Dear All,
I have joined a small manufacturing industry in Hyderabad. It is a 25-year-old organization, but it does not even practice issuing offer or appointment letters to its employees. It's truly incredible that around 30 employees are working in this company without appointment letters.
Now, I have been given the responsibility to formulate and implement all the HR policies and systems. Previously, I worked in a Telecom Company for more than a year, and they also did not have HR policies. I have knowledge about all HR functions and have taken up this job as a challenge.
I request all of you to suggest and advise me on how to start working and what policies should be formulated. I am struggling to understand where to begin working.
Awaiting your valuable suggestions and advice.
Regards,
Vissu
From India, Hyderabad
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19I have joined a small manufacturing industry in Hyderabad. It is a 25-year-old organization, but it does not even practice issuing offer or appointment letters to its employees. It's truly incredible that around 30 employees are working in this company without appointment letters.
Now, I have been given the responsibility to formulate and implement all the HR policies and systems. Previously, I worked in a Telecom Company for more than a year, and they also did not have HR policies. I have knowledge about all HR functions and have taken up this job as a challenge.
I request all of you to suggest and advise me on how to start working and what policies should be formulated. I am struggling to understand where to begin working.
Awaiting your valuable suggestions and advice.
Regards,
Vissu
From India, Hyderabad
Acknowledge(1)Amend(0)Hello Vishwanathan
I think this points will help you.
I think this points will help you.
- CONDITIONS OF SERVICE
1.1 Contract of Employment
..
1.2 Working hours .
1.3 Duty Station .
1.4 Confidentiality .
1.2 Working hours .
1.3 Duty Station .
1.4 Confidentiality .
- RECRUITMENT AND SELECTION POLICY
2.1 Introduction
.
2.2 Objectives
2.3 Recruitment Authorisation Procedure .
2.4 Newly Created or Restructured Positions
2.5 Employment Procedure
2.6 Employment Interview Panel ...
2.7 Age ...
2.8 Appointment .
2.9 Personal Data
2.10 Staff Transfer
2.11 Induction ..
2.2 Objectives
2.3 Recruitment Authorisation Procedure .
2.4 Newly Created or Restructured Positions
2.5 Employment Procedure
2.6 Employment Interview Panel ...
2.7 Age ...
2.8 Appointment .
2.9 Personal Data
2.10 Staff Transfer
2.11 Induction ..
- PERFORMANCE MANAGEMENT POLICY
3.1 Introduction
..
3.2 Objectives .
3.3 Responsibilities of Manager/Supervisors .
3.4 The Performance Management Process
3.4.1 Performance Planning
3.4.2 Monitoring.. ..
3.4.3 Performance Summary
3.4.4 Recognition ..
3.2 Objectives .
3.3 Responsibilities of Manager/Supervisors .
3.4 The Performance Management Process
3.4.1 Performance Planning
3.4.2 Monitoring.. ..
3.4.3 Performance Summary
3.4.4 Recognition ..
- TRAINING AND DEVELOPMENT POLICY
4.1 Introduction
..
4.2 Objectives
4.3 Process and Criteria .
4.2 Objectives
4.3 Process and Criteria .
- LEAVE POLICY
- DICIPLINARY CODE
6.1 Introduction ..
6.2 Procedure and Documentation .
6.3 Special Cases
6.4 Classification of Offences
6.4.1 Absenteeism
6.4.2 Offences related to Control at Work
6.4.3 Offences relating to indiscipline or disorderly behavior .
6.4.4 Offences related to dishonesty .
6.4.5 Industrial Action ..
6.5 Penalties
6.5.1 Verbal Warning
6.5.2 Recorded Warning
6.5.3 Severe Warning
6.5.4 Final Warning ..
6.5.5 Dismissal ..
6.5.6 Demotion ..
6.5.7 Transfer
6.5.8 Alternative Penalty to Dismissal ..
6.5.9 Dismissal Procedure .
6.5 Disciplinary Appeal Procedure
- GRIEVANCE POLICY
7.1 Introduction
..
