HUMAN RESOURCES POLICY, PROCESS AND PROCEDURES MANUAL
MARCH 2020
VERSION 1
CONTENTS
Introduction
- The Employee Life cycle
- Objective of the Manual
- Scope & Intended Audience
- Compliance to the Manual
- Policy Clarifications
- Review and Approval of the Policies and HR Manual
- Access to the Manual
Employment
- Contract Types
- Working Hours
Core Employee Relations & Compliance Policies
- Code of Conduct
- Disciplinary Policy
- Grievance Policy
- Health, Safety & Welfare Policy
- Social Media Policy
- BYOD (Bring your own device to work) Policy
Planning & Organising HR Resources
- Manpower Planning
- Organisational Structure Principles & Guidelines
- Other Manpower Budget – HR Internal Communications Planning Exercise
Talent Acquisition Process
- Job Requirements
- Talent Sourcing
- Interview & Selection
- Negotiation & Offer
Onboarding
- Induction
- Probation
Total Rewards (Comp & Bens)
- Job Evaluation
- Salary
- Allowances
- Benefits
- Leave Entitlements
- Employee Recognition & Non-Financial Recognition Schemes
- Employee Awards
Talent Management
- Performance Appraisal
- Career Development Plans (Performance Improvement Plans)
- Succession Planning
- Critical Roles
Talent Development
- Training Plans
- Overseas Training & Associated Benefits
- Local Training
- Training Sponsorship
- Educational Sponsorship
- Continuous Professional Development
Business Travel
- Representation Allowance
- Business Trip Report
- Allowances
Attendance & Flexible Working Policy
- Flexible Working Policy
- Remote Working
- Electronic Attendance Management
- Manual Attendance Management
- Importance of Punctuality
Separation Process
- Resignation etc
- Clearance Process
Abbreviations & Glossary
Introduction
Introduction
This manual is published and maintained as a guide for all employees, in order that human resources related matters can be managed consistently and equitably. NBK acknowledges the unique and diverse range of human capital assets across various businesses and sectors; however, these policies were developed by focusing on the responsibilities our organization has in common and to bring clarity to the organisation in terms of policy and how the associated processes flow, including roles and responsibilities for decision making against the approved authority matrix. This manual supersedes all previous inconsistent agreements and/or statements as well as prior personnel policies and procedures.
The Human Resources Manual (“HRM”) is designed to be the primary reference document for communicating and interpreting human resources policies, programs, and procedures to people at NBK. Additionally, the manual will be updated periodically to reflect changes in NBK policy and changes in the law. However, no provisions in this manual, or any of its associated documentation or appendices should be construed as, an implied or expressed contract or guarantee of employment or contractual obligation of the Company.
NBK reserves the right to interpret, change, modify, add, delete, or not apply all or part of the provisions of this manual at any time.
Objective
The objective of this Manual is to establish the principles of managing NBK’s HR assets during the Employee Lifecycle. The HR Policies are multifaceted and can be referred to for different purposes depending on the scenario. The Employee Lifecycle is pictured below for ease of reference:
Employment
Employment
An individual who is under a written contractual agreement to complete a certain work in returns of agreed remuneration with NBK is deemed to be employed by NBK. The contract must be legally attested in accordance with the Labour Law of Qatar and signed by the Group HR and Admin Director before the commencement of work. Employees must meet the legal visa requirements of the contract.
There are two types of employment contracts in NBK. These contracts are mainly governed by the duration of the job allotted to the employee. Following are the two types of contracts:
Permanent Contract:
- A permanent staff member is a staff member who has been engaged on work of permanent nature likely to last more than 12 months and has satisfactorily completed the probation period as defined in the manual.
- These jobs have an established position in the organisational structure and pay full salary, allowances, and benefits.
- Full-time contracts with NBK are for an indefinite term, unless otherwise specified in the contracts.
Temporary Contract:
- A temporary staff member is a staff member who has been engaged for work temporary in nature, seasonal or for a specific purpose or short-term project for a defined period.
- A temporary contract must be no longer than 6 months
- Such contracts will be issued based on basic salary with no additional benefits and in accordance with Qatar Labour Law.
- Where the contracting cost is within budget and no more than 6 months, subject to sound business rationale, the Group HR and Admin Director has the authority to approve these contracts.
- Where the cost of the contract is over and above budget, CEO is required to approve the contract agreement.
In accordance with the contract of employment and Qatar Labour Law, an employee may be assigned other duties, in a different role, in varying location depending on the needs of the business.
Working Hours
HR will maintain work hours that are compatible with applicable law, departmental functions, and the maintenance of effective work schedules of employees. All departments will remain open for business five days a week. Keeping in view the job responsibilities and business needs various categories of employees will have different work timings and off days. The intent here is not to discriminate but to strike a balance between operational requirements and work life balance.
CEO has the discretion to adjust the official working hours, without increasing total hours, according to the nature and circumstances of work.