HR Manual

Introduction

Welcome to the Human Resources Manual of Future University. This manual is designed to serve as a comprehensive guide for our employees and management team, outlining the policies, procedures, and practices that govern our workplace.

At Future University, we believe that our employees are our most valuable asset, and we are committed to fostering a positive, inclusive, and productive work environment. This HR Manual aims to provide clear and concise information regarding various aspects of employment, including recruitment, onboarding, performance management, employee benefits, workplace conduct, and compliance with applicable laws and regulations.

Objective

To provide a structured framework for managing human resources within [Company Name], ensuring that all employees understand the policies that govern their employment and workplace behavior.

The Key Objectives Of This HR Manual Are As Follows:

• Define Policies and Procedures: Clearly outline the organization's HR policies and procedures to ensure all employees understand their rights and responsibilities.
• Ensure Compliance: Maintain adherence to local, state, and federal labor laws and regulations, mitigating legal risks and promoting ethical standards.
• Foster Consistency: Promote uniform application of policies across all levels of the organization to ensure fairness and transparency in HR practices.
• Enhance Communication: Serve as a reliable resource for employees and management, facilitating clear communication regarding HR matters, workplace expectations, and organizational changes.

By adhering to the guidelines set forth in this HR Manual, we aim to create a positive work environment that attracts, retains, and motivates talented individuals while ensuring compliance with legal and ethical standards. It is essential that all employees familiarize themselves with the contents of this manual and refer to it as needed to ensure a harmonious and productive work experience

Human Resource Policy

• Seeking the Best: We implement a structured recruitment process that includes clear job descriptions, standardized interview protocols, and diverse sourcing strategies to ensure a broad pool of qualified applicants.
• Passionate Educators: we believe that passionate educators are the cornerstone of effective learning and academic success. Our commitment to nurturing and supporting our educators is reflected in our policies and practices that aim to create an inspiring and collaborative teaching environment.
• Intrinsic Motivation: we recognize that intrinsic motivation—the internal drive to engage in activities for their own sake is crucial for achieving personal and professional excellence. By fostering an environment that encourages intrinsic motivation, we aim to inspire individuals to pursue their goals, embrace challenges, and take ownership of their learning and development
• Lifelong Learners: we believe that the journey of learning does not end with formal education; it is a lifelong endeavor that enriches our personal and professional lives.

Recruitment Policy

At Future University, our Recruitment Policy is designed to attract and select the best candidates who align with our values, mission, and organizational goals. We believe that a diverse and talented workforce is essential to our success, and this policy outlines the principles and practices that guide our recruitment process.

Recruitment & Selection - Teaching Staff

The minimum qualifications required for the post of Professors, Associate Professors, Assistant Professors, Dean, Director, Deputy Dean/Directors a Deputy Librarians, Librarians, etc. will be those as prescribed by the University Grants Commission (UGC).

Selection Process

At Future University, our selection process is designed to identify and hire the most qualified candidates while ensuring fairness, transparency, and a positive candidate experience. The process involves several structured steps to evaluate candidates' skills, experience, and cultural fit with our organization. Below is an outline of our selection process:

Reference Check

Reference Check is carried out by the Head HR for all candidates recruited. A minimum of two to three professional references should be taken from each candidate while they appear for the preliminary round of interview. The referees should generally be persons who have been professionally associated with the candidates or have supervised his work; they should not be immediate relatives, extended family or friends. If the references provided by the candidate do not provide enough information, the candidate should be asked to provide more references. Comments from references should be preferably taken in writing. However, the same can be obtained telephonically and then documented as well. For critical senior positions thorough background verification must be undertaken.

Background Verification

Third-party agency is hired to undertake the background verification (pre-approved by the Vice Chancellor). Letters of recommendation must be sought from all previous employers as well. Once a candidate accepts the employment offer and before he/she is expected to join the organization, it is mandatory to complete the police verification of the employee. It is advised that all candidates need to complete their police verification process themselves and submit the verification form/report within 60 days from the date of joining to the HR Dept. If the verification report is negative, the employment will be nullified.

Termination Due To Unsatisfactory Performance

An employee whose performance is not satisfactory will be provided an opportunity to improve his/her performance, for which he/she will be given a written Performance Improvement Plan (PIP) with specified timelines. The performance shall be reviewed during this period. In case the employee is able to meet the expectations given in the PIP, he/she will be retained in the University, alternatively, the employee’s service may be terminated by giving notice applicable to him/her.

Termination Or Dismissal Due To Misconduct

An employee’s services may be terminated with immediate effect and without the payment of notice period on the grounds of misconduct, such as breach of the code of conduct, absence without leave, harassment, illegal acts, violation of organizational rules and regulations or other disciplinary grounds.

Succession Planning

This step involves identification of an internal employee as the possible successors to the key or senior position if it is vacant or a will be rendered vacant. In this process Peon may be promoted as Clerk, Laboratory Assistant may be promoted as a Technical Assistant, Clerk may be promoted as Head clerk & office superintendent, etc. The succession can be absolute succession if the identified candidate fulfils all conditions required for appointment. It is mandatory to have completed minimum three years in previous post.