7.2 Objectives .
7.3 Procedure and Guideline ..
TERMINATION OF EMPLOYMENT POLICY
8.1 Introduction ...
8.2 Termination by Notice .
8.3 Retirement .
8.4 Death of Staff Member .
8.5 Certificate of Service
8.6 Discharge Form .
9. RETRENCHMENT POLICY
9.1 Introduction ...
9.2 Objectives .
9.3 Consultation ..
9.4 Assistance from SBCGT
9.5 Retrenchment Procedure
10. COMPENSATION POLICY
POLICY FOR TEMPORARY EMPLOYEES
11.1 Introduction
11.2 Appointment ..
11.2.3 Terms of Service .
11.4 Short Term Consultants .
12. HEALTH AND SAFETY POLICY
12.1 Introduction
12.2 Objectives ..
12.3 Security ..
12.4 First Aid .
12.5 Visitors
12.6 Smoking ..
12.7 Emergencies
12.8 Office Services
13. STAFF MOVEMENTS
13.1 Transfers .
13.2 Out of Station Travel on Official Duty
13.3OverseasTrips .
13.4TravelAdvances .
13.5 Reimbursement of Expenses
14. HIV/AIDS POLICY
14.1 Introduction .
14.2 Objectives
14.3 Rights of Positive Employees .
15. SUCCESION PLAN POLICY
15.1 Introduction . .
15.2 Objectives
15.3Procedure ..
Appendices
Appendix 1: Contract of Employment
Appendix 2: Employment Authorization Form
Appendix 3: Employee Personal Data Form
Appendix 4: Supply upward Feedback for Employees
Appendix 5: Supply upward Feedback for Supervisors
Appendix 6: Study Loan Application Form
Appendix 7: Complaint Form
Appendix 8: Notice of Disciplinary Hearing
Appendix 9: Grievance Form
Appendix 10: Field Travel and Authorisation Form
Appendix 11: Overseas Travel Form
Appendix 12: Reconcile Travel and Related costs
7.2 Objectives .
7.3 Procedure and Guideline ..
TERMINATION OF EMPLOYMENT POLICY
8.1 Introduction ...
8.2 Termination by Notice .
8.3 Retirement .
8.4 Death of Staff Member .
8.5 Certificate of Service
8.6 Discharge Form .
9. RETRENCHMENT POLICY
9.1 Introduction ...
9.2 Objectives .
9.3 Consultation ..
9.4 Assistance from SBCGT
9.5 Retrenchment Procedure
10. COMPENSATION POLICY
POLICY FOR TEMPORARY EMPLOYEES
11.1 Introduction
11.2 Appointment ..
11.2.3 Terms of Service .
11.4 Short Term Consultants .
12. HEALTH AND SAFETY POLICY
12.1 Introduction
12.2 Objectives ..
12.3 Security ..
12.4 First Aid .
12.5 Visitors
12.6 Smoking ..
12.7 Emergencies
12.8 Office Services
13. STAFF MOVEMENTS
13.1 Transfers .
13.2 Out of Station Travel on Official Duty
13.3OverseasTrips .
13.4TravelAdvances .
13.5 Reimbursement of Expenses
14. HIV/AIDS POLICY
14.1 Introduction .
14.2 Objectives
14.3 Rights of Positive Employees .
15. SUCCESION PLAN POLICY
15.1 Introduction . .
15.2 Objectives
15.3Procedure ..
Appendices
Appendix 1: Contract of Employment
Appendix 2: Employment Authorization Form
Appendix 3: Employee Personal Data Form
Appendix 4: Supply upward Feedback for Employees
Appendix 5: Supply upward Feedback for Supervisors
Appendix 6: Study Loan Application Form
Appendix 7: Complaint Form
Appendix 8: Notice of Disciplinary Hearing
Appendix 9: Grievance Form
Appendix 10: Field Travel and Authorisation Form
Appendix 11: Overseas Travel Form
Appendix 12: Reconcile Travel and Related costs
Regards
Shraddha
From India, Pune
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Hi Vissu,
As you have mentioned in your email, the employees do not have appointment letters. I think you must start with the basic task of creating personal files by collecting their CVs, issuing them appointment letters, and creating a proper database. After that, you can proceed with policy-making and other tasks.
Regards,
Deepak A Rajan
From India
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As you have mentioned in your email, the employees do not have appointment letters. I think you must start with the basic task of creating personal files by collecting their CVs, issuing them appointment letters, and creating a proper database. After that, you can proceed with policy-making and other tasks.
