SOP For HR1

Contents
1. INTRODUCTION ABOUT THE COMPANY .................................................................................................. 2

1.1. BESUFEKEDE SOLOMON GENERAL CONTRACTOR ........................................................................... 2
1.2. KIND TREADING ................................................................................................................................ 2
1.3. ABJUUWWAN TREADING ................................................................................................................. 2
1.4. COMPANY VISION, MISSION, VALUES, AND GOALS......................................................................... 3
2. Human resource management of BSGC................................................................................................... 6
3. Company regulation ................................................................................................................................. 7
4. SOP for human resource administration ................................................................................................... 16
4.1. Recruitment and selection .................................................................................................................. 16
4.1.1. Creating a job description ............................................................................................................ 18
4.1.2. Advertise Posting in the right place ............................................................................................. 37
4.1.3. Screen resume thoroughly ........................................................................................................... 39
4.1.4. Schedule host and evaluate interviews ....................................................................................... 41
4.1.5. Run various test and assessments .............................................................................................. 41
4.1.5.1. Knowledge test ......................................................................................................................... 42
4.1.6. Selecting and hire ideal candidate ............................................................................................... 46
4.2. Performance management ................................................................................................................. 53
4.2.1. Planning ........................................................................................................................................ 53
4.2.2. Monitoring ...................................................................................................................................... 54
4.2.3. Developing.................................................................................................................................. 54
4.2.4. Rating ........................................................................................................................................... 54
2.2.4. Rewarding .............................................................................................................................. 57
4.3. Stay interview by HR ........................................................................................................................... 57
2.3. Permission letter form ................................................................................................................... 58
4.4. WARNING LETTER ............................................................................................................................... 61
4.4.1. For the person who is being late from work time ....................................................................... 65
4.4.2. Warning letter for the unauthorize absence employee .............................................................. 65
4.4.3. Clearance form ............................................................................................................................. 68
5. Conclusion .................................................................................................................................................. 70
1. INTRODUCTION ABOUT THE COMPANY
1.1. BESUFEKEDE SOLOMON GENERAL CONTRACTOR
BSGC is working on the areas of construction with a quality of work, time

and fulfilled the satisfaction of customer. BSGC is now one of the best
construction companies in the country by upgrading itself from the time of
company initiation up to now.
1.2. KIND TREADING
Kind Trading is a company with a presence in Dubai, Ethiopia, and Turkey.

The company's digital marketing and shipping operations require a structured
and
standardized approach to ensure their efficiency and effectiveness. Kind
treading is one of sister company of BSGC with a different area of business.
1.3. ABJUUWWAN TREADING
It’s a one-member private limited company the it formed with the aim to work
on the
activity of: -
• Farming, prey, forestation, fishing, seedling, fruit, vegetable which is

ready to the market and planting works
• Mining
• Manufacturing
• Electric, gas and water supply
• Construction
• Micro and macro commerce, maintenance for hotel and restaurant and
import-export commercial works
• Transportation of import export commercial works
• Finance insurance, real estate and commercial works

• Other private and social works
1.4. COMPANY VISION, MISSION, VALUES, AND GOALS
Vision:
To become a globally recognized and respected cross-generational company that exemplifies

