HealthNet TPO (Research Report) Chapter-5

CHAPTER -5

EMPLOYEES DEVELOPMENT IN HN TPO:

The Human Resource Division (HRD) is responsible for managing and facilitating the most important strategic resource of any organization. Its focus is on harnessing the potential and energy of a professional workforce to ensure effective attainment of goals set by the organization.

  Recruiting the best, creating an environment that values merit across the entire organization, improving human resource policies, enhancing monetary benefits, organizing social events, providing training and development opportunities, and initiating human resource planning, including carrier and succession planning, are the major objectives of HRD.

Objectives of Human Resource Development

• Develop institutional and technical models for poverty reduction, sustainable, equitable and engendered development;
• Sustainable improvement in the livelihood of over 10 million poor people in NWFP by 2011
• Raise the incomes and quality of life of people, especially the poorest of the poor men and women, living in its programme area.
• Provide an effective and cost-efficient service delivery mechanism for the government and the donor agencies in order to reach the rural poor.
• Support the decentralization efforts of the govt.

HRD section has developed a training policy. The basic purpose of training is to increase the productivity of community leaders and employees. Training is also important for the adoption of new technologies or changes for the future course of action. To assess the training needs of communities and staff, HN TPO focused on the following four areas;

• Directing training towards achieving the organizational goals;
• Facilitate the community and staff members or any other out-side agency, in meeting their responsibilities or tasks.

• To mend the behavior of the people in a way that it helps, achieving the organizational objectives.

• To overcome the deficiencies in skills, knowledge or attitudes of the people, so that they are able to achieve the organizational objectives in an efficient way.

With the above objectives HN TPO has started its activities of Capacity Building in 1996. Based on its experience, Capacity Building , Skills and expertise of the organization in the relevant field.

EMPLOYEES BENEFITS AND OTHER FORMALITIES

1.  PRE-JOINING FORMALITIES:

Once the employee is selected and appointment letter is issued, the following formalities are required to be completed before joining the organization:

        i.   Submit the acceptance letter in response to the “appointment letter” issued by the Human Resource Division within the timeframe mentioned in the letter.

       ii.   Arrange medical tests, checkup and fitness report from the approved doctor / hospital.

      iii.   Report at the designated branch for joining within the dates mentioned in letter.

2.  JOINING FORMALITIES:

On the joining date, the employee is expected to arrange submission of the following documents: 

         i. Joining Report

        ii. Copies of educational and professional degrees/certificates duly attested.

       iii. Last employer's release certificate

    iv.    Three copies of recent passport size photographs

       v.   Certified copy of the Computerized National Identity Card

      vi.   Completed personal information form

     vii.   Completed provident fund, gratuity & other forms supplied by HRD

    viii.   Service Agreement if applicable and mentioned in the appointment letter  

Please also note the following tips which will be useful once you have joined: 

     i.      Open a salary account and intimate the number to Finance / Accounts Department so that your salary could be disbursed to you in the account.

     ii.     Open an email account for which you have to approach Electronic Technology Division through your immediate supervisor.

     iii.    Ask your supervisor for the job descriptions for the position for which you have been appointed in the organization, sign it and return it to the concerned officer in the office.

     iv.    Arrange for the issuance of Employee ID Card from Human Resource Division.

     vi.   Executives may arrange for availing various perks, the details of which are given in executive perks section of the handbook.

3. EMPLOYEE ORIENTATION & SOCIALIZATION: 

It is expected that this handbook will serve the purpose of employee orientation in most of the cases. However, in addition to this handbook, we have a formal orientation program for entry-level positions, which is administered to them in their training program at the offices Training Academy. In the branches, normally an experienced officer is designated to introduce the new employee to the systems, daily routines and staff members working in that office which serves the purpose of employee orientation and socialization at the workplace.

4.  OTHER IMPORTANT INFORMATION:

Organization has always desired to provide every possible facility to its employees so that they are facilitated, equipped and enable to perform their duties with complete peace of mind. The following additional information / facilities are available for the employees in the organization:

 i.    Probationary Period: 

An employee is normally placed on probation for a period of six months. The period of probation may be extended, if it is so required. In the cases, where the new employee was already working with some other organization, the requirement of probationary period may be waived off if the competent authority so desires.

    ii.    Confirmation:

On satisfactory completion of the probationary period or extended period of probation, the service of the employee concerned may be confirmed.