Regards,
Deepak A Rajan
From India
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Hi Vishwanath,
We integrate into HR management and Visa services. We can manage the entire HR functionality and provide services at the high end of the spectrum. With 60 years of combined experience in the HR space, you can recommend our company. We can place a person to assist you with all the necessary tasks from our corporate office. We can formulate all the policies and processes, and from there, you can continue to build and maintain them. Additionally, we charge less compared to other companies.
Please visit our website at www.integritti.in and get back to us.
Thanks and regards,
Vishnuvardhan R.
Integritti HRes Solutions Pvt. Ltd.
9986057740.
From India, Bangalore
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We integrate into HR management and Visa services. We can manage the entire HR functionality and provide services at the high end of the spectrum. With 60 years of combined experience in the HR space, you can recommend our company. We can place a person to assist you with all the necessary tasks from our corporate office. We can formulate all the policies and processes, and from there, you can continue to build and maintain them. Additionally, we charge less compared to other companies.
Please visit our website at www.integritti.in and get back to us.
Thanks and regards,
Vishnuvardhan R.
Integritti HRes Solutions Pvt. Ltd.
9986057740.
From India, Bangalore
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Presently, I am working in a hospital as a Personnel Officer for one year. Now, I have secured a job in a company as an HR Manager. I will be joining this company after one month. My main role in the company is to set up the HR department as there is currently no HR department. What steps should I take as an HR Manager? Please reply.
Sharad Sarvaiya
B.Com, DLLP, MSW
From India, Surat
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Sharad Sarvaiya
B.Com, DLLP, MSW
From India, Surat
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Dear Sharad,
First of all, please determine the number of employees working in your company. Begin by maintaining their database, which will provide you with information on their years of experience and roles. Subsequently, you can initiate the necessary operations.
Create templates for offer letters, appointment letters, confirmation letters, etc. If the workforce is substantial, consider hiring an assistant.
Kindly share more details about your company so that we can offer further assistance.
Regards,
SoNaLi
From India, Mumbai
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First of all, please determine the number of employees working in your company. Begin by maintaining their database, which will provide you with information on their years of experience and roles. Subsequently, you can initiate the necessary operations.
Create templates for offer letters, appointment letters, confirmation letters, etc. If the workforce is substantial, consider hiring an assistant.
Kindly share more details about your company so that we can offer further assistance.
Regards,
SoNaLi
From India, Mumbai
Acknowledge(1)Amend(0)
Hi Sharad,
We integrate into HR management and Visa services. We can manage the entire HR functionality and provide services at the high end of the spectrum. With 60 years of combined experience in the HR space, you can recommend our company. We can assign a person to assist you with all tasks from our corporate office. We can help formulate policies and processes, and then you can continue to build and maintain them. Furthermore, our charges are lower compared to other companies. Alternatively, please provide me with your phone number, and I will assist you.
Please visit our website at www.integritti.in and feel free to reach out to us.
Thanks and regards,
Vishnuvardhan R.
Integritti HR Solutions Pvt. Ltd.
9986057740.
From India, Bangalore
Acknowledge(0)Amend(0)
We integrate into HR management and Visa services. We can manage the entire HR functionality and provide services at the high end of the spectrum. With 60 years of combined experience in the HR space, you can recommend our company. We can assign a person to assist you with all tasks from our corporate office. We can help formulate policies and processes, and then you can continue to build and maintain them. Furthermore, our charges are lower compared to other companies. Alternatively, please provide me with your phone number, and I will assist you.
Please visit our website at www.integritti.in and feel free to reach out to us.
Thanks and regards,
Vishnuvardhan R.
Integritti HR Solutions Pvt. Ltd.
9986057740.
From India, Bangalore
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Dear,
To introduce an HR Manual in the company, I believe that some general HR guidelines should be issued for the staff members to follow. This will provide them with informative practices to adhere to the rules and regulations on a regular basis.
Thanks,
From India, Delhi
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To introduce an HR Manual in the company, I believe that some general HR guidelines should be issued for the staff members to follow. This will provide them with informative practices to adhere to the rules and regulations on a regular basis.
