TAMER GROUP EMPLOYEE GUIDE BOOK - Passion To Learn
20
TAMER GROUP EMPLOYEE GUIDE BOOK HR Guidelines, Policies & Procedures
Transcript of TAMER GROUP EMPLOYEE GUIDE BOOK - Passion To Learn
TAMER GROUPEMPLOYEE GUIDE BOOK
HR Guidelines, Policies & Procedures
Overview of HR Programmes at Tamer
Instill a culture and passion of continues
learning in employees. (i.e. Passion to Learn as a value)
Expose employees to different segments of Tamer &
enable them to acquire new learnings and build competencies in light of 70:20:10 L&D model.
Facilitate and equip the Line Mangers with HR
programmes & practices to facilitate talent development & quicker progression (i.e. Fast
Track Programme )
1
2
5
6
3
4
7 T a l e n t
J o u r n e y a t
T a m e r
8
9
O n - b o a r d e m p l o y e e t o t h e
T a m e r F a m i l y
Comprehensive On-boarding Programme to
build a standard learning and understanding about Tamer as an organisaiton, its people,
practices, etc. and equip individuals with job based requirements
A l i n e o f s i g h t f r o m t h e
b e g i n n i n g Provide employees with a meaningful role and
upfront clarity on expectations immediately upon joining Tamer.
B u i l d e m p l o y e e
c a p a b i l i t i e s
P e r f o r m a n c e M e a s u r e m e n t
& I m p r o v e m e n t
Enroll employees on annual PEPAD cycle to
manage performance, set and realign expectations & objectives
P o t e n t i a l t o l e a d &
p r o g r e s s Test and acquire understanding of
employee’s potential level for future growth
& progress
C a r e e r P a t h P l a n Provide employee with a clear Career Path
Plan based on aspired interest and a target to work towards.
E q u i p L i n e M a n a g e r s
w i t h b e s t H R s y s t e m s
P a s s i o n t o L e a r n
U p l i f t t h e T a m e r
B r a n d Position the attractive of Tamer as
an employer of choice i.e. Career Fairs, CSR initiatives etc.
Annual PEPAD Cycle (Performance Evaluation, Potential
Assessment & Development)
YOUR DEVELOPMENT JOURNEY AT TAMER
PEPAD ( P e r f o r m a n c e E v a l u a t i o n , P o t e n t i a l a n d D e v e l o p m e n t )
TAMER ACADEMY
Tamer Academy is the responsible department for translating business training/learning needs and developments initiatives/ objectives into actions.
In collaboration with each business HR team we provide/ implement blended training and learning methodologies which equip employees with required competencies.
Such implementations might take any of the following forms:
• Leadership Development
• Simulations
• Management Trainees Programs
• E-learning
• Formal Training
• Self-Learning
• Tips and Guides
• Qualifying Programs
L&D PHILOSOPHY
At Tamer, we believe in continues professional development and learnings that can present in any form i.e. on the job, learning from peers and colleagues or formal training. We are pleased to have adopted a 70:20:10 Learning & Development model in Tamer to support us in meeting and delivering upon our objectives and maintaining a learning organisation culture.
7 0 O N T H E J O B L E A R N I N G
2 0 C O A C H I N G & M E N T O R I N G
1 0 F O R M A L T R A I N I N G
• Problem Solving Tasks • Projects / Assignments • Action Learning • Stretch Assignments • Resources & Case studies
• Peer Coaching • Mentoring • Giving & Receiving Feedback • Deliberating Reflection • Observing & Shadowing
• Courses & Workshops • eLearning Modules • Seminars • Conferences • Virtual Classrooms
For further details and/or information please refer to; 70:20:10 Toolkit for Managers
H o w 7 0 : 2 0 : 1 0 L & D a c t i v i t i e s l o o k l i k e . . .
PASSION TO LEARN PLATFORM
The PASSION TO LEARN platform is Tamer’s
Commitment and determination towards the
personal and professional development of its
employees. It is the gateway and platform to
provide employees with an interactive e-Learning
experience, knowledge sharing, multiple
resources, and an enriched on-boarding
experience.
For further details and/or information please visit the website; www.passiontolearn.info
CODE OF CONDUCT
INTEGRITY is an important value directing our
actions and everything we do at Tamer.
Tamer Code of Conduct is a management tool for
setting out organizational values, responsibilities
and ethical obligations.
Our code of conduct equip employees with
guidance on handling difficult ethical situations
related to the business and establish certain non-
negotiable minimum standards of behaviour in
key areas.
For further details and/or information please visit the website; www.passiontolearn.info
CAREER PATH PLANNING
At Tamer, we are COMMITTED towards the professional
development of our employees.
Career Path Planning provides a line of sight to employees by
clearly mapping out the available progression opportunities
available within the respective department and/or in Tamer
Group as an organisation.
Career path comprises a sequence of jobs that makes up a
career plan entailing both short and long-term goals that an
employee must accomplish in order to progress in an aspired
job.
