job analysis. It helps one to find out the kind of employment and the tasks the employee is supposed to execute. It also offers advice on the ideal sort of person for a certain employment profile. It is a methodical approach of gathering data and assessing all job-related aspects.

Job Description

The first thing a candidate requests after joining the organisation is a ‘job description’. The employee and boss often cite it as the standard document. Linked with the job analysis is the concept of job description.

Training & Development

Training Needs Analysis

A methodical process of determining what kind of training is needed and offering the specifics about training execution is called training needs analysis. It is also used to find the new abilities, knowledge, and attitudes that staff members need to learn in order to raise performance. Organisations use the Training Needs Analysis (TNA) to identify the gap in skills and training in their present personnel so that they may effectively execute the current and future jobs. The Training Manager designs the right training program using the Analysis very carefully to satisfy the skill and training needs of the employees to improve productivity and finally to meet the objectives established by the company.

What is Training

Learning is the main result of training. Training can be defined as an organised program meant to improve performance and produce measurable changes in employee learning, skills, mental states, and social behaviour. Training is career-oriented and conducted via different techniques, including on-the-job training, classroom lessons, on-site/off-site sessions, online study, and case studies.

Training Needs Identification

Any firm benefits from well-trained, informed staff members. Part of the hiring procedure should include matching the experience and skills of the potential employee to the person specification and job description when recruits are being hired.

Employee Training Evaluation Process

Evaluation helps one to decide if the training reached the planned goal. Regular and methodical assessment of the worth or possible worth of a training program, course, activity or event is known as training evaluation.

Training Methods

Below is a complete list of several training and development approaches now in use.

Table: Training Methods

Recruitment

Guide for Recruitment & Selection

The recruitment guide explains in great detail the steps, chiefly expected deliverables from the Human Resource Department involved. The HR Head must arrange the recommended schedule for opening the job position, as well as recommend the appropriate hiring source to be used.

Purpose or Objectives of Recruitment

The goals of recruiting are to satisfy the present and future needs of the company.

Recruitment Strategies

A document detailing the target role on the job market and the major recruiting channels to be utilised is the recruitment strategy.

Recruitment Marketing Plan

The creative technique of advertising to find the most qualified applicants in a manner that inspires them to seek the job vacancies is known as recruitment marketing.

E-Recruitment

Online e-recruitment refers to the use of web-based platforms and digital tools for searching, attracting, interviewing, and hiring candidates.

Job Posting

A job posting is the marketing of a job opening. The ideal job posting addresses the designated target group of possible job seekers.

Recruitment Outsourcing Process (RPO)

The newest trend being adopted by mid- and big organisations is recruitment outsourcing, which is part of human resource procedures whereby they outsource the recruitment procedure to some of the recruitment consultants, search and select companies or recruitment specialist firms.

Factors Affecting the Recruitment Process

A mix of several internal and outside influences shapes the direct or indirect channels through which organisations employ their recruitment processes.

Recruitment Process

Starting with the detection of a job opening in the firm, the recruitment process involves analysing the job requirements, reviewing applications, screening and shortlisting suitable candidates, and finally hiring the most appropriate applicant for the position.

Human Resource (HR) Manual / Employee Handbook

About Organisation

The purpose of this document is to introduce staff to the firm and offer details on the organisation’s History, services offered to the clientele and clients, working conditions, significant policies, processes, and perks impacting employment at the organisation.

Employment Policies

Employee Benefit Program is introduced in every organisation to fulfil and inspire staff members. Employees are given these perks on different grounds, such as medical, leave, facilities, educational, disability, or health benefits provided by the employer.

Wage & Salary Administration

Wage and salary administration refers to determining and implementing the effective approaches and policies of employee pay working in a company.

Welfare Policy

Welfare policy guarantees the benefits and facilities offered to the employees to improve their working conditions.

Health, Safety & Environment of the Company

To be certified, businesses and factories must have a good working atmosphere and also maintain a health and safety infrastructure.

Workplace Injury Management

Facilities about workplace safety fall under Workers’ Compensation and Workplace Injury Management.

Employee Conduct & Discipline

The organisation really needs employee discipline and behaviour since they link the worker to the appropriate rules and restrictions.

Grievance Redressal Policy

The process given by an employer to an employee so that they may express the problem or difficulty they are experiencing and get a correct solution to it is a grievance redressal policy.