Thanks,
From India, Delhi
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Dear Sharad,
You need to look at the vision, mission, and business strategy of the organization. Talk and understand the organization's size, overall culture, and working environment. Only then should you take further initiatives to frame HR-related policies. Otherwise, working on your own without understanding the above will be in vain, and you will find yourself achieving nothing.
The success of any policies and procedures depends on the attitude and beliefs of top-level management concerning how they want to run the organization. Once you believe that the culture is positive, you can create anything you find best to implement. You will feel motivated, and you can then build a team suitably.
Regards,
N.S. Hashmi
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You need to look at the vision, mission, and business strategy of the organization. Talk and understand the organization's size, overall culture, and working environment. Only then should you take further initiatives to frame HR-related policies. Otherwise, working on your own without understanding the above will be in vain, and you will find yourself achieving nothing.
The success of any policies and procedures depends on the attitude and beliefs of top-level management concerning how they want to run the organization. Once you believe that the culture is positive, you can create anything you find best to implement. You will feel motivated, and you can then build a team suitably.
Regards,
N.S. Hashmi
Acknowledge(0)Amend(0)
hello all im a fresher working with a company as a management trainee, my boss has told me to prepare Recruitment Policy....Kindly hel me with this. Thanking you
From India, New Delhi
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From India, New Delhi
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hello, dear, I want to know that hr persons responsible for how many activities and what is its procedure exa. PF, ESI, Welfare duties etc thx
From India, Ahmadabad
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From India, Ahmadabad
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Hi!
My company, Emilla Consulting, specializes in Policy Development. Hence, we have all the policies, manuals, handbooks, and guidebooks that companies need. These are licensed materials and benchmarked with the best practices of multinational companies around the world. We sell them at very competitive prices.
Please visit our site for details: [EMILLA CONSULTING](http://www.freewebs.com/emillaconsulting)
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
(landline)
(mobile)
From Philippines, Para๑aque
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My company, Emilla Consulting, specializes in Policy Development. Hence, we have all the policies, manuals, handbooks, and guidebooks that companies need. These are licensed materials and benchmarked with the best practices of multinational companies around the world. We sell them at very competitive prices.
Please visit our site for details: [EMILLA CONSULTING](http://www.freewebs.com/emillaconsulting)
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
(landline)
(mobile)
From Philippines, Para๑aque
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HI Shraddha
i read your points suggested by you to Vishwanathan.is that book available with you??? can i gat a copy of it>i can be contacted on
. it will be a gr8 help to me
regards
Nandkumar
From India, Pune
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i read your points suggested by you to Vishwanathan.is that book available with you??? can i gat a copy of it>i can be contacted on
regards
Nandkumar
From India, Pune
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Hi all,
I have recently joined a small organization that deals in air conditioning and ducting. The organization would like to establish an HR function; the employee strength of the organization is 40.
Can you guide me on what other things I need to take into consideration besides HR policies? I have already obtained those from HR manuals and guides on this site. Is there any other HR function that I need to focus on in particular to establish HR from scratch?
I am looking forward to your valuable suggestions and response.
Thanks and regards,
Mukta
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I have recently joined a small organization that deals in air conditioning and ducting. The organization would like to establish an HR function; the employee strength of the organization is 40.
Can you guide me on what other things I need to take into consideration besides HR policies? I have already obtained those from HR manuals and guides on this site. Is there any other HR function that I need to focus on in particular to establish HR from scratch?
I am looking forward to your valuable suggestions and response.
Thanks and regards,
Mukta
Acknowledge(0)Amend(0)
Dear Vishwanath,
I also joined a construction company 6 months ago to set up the HR Department. The company has been in operation for over 10 years, but there were no existing policies or procedures in place. Additionally, there was no employee database established. I have been able to implement some management strategies; however, I am facing challenges due to the lack of cooperation from some of the directors. There are a total of 7 directors in the company overseeing approximately 150 employees. Despite the obstacles, I have crafted a policy for the company that I believe could be beneficial for you.
Thanks & regards,
Kumaran Siva
From India, Delhi
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I also joined a construction company 6 months ago to set up the HR Department. The company has been in operation for over 10 years, but there were no existing policies or procedures in place. Additionally, there was no employee database established. I have been able to implement some management strategies; however, I am facing challenges due to the lack of cooperation from some of the directors. There are a total of 7 directors in the company overseeing approximately 150 employees. Despite the obstacles, I have crafted a policy for the company that I believe could be beneficial for you.