excellence, compassion, and social responsibility while delivering high-quality products.
Mission:
Our mission is to provide comprehensive and innovative solutions in the digital market, construction,
real estate investment, import-export, and guest house services. We are committed to delivering
excellence, fostering long-term relationships, and creating a positive impact on society through
responsible and sustainable practices.
Values:
Kindness: We value kindness and empathy in our interactions with clients, partners, employees, and
the community. We foster a culture of respect, understanding, and support, promoting a positive and
inclusive environment.
Excellence: We strive for excellence in everything we do. We set high standards for ourselves and
continuously seek to improve and innovate in order to deliver exceptional products and services to
our clients.
Continuous Learning and Development: We believe in the importance of continuous learning and
personal development. We provide opportunities for our employees to enhance their skills and
knowledge, fostering a culture of growth and professional advancement.
Team Spirit: We foster a strong sense of teamwork and collaboration. We believe in the power of
collective effort and synergy, encouraging open communication, mutual support, and shared success
within our teams.
Compliance: We adhere to strict ethical and legal standards. We are committed to operating with
integrity, transparency, and full compliance with applicable laws and regulations in all our business
practices.
Social Responsibility: We recognize our role in society and are dedicated to making a positive
impact. We actively engage in social responsibility initiatives, giving back to the community,
supporting charitable causes, and promoting sustainable and responsible business practices.
GENERAL OBJECTIVE:
To build a diverse and integrated company that combines digital marketing, construction, real estate
investment, import-export, and guest house services, offering comprehensive solutions to meet the
evolving needs of our clients while fostering sustainable growth and positive social impact.
SPECIFIC OBJECTIVES:
Digital Marketing:
• Increase the client base by 25% within the next year.

• Launch a content marketing campaign to establish thought leadership in the industry.
• Enhance our team's expertise in emerging digital marketing trends and technologies through
training and certifications.
Construction:
• Complete ongoing projects on schedule and within budget, maintaining a 95% satisfaction
rate among clients.
• Implement a sustainability initiative to reduce construction waste and energy consumption

by 15%.
• Establish strategic partnerships with key suppliers and subcontractors to improve project
efficiency.
Real Estate Investment:
• Acquire a diversified portfolio of at least five new real estate properties in high-growth areas.
• Develop a comprehensive tenant satisfaction program, aiming to increase tenant retention

rates by 10%.
• Conduct thorough market research to identify emerging real estate investment opportunities.
Import-Export:
• Expand the import-export network to include partnerships in at least two new international
markets.
• Improve customs clearance processes to reduce shipment lead times by 20%.

• Implement a risk management strategy to mitigate potential disruptions in the global supply
chain.
Guest House and Related Services:
• Increase guest house occupancy rates by 15% through targeted marketing and promotions.
• Introduce new value-added services, such as guided city tours and wellness programs, to
enhance the guest experience.
• Implement a customer feedback system to continually improve service quality based on guest
feedback.
LONG-TERM GOALS (3-10 years):
Digital Marketing:
• Establish a global presence with international clients in key markets.

• Innovate and integrate AI-driven marketing solutions to stay at the forefront of industry
trends.
• Create a thought leadership platform through webinars, conferences, and industry

publications.
Construction:
• Become a leader in sustainable construction practices, achieving LEED Platinum

certification for all major projects.
• Expand services to include modular and prefabricated construction to meet the growing
demand for efficient building methods.
• Collaborate with universities and research institutions to pioneer innovative construction

technologies.
Real Estate Investment:
• Diversify the real estate portfolio by entering new segments, such as commercial, industrial,
and mixed-use properties.
• Explore international real estate investment opportunities in emerging markets.

• Foster community development initiatives in areas where our properties are located.
Import-Export:
• Develop a comprehensive global logistics network with strategic hubs in key regions.
• Establish a foundation for sustainable supply chain practices and carbon-neutral shipping.
• Invest in technology to optimize customs compliance, reducing costs and delays.
Guest House and Related Services:
• Expand the guest house network to include properties in major tourist destinations
worldwide.
• Develop a loyalty program and partnerships with travel agencies to enhance guest retention
and attract new customers.
• Explore opportunities for eco-friendly initiatives, such as renewable energy sources and
waste reduction, in guest house operations.
2. Human resource management of BSGC
A human resources department is focused on the recruitment and retention of employees
within a company. HR typically finds, hires (and fires), and trains employees. It oversees
employee relations and manages benefit programs. It’s the place where an employee goes with
questions about their position at the company, to address concerns, and to air grievances.
A company’s human resources (HR) department manages the life cycle of each employee
from recruitment and onboarding to training and termination or retirement. HR departments
also must monitor industry trends and rules to stay on top of compliance and legal issues.
Increasingly, HR departments focus on human resource management, using strategic