Resignation / Retirement / Termination in Organisation

Resignation, retirement and termination are several forms of employee detachment from the company under several circumstances.

Intellectual Property & Security

The softcopy of data, innovations, formulations, confidential information, and business policies of the firm or organisation are referred to as intellectual property. Unethical behaviours include divulging this information or exploiting it for self-interest.

Conflict of Interest in Organisation

Whenever an employee’s personal and professional or commercial interests could be in conflict with those of the Organisation, a conflict of interest arises.

Privacy

Privacy is an essential element of the HR Manual, as each organisation has its own rules, regulations, commitments, and confidential information that must be protected.

HR Policy

Late Coming Policy

Office hours are expected to be followed by employees. After a grace period of fifteen (15) minutes, it will typically be considered “Late Coming.” It will be considered a half day if an employee departs the workplace more than two hours before closing time (i. e., 5:00 p.m.), and this shouldn’t happen more than three times a month.

Whistleblower Policy

The term “whistleblower” refers to the individual who “blows the whistle” or “raises the voice” against anything unlawful or unjust. It could be directed towards anyone, any company, any system, any process, or any procedure, both inside and outside the company. It resembles resisting anything harmful or detrimental to improvement.

Transfer Policy

The movement of workers from one job to another is known as job transfer, and this can happen in terms of the location, department, or shift of the job. In order to best serve the organisation, workers are either replaced or moved laterally. The purpose of the transfer determines which of the six types of transfer can be carried out within the company. These six forms of transfers are shift transfer, rotation transfer, replacement transfer, remedial transfer, production transfer, and penal transfer.

Promotional Policy

Promoting an employee to the following degree and title is known as upgrading. An employee’s ascent, known as a promotion, moves him or her to a higher position, better pay and advantages, more visibility and job responsibilities. One must have a strong promotion policy and terms that are explicitly communicated to the employees in human resource management.

Mobile Policy

In some businesses, employees are provided company-owned mobile phones so they can perform their duties. Employees whose job calls for mobility applications or contactability are given access to them. Under those circumstances, it is strongly advised to create a policy about mobile phone use, loss of device, device return upon resignation/termination, and the company’s right to impose discipline.

Job Rotation Policy

Employee job rotation is the transfer of personnel among various job roles that enhances their experience, capacity to work on several tasks, and skills. An effective human resources plan is to make employees aware of all kinds of work carried out within their vertical.

Laptop Policy

To satisfy the need for quick and better communication, employees might need to constantly use information and data easily accessible. Companies can offer laptops and create a policy governing their usage, return, and replacement.

Reward & Recognition Policy

Employees want recognition for their remarkable effort in addition to a good wage, pleasant working environment, and possibilities for advancement. Drawing and keeping talent inside the company depends much on rewards and recognition. Besides serving as a mood lifter, it also encourages the three Ps: Productivity, Positivity, and Promotion. Therefore, a good compensation plan in a company will help employees to be more efficient.

Code of Conduct Policy

The code of conduct is typically written for a company’s personnel, outlining the company’s expectations for conduct and protecting the company. The code of conduct policy’s goal is to establish rules for how workers should conduct themselves in relation to their coworkers, supervisors, and the company at large. A code of conduct might cover issues such as fair dealing, information and financial disclosure, confidentiality, harassment, fraud, bribery, internet use, and cybersecurity.

Leave Policy

Inadequate leave management can result in workers being absent from their responsibilities without permission, decreased productivity, fewer productive hours, missed critical goals, and more. Having a well-drafted Leave Policy Handbook for workers in the workplace might help address these sorts of concerns. When implemented in the business, the Leave Policy establishes a shared understanding between the employer and the employee on how leave may be granted while in service. In accordance with the applicable law, the Annual, sick, and Casual Leaves may be granted.

Travel Policy

By setting specified criteria, the Travel Policy aims to regulate the company’s travel expenditures. About the use of business funds, employees are expected to exercise good judgment in order to manage their travel costs. For the purpose of conducting the business, travel is a key component, and employees are required to abide by the travel guidelines for employees while travelling, and they would provide documentation in support of the same. The purpose is also to cover the costs incurred by an employee when travelling domestically or internationally.

Employee Referral Policy

An employee referral policy just refers to a recruiting process where a current employee recommends a potential candidate for a position within the company. It is one of the primary sources of recruitment. Additional categories that might be included include Workplace behaviour, Sexual harassment, Dress Code, and Health and Safety.