Thanks & regards,
Kumaran Siva
From India, Delhi
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[QUOTE=newage;456956]
From India, Pune
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Hello Vishwanathan
I think this points will help you.
- CONDITIONS OF SERVICE
1.1 Contract of Employment
..
1.2 Working hours
.
1.3 Duty Station .
1.4 Confidentiality .
1.3 Duty Station .
1.4 Confidentiality .
- RECRUITMENT AND SELECTION POLICY
2.1 Introduction
.
2.2 Objectives
2.3 Recruitment Authorisation Procedure .
2.4 Newly Created or Restructured Positions
2.5 Employment Procedure
2.6 Employment Interview Panel ...
2.7 Age ...
2.8 Appointment .
2.9 Personal Data
2.10 Staff Transfer
2.11 Induction ..
2.3 Recruitment Authorisation Procedure .
2.4 Newly Created or Restructured Positions
2.5 Employment Procedure
2.6 Employment Interview Panel ...
2.7 Age ...
2.8 Appointment .
2.9 Personal Data
2.10 Staff Transfer
2.11 Induction ..
- PERFORMANCE MANAGEMENT POLICY
3.1 Introduction
..
3.2 Objectives
.
3.3 Responsibilities of Manager/Supervisors .
3.4 The Performance Management Process
3.3 Responsibilities of Manager/Supervisors .
3.4 The Performance Management Process
3.4.1 Performance Planning
3.4.2 Monitoring.. ..
3.4.3 Performance Summary
3.4.4 Recognition ..
3.4.2 Monitoring.. ..
3.4.3 Performance Summary
3.4.4 Recognition ..
- TRAINING AND DEVELOPMENT POLICY
4.1 Introduction
..
4.2 Objectives
4.3 Process and Criteria .
4.3 Process and Criteria .
- LEAVE POLICY
- DICIPLINARY CODE
6.1 Introduction
..
6.2 Procedure and Documentation .
6.3 Special Cases
6.2 Procedure and Documentation .
6.3 Special Cases
6.4 Classification of Offences
6.4.1 Absenteeism
6.4.2 Offences related to Control at Work
6.4.3 Offences relating to indiscipline or disorderly behavior .
6.4.4 Offences related to dishonesty .
6.4.5 Industrial Action ..
6.4.1 Absenteeism
6.4.2 Offences related to Control at Work
6.4.3 Offences relating to indiscipline or disorderly behavior .
6.4.4 Offences related to dishonesty .
6.4.5 Industrial Action ..
6.5 Penalties
6.5.1 Verbal Warning
6.5.2 Recorded Warning
6.5.3 Severe Warning
6.5.4 Final Warning ..
6.5.5 Dismissal ..
6.5.6 Demotion ..
6.5.7 Transfer
6.5.8 Alternative Penalty to Dismissal ..
6.5.9 Dismissal Procedure .
6.5.1 Verbal Warning
6.5.2 Recorded Warning
6.5.3 Severe Warning
6.5.4 Final Warning ..
6.5.5 Dismissal ..
6.5.6 Demotion ..
6.5.7 Transfer
6.5.8 Alternative Penalty to Dismissal ..
6.5.9 Dismissal Procedure .
6.5 Disciplinary Appeal Procedure
- GRIEVANCE POLICY
7.1 Introduction
..
please give in detail as above mentioned topics]
7.2 Objectives
.
7.3 Procedure and Guideline ..
TERMINATION OF EMPLOYMENT POLICY
8.1 Introduction ...
8.2 Termination by Notice .
8.3 Retirement .
8.4 Death of Staff Member .
8.5 Certificate of Service
8.6 Discharge Form .
9. RETRENCHMENT POLICY
9.1 Introduction ...
9.2 Objectives .
9.3 Consultation ..
9.4 Assistance from SBCGT
9.5 Retrenchment Procedure
10. COMPENSATION POLICY
POLICY FOR TEMPORARY EMPLOYEES
11.1 Introduction
11.2 Appointment ..
11.2.3 Terms of Service .
11.4 Short Term Consultants .
12. HEALTH AND SAFETY POLICY
12.1 Introduction
12.2 Objectives ..
12.3 Security ..
12.4 First Aid .
12.5 Visitors
12.6 Smoking ..
12.7 Emergencies
12.8 Office Services
13. STAFF MOVEMENTS
13.1 Transfers .
13.2 Out of Station Travel on Official Duty
13.3OverseasTrips .