investments and initiatives to improve an organization's workforce. The long-term goal of
HRM is to create a more positive, loyal, and productive workforce, which ultimately benefits
the company.
Human resource management (HRM) is a strategic approach to managing company

employees, the work culture, and the work environment so that people can function as
effectively and productively as possible.
The role of human resources managers is to plan and execute organizational objectives in
collaboration with executives.
As such, they play a critical function in HRP, which involves identifying, preparing, and
achieving business goals. It helps ensure an organization has the right number of employees
with the necessary skills to meet its goals. This involves forecasting future staffing needs and
ensuring that the recruitment and training programs can meet these needs.
A human resources manager also plays a key role in succession planning and guaranteeing
that a pool of talent is ready to step into senior positions as they become available. Human
resource manager plan, coordinate and direct the administrative function of an organization
they oversee the recruiting interviewing and hiring of a new staff. Consulting with top
executives on strategic planning and serve as a link between an organizations management
and its employees. Human resource management is organizing, coordinating, and managing
an organization's current employees to carry out an organization’s mission, vision, and goals.
This includes recruitment and selection, hiring ideal candidate, evaluate performance
management, training, compensating, retaining, and motivating employees, prepare a warning
letter up to fire an employee.
HRM staff also develops and enforces policies and procedures that help ensure employee
safety. The HRM team manages adherence to federal labour proclamation number 1156/2019
and BSGC company regulation that may work to protect employees’ private information and
ensure their physical safety and mental and emotional well-being. Organizations of varying
sizes and industries rely on HRM to keep business running smoothly and efficiently
The methodology behind HRM recognizes the value employees bring to an organization,
also known as human capital. Investing in employees and strategically supporting their needs
can improve employee satisfaction and employee motivation. Employees who are well
trained, competent, valued, and supported by their employers will likely have the skills and
incentive necessary to carry out the organization’s goals.
BSBC and Trading

HRD & Administration Departmental Chart
HRD & Administration
Department Manager
Administration Dep’t Secretary /

Manager Assistant Data Encoder
HR Management HR & Organizational

Division Head Development
Division Head
Senior Personnel Training &

Officer Develop’t Officer
Office Management
Personnel Officer Officer
* Personnel Clerk
Safety & Health