For further details and/or information please refer to; Career Path Planning Toolkit for Manager & HR Partners
Overview of Selected HR Policies at Tamer
PROBATION PERIOD
Starting from the first day of work, all newly hired
employees are placed under a probationary period that
shall not exceed more than 90 days, and might be
extended, subjected to a written agreement between both
parties, to a total of 180 days.
During the first year of employment the employee
performance will be frequently assessed by the Direct
Manager; after 3, 6 and 9 months from joining date in
order to be able to decide if the employment contract will
be continued.
WORKING HOURS
• All employees are responsible to record their entry and exit
from the workplace at all times.
• Any deduction due to late attendance shall be authorized by
the employee direct manager (or higher level) in accordance
with the Saudi Labor law.
• Your Subsidiary HR team will guide you with regards to the
official working hours/days.
ANNUAL VACATION & LEAVES
30 days after 11 months
Request & get final approval through HRMS
Clearance should be submitted by filling Clearance Form and submitting it to the HR concerned
Leaves cannot be encashed or carried over
For further details and/or information please refer to; Tamer Group Leave Policy
FA M I LY R E L AT E D L E AV E
Marriage Vacation 5 Days
Bereavement Leave
All employees are eligible for a 5 Days leave in the incidence of death of a member of their immediate family
Receiving a child 3 Days
E X A M L E AV E • Employees pursuing their academic studies are eligible for
examination leave on the exam day only.
• Employees are required to notify their line manager at least (15) days prior to the exam day.
• Examination leaves will not be treated as a reduction from annual leaves of employees
H A J J L E AV E • Employees performing Hajj are entitled to a paid leave of not
less than 10 days and not more than 15 days, including Eid Al Adha holiday, only once during the period of employee services and only after completing two years of service
• Employee should have official Hajj license in order to apply for the leave.
ANNUAL VACATION TICKETS
Annual tickets should be requested and
approved through ‘Annual Vacation
Ticket’ on HRMS.
Eligible family dependents have to be
registered in HRMS.
Annual ticket cannot be transferred to
the following calendar year or enchased
Reservation should be done only through
the approved travel agencies by Tamer
through Admin Department.
Employees and their dependents are
eligible for annual vacation tickets as per
FMT grading system
The ticket’s destination to original countries.
In case an employee would like to travel to a
different destination, he/she shall pay the
difference in actual tickets prices in cash.
PAYROLL POLICY & EMPLOYEE BENEFITS
Salary payment will be submitted at the end of
each calendar month, via credit transfer to the
employee’s local bank account.
Housing allowance are payable every Six months
(Jan & July), via credit transfer to the employee’s
local bank account.
Eligibility of employee benefits is determined
based on employee grade and job nature. More
details can be found on the job offer
For further details and/or information please refer to; Tamer Group Payroll Policy
OPEN DOOR POLICY GRIEVANCE & APPEAL
At Tamer Group, all employees are encouraged to have an
open door policy to encourage employees to propose
ideas, feedback an promote open communication of any
matter of importance
Having mentioned this, no employee is allowed to advance
or escalate an issue beyond his/her direct manager unless
he/she had an initial discussion with him/her.
It is Tamer Group policy to manage and handle the
grievance and appealing transactions in order to provide
its employees with the right to grieve/complain about
the taken decision if they feel that these decisions don’t
achieve the intended equity, fairness and satisfaction.
The complaint shall be submitted directly to the ethics
committee with following the required steps via
• Employees are expected to make sure that all working documents/papers are locked in their drawer units or filing cabinets, and screen savers are activated/protected before leaving their desks at any period of time.
• Important papers should not be left beside the printers/fax machines.
• There is a special area (kitchenette) where employees can prepare their own drinks or food.
• Eating is not allowed in the workstation, open areas or meeting rooms.
• Employees can perform prayers in the convenient places provided for prayer in the building.
• All employees must make sure to maintain a high degree of personal hygiene and a safe hygienic working places/environment.
CLEAN DESK POLICY REST AREAS
SMOKING POLICY
Tamer Group promotes a safe & healthy working
environment.
All employees are expected to abide by this policy
during working hours.
Smoking inside offices and buildings is totally
prohibited at all times.
For employees who want to smoke, they can smoke
in the special smoking area or outside the building
but not in front of the main/front door to maintain
a professional image.
EMPLOYEE SELF SERVICES
Oracle ERP, Business Suit, (TAMINO)
HRMS (Human Resources Management System)
Smart Suit Internet to request IT support and services
• Self- services: Vacation, Tickets, Training enrolment, Exit/Re-entry Visa, Pay slip details
• There are tutorial presentation for all HR self-services available on shared folder.
• Each employee/Supervisor has Oracle System/Account (User name & Password)
• Employee should/can update their personal data
For more deta i l s , P lease fee l f ree to contact your HR Manager
Subsidiary Name Contact details
Tamer Corporate Abdullah Alremawi [email protected]
Tamer Healthcare Ibraheem Asr [email protected]
Tamer Arabia Nojood Al Shaikh [email protected]
SAJA Mohammed Ezzi [email protected]
3PL Emad Alsayed [email protected]