13.4TravelAdvances .
13.5 Reimbursement of Expenses
14. HIV/AIDS POLICY
14.1 Introduction .
14.2 Objectives
14.3 Rights of Positive Employees .
15. SUCCESION PLAN POLICY
15.1 Introduction . .
15.2 Objectives
15.3Procedure ..
Appendices
7.3 Procedure and Guideline ..
TERMINATION OF EMPLOYMENT POLICY
8.1 Introduction ...
8.2 Termination by Notice .
8.3 Retirement .
8.4 Death of Staff Member .
8.5 Certificate of Service
8.6 Discharge Form .
9. RETRENCHMENT POLICY
9.1 Introduction ...
9.2 Objectives .
9.3 Consultation ..
9.4 Assistance from SBCGT
9.5 Retrenchment Procedure
10. COMPENSATION POLICY
POLICY FOR TEMPORARY EMPLOYEES
11.1 Introduction
11.2 Appointment ..
11.2.3 Terms of Service .
11.4 Short Term Consultants .
12. HEALTH AND SAFETY POLICY
12.1 Introduction
12.2 Objectives ..
12.3 Security ..
12.4 First Aid .
12.5 Visitors
12.6 Smoking ..
12.7 Emergencies
12.8 Office Services
13. STAFF MOVEMENTS
13.1 Transfers .
13.2 Out of Station Travel on Official Duty
13.3OverseasTrips .
13.4TravelAdvances .
13.5 Reimbursement of Expenses
14. HIV/AIDS POLICY
14.1 Introduction .
14.2 Objectives
14.3 Rights of Positive Employees .
15. SUCCESION PLAN POLICY
15.1 Introduction . .
15.2 Objectives
15.3Procedure ..
Appendices
Appendix 1: Contract of Employment
Appendix 2: Employment Authorization Form
Appendix 3: Employee Personal Data Form
Appendix 4: Supply upward Feedback for Employees
Appendix 5: Supply upward Feedback for Supervisors
Appendix 6: Study Loan Application Form
Appendix 7: Complaint Form
Appendix 8: Notice of Disciplinary Hearing
Appendix 9: Grievance Form
Appendix 10: Field Travel and Authorisation Form
Appendix 11: Overseas Travel Form
Appendix 12: Reconcile Travel and Related costs
Appendix 2: Employment Authorization Form
Appendix 3: Employee Personal Data Form
Appendix 4: Supply upward Feedback for Employees
Appendix 5: Supply upward Feedback for Supervisors
Appendix 6: Study Loan Application Form
Appendix 7: Complaint Form
Appendix 8: Notice of Disciplinary Hearing
Appendix 9: Grievance Form
Appendix 10: Field Travel and Authorisation Form
Appendix 11: Overseas Travel Form
Appendix 12: Reconcile Travel and Related costs
Regards
Shraddha
Shraddha
please give in detail as above mentioned topics]
From India, Pune
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Dear All,
I recently joined a financial company. There is no HR Dept. Now I have to manage all the things. I prepared appointment letters, offers, attendance sheets, and all other necessary documents.
However, my boss now requires me to create a salary breakdown that maximizes our tax savings. How can I do this, and what should be the components such as basic salary, HRA, medical allowance, and conveyance? We have only 15 employees in our company. Your assistance in this matter would be greatly appreciated.
Regards,
Riya
From India, Mohali
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I recently joined a financial company. There is no HR Dept. Now I have to manage all the things. I prepared appointment letters, offers, attendance sheets, and all other necessary documents.
However, my boss now requires me to create a salary breakdown that maximizes our tax savings. How can I do this, and what should be the components such as basic salary, HRA, medical allowance, and conveyance? We have only 15 employees in our company. Your assistance in this matter would be greatly appreciated.
Regards,
Riya
From India, Mohali
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Dear Mam, if this is some book pls mail me the name of this book at - Regards Faisal
From India, Ranchi
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From India, Ranchi
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
HR policies & procedures May 2007.pdf
Hr policies in new company.doc