Officer
Project Administration
Head
3. Company regulation
uc<õnÉ cKV” ÖpLL e^ }s^ß
Ø^ƒ”፣ Ó²?” እ“ ¾vKu?ƒ” እርካታ Sc[ƒ ÁÅ[Ñ<“ Ø^ƒ vK¨< Ç=³Ã” ¾ታÑ² ¾¢”eƒ^¡i” e^ እ¾c^
ÁK c=J” É`Ï~ Ÿ}ssSuƒ Ñ>²? ËUa ¾Y^ እ”penc?¨<” uThhM u›Ñ]~ ¨<eØ u}SddÃ ¾Y^
²`õ }cT`}¨< Ø\ eU“ ´“ µeS²Ñu<ƒ ›Ñ` ukM የኮንስትራክሽን É`Ï„‹ ¨<eØ u›ß` Ñ>²? ›”Æ
KSJ” ችሎዋል c^}™‡ ¾É`Ï~ ¾Ë`v ›Ø”ƒ uSJ“†¨<” ›U• እየሰራ ያለ ድርጅት ነው ሰራተኞች ለአንድ ድረጅት
መኖርና ማደግ የጀርባ አጥንት እንደሆኑ ያምናል፡፡
É`Ï~ ŸLÃ ¾}Ökc<ƒ” Y^-‹ KTŸ“¨” Ã‹M ²”É um sT>“ Ñ>²?Á© W^}™‹” kØa uTc^ƒ
LÃ ¾T>Ñ˜ c=J”& É`Ï~ ¾}kLÖð ›e}ÇÅ^© e`¯ƒ /System/ uSk¾e ¾É`Ï~”“ ¾c^}—¨<” Swƒ“
ÓÈታ Öwq KTc^ƒ እ”Ç=Áe‹K¨< ¾›e}ÇÅ` SS]Á አዘÒÏ„ ›ÑMÓKAƒ እየሰጠ ይገኛል፡፡
›G<”U ድርጅቱ በአደረጃጀትም ሆነ በአሰራሩ እየሰፋ ከመሆኑም በላይ ከተሻሻሉ የመንግስት ህጎችና አዋጆች
እንዲሁም ከዘመናዊ አሠራሮች ጋር በማጣጣም፤ የበለጠ am[# yS™ u&n_ª¿{N lmFeR¤ DRJt„
የተቋቋመበትን ዓላማ ለማሳካት፣ የc™tÚቹን፣ የደNbÚ[>N³ yHBrtsb&N F®ÆT lìì¢®T bìsB
«የሰው ኃይል አስተዳደርና ልማት ደንብና መመሪያ›› በሚል መጠሪያ ተሻሽሎ ቀርቧል፡፡
SS]Á¨< É`Ï~ Ÿ²=I uòƒ Ãc^v†¨< ¾’u\ ¾›e}ÇÅ` SS]Á‹ }¡„ ¾T>c^ c=J” u›”í\
S”Óeƒ Ÿ²=I uòƒ µ¨×†¨<“ ¨Åòƒ ŸT>Á¨×†¨< IÔ‹½ SS]Á‹“ Å”x‹ Ò` dÃí[` }×ØV
Ãc^M::bzÛ mmÞ¶ WSE ¶Lt·tt> gƒëÇ{ bugÞt> yአሠሪና c™t¼ ANëûƒM yGL DRJT
c™tÚ{ e&rª Hጎች yì^ªy„ YÒ³lƒ¥¥
mmÞ¶W kDRJt> yŸ³NS¤ yG\#³ NBrT aStëdR ANë@uƒM l_É{ mmÞ¶¿{¤ dNÏ{³
as™Å{ ¬R t¶YØ ተግባራዊ ይሆናL¥¥
bmmÞ¶W WsE yì^gI yarFt ngR¤ yurG wYM yšL TRgƒM GL:nT mædL በሚከሰትበት
ጊዜ bDRJt> ዋና C™ aCk^¶J bì^seW F{ yì^;³ YÒ³L¥¥
1.የዚህ መመሪያ ዓላማዎች የሚከተሉትን ያካትታል ፡-