   

 iii.   Office Equipment:

Depending on the size of the office and nature of duties of an employee, adequate facilities in the shape of telephones, computers, printers, scanners photocopiers, fax machines, etc. are provided for smooth working. It is expected that the staff members will use all such facilities with care.

    iv.   Meal /Prayer Area: 

Depending on the size of the office, dinning area/prayer place is designated for employees to have lunch & prayers with comfort. Kitchen facilities like refrigerator, filtered water etc. are available to all staff members. Washrooms & visitor areas are also available in the offices.

  v.    Parking Area: 

Depending on the size of the office and the availability of space, the parking facility is provided to the employees for parking their cars and motorbikes.

 vi.   Business/ID Cards:

Employee ID cards are issued by the Human Resource Division to all the employees for identification purpose, for which relevant forms are available in all the offices. Employees are expected to wear this card all the time while on duty.

    vii.  Organization Intranet:

In today fast pace hi-tech environment, it is unimaginable to live without the information technology. At Organization  we strongly believe in empowering our employees in various ways. One such way is the availability of Intranet facility in the office for the employees for internal communication and coordination, easy access to valuable information access, and knowledge sharing. 

Organization Intranet facility provides the employees a rapid access to wide repository of information. Any employee with the access to the Intranet can log on and has an easy way to consult annual reports of the office, look at the history of the organization and get other important information about the it.

    viii.  Organization Newsletter:

In 1998 the Training Wing started publishing a Newsletter where news and views about the organization and employees are given. At this forum employees are welcomed to contribute articles on various aspects of office and finance. This would go a long way in encouraging the development of ACBL as a learning organizations as well as development of Organization culture. A copy of the newsletter is provided to each employee on regular basis.

 ix.   Suggestions Program: 

 we highly encourage feedback & suggestions from our employees for overall improvement at organizational level. 

    x.    Annual Get-Together/Dinner: 

Organization employees enjoy the time out of office as well. Employees’ get together, picnic programs & annual dinners are few of the traditions

Other Benefits: 

i.   Medical:

The medical allowance is paid to the employees on monthly basis . This allowance is meant to enable the employees to pay for their own & dependents’ routine medical expenses.

      ii.            Hospitalization:

In addition to the above medical facilities allowed to Organization  employees for outdoor consultation fee, laboratory tests and medicines, as per entitlement defined in the pay scales, the employees are also allowed reimbursement of hospitalization expenses for him/herself or his/her dependents,

   iii.           Incentives

Organization encourages employees’ participation in competitive exams, which enhance their professional education & practical knowledge in the field and management. Organization gives cash award up to three attempts and due weightage in promotion to their employees who pass  Diploma Examination. The cash awards are paid as per following scales:

  iv.          Incentives on Acquiring Other Qualifications: 

In addition to above-mentioned incentives, employees are encouraged to improve their academic & professional qualifications, in various disciplines. Such improvements in qualifications, although may not accrue immediate cash incentives, but are duly recognized by the organization and due weight age is given to it at the time of promotion.

Development Center

The long journey on the road of development has developed HRD section into a full fledged HRD Centre, which can now be rightly termed as one of the state of the art training institute. The training institute is located in Mansehra (which is both near to the city as well as calm and quiet.

The training centre is equipped with;

• Highly professional staff and trainers

• Residential facility for 25 participants, mostly on double occupancy basis All rooms are air conditioned as well heated. Apart from HRD Centre in Mansehra , it also has training facilities at its regional office Mansehra with skeleton staff. .

Training for the professionals and communities are specially being designed to respond to their job requirements. With the passage of time and experience in the field, HRD Centre is incorporating new courses according to the needs and feedback from the previous training. HRDC has designed and conducted training in the following areas;

• Social mobilization;
• Managerial capacity building of the community groups and their leaders;
• Microfinance;
• Gender & Development;
• PRA, NRM and Health Education.

The client age of HN TPO' HRD Centre include govt. projects like South FATA Development Project; Dir Area Support Project, Barani Area Development Project-Phase 1, Essential Institutional Reforms Operationalization Programme (EIROP). Among the NGOs and other international organizations, HN TPO has imparted training to the staff and communities of IUCN, OXFAM, UNDP, DTCE, GTZ, Care International, Swedish Committee etc. Similarly HN TPO has also remained involved in the capacity building of many NGOs in Afghanistan like MADERA and IRC etc.

In order to reduce poverty and promote sustainable development, HN TPO makes continuous efforts towards institutional development and capacity building at the community level. This is done through harnessing

people's potential to help them-selves by establishing a network of grassroots level institutions at the village level.