Salt Range Foundation

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Human Resourse Management

 
  1. Appointment Mechanism: The HR team will oversee the hiring process to ensure fairness and transparency. If needed and staff required, new staff will be hired as per the requirement. Otherwise, volunteers will be brought in to fill immediate positions, and tasks will be assigned to them accordingly.
  2. Volunteers & Interns: Volunteers/ Interns will be hired initially for a period of 6 Months. After that, their tenure will be extended based on their performance, as decided by the management/ BOD. If a volunteer works for more than one year, they become eligible for an experience certificate.
  3. Recruitment & Selection Process: The Recruitment and selection process ensures that the SWF attracts and hires qualified individuals who are committed to advancing its mission in education and healthcare, contributing to its overall success.
  1. Job Posting: Through Advertisement & Internal hiring.
  2. Application Process:
    • Submission: Candidates will submit their application, including resume, cover letter and references.
    • Acknowledgment: SWF will send acknowledgment emails to applicants confirming receipt of their applications.
    • Screening & Shortlisting:
    • Initial Screening: HR reviews application to ensure candidates meet the basic qualification and experience.
    • Shortlisting: HR finalize the shortlist of candidates list who best match the job criteria for further evaluation.
  • Interview Process:
  • Scheduling: Contact shortlisted candidates to schedule interviews.
  • Panel Interview: Conduct interviews with a panel that may include:-
    • Top Mgmt CEO, MD, Consultant, ED HR, respective Ex Dir & HR Representative.
    • Middle Mgmt MD, Consultant, ED HR, respective Ex Dir & HR Representative.
    • Low Cadre ED HR, Respective Ex Dir & HR Representative.
  • Interview Format:
    • Use structured questions to assess behavioral attributes, skills and cultural fit.
    • For role in education and healthcare include scenario based questions or practical assessments to evaluate specific competencies.
  1. Reference Checks: Contact provided references to verify past experience/ employment, skills and suitability for the role. Also provide HEC attested educational degrees.

 

 

  1. Final Selection:
  • Decision Meeting: Respective Ex Dir’s will Finalize candidates based on interviews and assessment results to make a final decision
  • Approval: Obtain approval from the CEO/ MD & relevant authority for selected candidates.
  1. Offer & Acceptance: Issue a formal letter detailing the Job Title, Salary, Job responsibilities & terms of employment. Also receive written acceptance from the candidates.
  • Onboarding:
  • Orientation: Schedule an orientation session to introduce new hires to the SWF mission, values and operational procedures. Conduct an overview of SWF education & Health care initiatives. Provide initial training of all departments (1 Full Day)
  • Documentation: Collect required documents (Degrees, Certifications & experience Letter)
  • Performance Reviews: On a tri-monthly basis, performance will be evaluated to assess contributions and determine whether assigned tasks are being completed on time or not.
  1. Employment Terms & Condition:
    • Types of Employment: Full time, Part Time & Volunteer
    • Probation: 3 Months’ Probation Period
    • Working Hours
    • Office: Monday to Friday (9AM to 5 PM – with a 1 Hour Lunch Break)
    • Meetings: Every Friday (3PM to 5 PM)
  2. Policy Compliance:
    • All recruitment activities must adhere to SWF’s ethical guidelines
    • HR will ensure compliance and address any grievances arising from recruitment processes.
      1. Grievance Redressal: Employees can report concerns to the HR department for resolution.
      2. Monitoring and Evaluation:
  1. Set measurable goals and key performance indicators (KPIs) for all programs.
  2. Conduct periodic assessments to evaluate program effectiveness.
  • Use feedback to refine strategies and improve outcomes.

 

  1. Pay System: The pay will be set according to the percentage and finalized through mutual understanding under the supervision of finance and senior management.
  2. Review and Amendments: Policies will be reviewed annually to ensure alignment with organizational growth and Organizational best practices. Bt adhering to this policy, the SWF will build a strong and committed workforce capable of achieving its mission / goals to improve education, healthcare and social welfare projects.