1.1. ሥርዓቱን የጠበቀና ለሁሉም ምቹ የሆነ የስራ አካባቢ መፍጠር፡፡
1.2. የስጋት አስተዳደር (Risk management) በሚገባ መቆጣጠር ለመቆጣጠር እና ኪሳራ (Wastage) ለማጥፋት መስራት
፡፡
1.3. ቋሚ የሆኑ በጥራት የሚሰሩ ሰብኮንትራክተሮች መያዝ፣ እንደ አስፈላጊነቱ በድርጅቱ ቋሚ የሆኑ በተለያዩ ዘርፍ ላይ
የሚሰሩ የስራ ቡድን ማቋቋም መቻል እና ሁሉንም ሰራተኞች የስራ አፈጻጸም አቅም ማብቃት፣
1.4. የማሽን ብልሽትንና እንቅስቃሴ ቁጥጥር ለስራ ከመፈለጋቸዉ በፊት ዝግጁ ማድረግ እና በእንዳንዱ ሳይት ላይ ያሉ
ማቴርያሎችን (እቃዎችን) በየሳምንቱ ሪፖርት እንዲደረጉ ማድረግ፣
1.5. ሰራተኞች በቢሮ እና በሳይት አካባቢ መኖር ስለሚገባዉ ስነ ምግባር ማሳወቅ፣ ለማብቃት አስፈላጊዉን ስልጠና መስጠት፣
በሰራተኞች የሚነሱ ሀሳቦችን በወቅቱ እና በእኩልነት መልስ መስጠት፣
1.6. በሳይት ሆነ በቢሮ ላይ የሚሰሩ ሰራተኞች የስራ ሃላፊታቸዉን አክብረዉ እንዲሰሩ ማድረግ ይህ ካልሆነ ፈጣን
አስተዳደራዊ እርምጃ መውሰድ፡፡
1.7. እያንዳንዱ ሰራተኛ የተሰጠዉን ቴክኒካል ስራ በሀላፊነት እንዲሰራ ማድረግ ይህ ሳይሆን ሲቀር ከስራና ከተማ ልማት
የተሰጠዉን የብቃት ማረጋገጫ መሰረት በማድረግ እርምጃ መዉሰድ፡፡ ይህም ፍቃዱን እስከ መሰረዝ ሊደርስ ይችላል፡፡ (ይህንን
ማድረግ የድርጅቱ ሃላፊነት አይደለም፡፡
1.8. ለቢሮ እና ለሳይት ባለሙያዎች አስፈላጊ የሆኑ ስልጠናዎችን በማመቻቸት በሰራተኞች ክህሎት ላይ በሰፊዉ ስራ መሰራት፡፡
5.3. በቢሮና በግቢ ዉስጥ የወንበሮች፣ ጠረጴዛዎችና ሌሎች እቃዎች አቀማመጥ ለሰራተኞች
ምቾትና የቢሮና ግቢ ቦታዎችን የቁጠባ አጠቃቀምንና አካባቢ ለተመልካች ንጹህና አርኪ እይታን
በሚያስገኝ መንገድ መቀመት አለባቸው፡፡
5.4 እያንዳንዱ የቢሮ ሰራተኛ ስራውን ለባልደረቦቹ ምቹ የሆነ የሥራ አካባቢን በመፍጠር ስራዉን ይሰራል ፡፡1.9.
የሰራተኞች የትምህርት እና የሙያ ብቃት ምስክር ወረቀቶች ትክክለኛ መሆናቸውን ማረጋገጥ፡፡ ሀሰተኛ የትምህርት እና
የሙያ ብቃት ማስረጃ ያቀረበ ሰራተኛ ሲገኝ ለሚመለከተው የመንግስት ተቋም ማሳወቅና አስተዳደራዊ እርምጅ መውሰድ፡፡
2. የቢሮ ሥነ-ሥርዓት /ethics /
2.1. ማንኛዉም ሰራተኛ የቢሮ ሥነ-ሥርዓቶች በማክበር ከሚከተሉት ሁኔታዎች አግባብ ካልሆኑ ተግባራት መቆጠብ
አለበት፡፡ እነዚህም
ሀ. አግባብ ያልሆኑ የስራ ጸባይ አለማሳየትና የድርጅቱን የአሰራር ደንብ ከመጣስ እንዲሁም በቢሮ ዉስጥ አባጓሮ ከመፍጠር
መቆጠብ፣
ለ. ወደ ድርጅቱ ጉዳይ ኖሯቸዉ የሚመጡ የስራ ባለቤቶች፣ አማካሪ ድርጅቶች፣ የድርጅቱ ቋሚ፣ ግዜያዊ ንዑስ ስራ
ተቋራጭ ሰራተኞች ልዩ አክብሮት ካለመስጠት እና በትህትና በስነ-ምግባር አለማነናገር፣
ሐ. ጥንቃቄ በተሞላበት ሁኔታ ሞያዊ ስራዎችን ካለመስራትና የስራ ትዕዛዝ ሳይጠብቁ ራስን አብቅቶ የተሻለ ስራ ለድርጅቱ
አለመስራት፣
መ. ስራን በጥራት፣ በተቀላጠፈና በግዜዉ ማድረስ አለመቻል፣
ሰ. የድርጅቱን የስራ ግዜ በአግባቡ አለማክበር፣
3.የሻይ ሰዓት በተመለከተ
3.1. ማንኛዉም ሰራተኛ በቢሮ ዉስጥ በሰዓቱ ሻይ መጠቀም ይችላል፡፡ ሰራተኛው በስራ ሰዓት የሻይ እረፍት በሚል
ስራውን እና ስራ ቦታውን ትቶ መሄድ አይችልም፡፡ የሻይ ሰዓትን የሚጋራ አስቸኳይ ስራ ሲኖር ለስራ ቅድሚያ መስጠት
ይጠበቃል ፡፡
3.2. በድርጅቱ ዉስጥ የሻይ ወጪን እንደ አስፈላጊነቱ ድርጅቱ ይሸፍናል፡፡
4.የጽህፈትና የፅዳት እቃዎች አጠቃቀም
4.1. የጽህፈት እቃዎች /ፎርሞች/ ጭምር ለድርጅቱ ስራ ብቻ ይዉላል፡፡ የድርጅቱን ማንኛውም ንብረት ለከድርጅቱ ስራ
ውጭ ለሆነ ተግባር ወይም ለግል ተግባር መጠቀም አይቻልም፡፡
4.2 . እያንዳንዱ ሰራተኛ የጽህፈት እቃዎችንና ሌሎች የድርጅቱ ንብረቶችን በቁጠባ መጠቀም ይጠበቅበታል፡፡
4.3. የጽህፈት እቃዎች ስርጭት በሥነ-ሥርዓት ይፈጸማል፡፡ ለሰራተኞች የሚያስፈልጓቸዉ እቃዎች በወር 1 ጊዜ
በሚመለከተው አካል ተፈርሞ ይሰጣል፡፡
4.4. ሁሉም ሰራተኛ የስራ ቦታዉን ማፅዳትና ለስራዉ ምቹ አካባቢን መፍጠር አለበት፡፡ የስራ መገልገያ እቃዎችን
በአግባቡ መያዝ እና ለተቀመጠለት /ለድርጅቱ/ አገልግሎት ብቻ እንዲዉል ያደርጋል፡፡
5.የቢሮ አያያዝ
5.1. ማንኛዉም የቢሮ ሰራተኛ የቢሮዉንና የመገልገያ ንብረቶች ሥርዓት ባለዉ መልኩ መጠቀም አለበት፡፡
5.2. የስራ ሰነዶች በአግባቡ ለማንኛዉ ሰዉ መጠቀም በሚያስችል መልኩ ፋይል መደረግ አለባቸዉ፡፡
6. እንግዶች /Client /
ለስራ ጉዳይ ወደ ድርጅቱ ቢሮ የሚመጡ ደንበኞች በተቻለ ፍጥነትና አክብሮት ደስ በሚያሰኝ መልኩ ይስተናገዳሉ፡፡
7. የሳይት ሥነ-ሥርዓት /ኤቲክስ/
7.1 ማንኛዉም ሰራተኛ የሳይት ሥነ-ሥርዓቶችን በማክበር ከሚከተሉት አግባብ ካልሆኑ ድርጊቶች መቆጠብ አለበት፡፡
ሀ. ለስራ የገቡ ማቴርያሎችን ከማባከን ለምሳሌ፡- ስሚንቶ፣ ሚስማር፣ ጣዉላ፣ እንጨት ወዘተ፣
ለ. ከድርጅቱ ጋር አብረዉ ለሚሰሩ ንዑስ ስራ ተቋራጮች፣ ለአማካሪዎችን አክብሮት ያለማሳይት፣
ሐ. ስራን በጥራት፣ በተቀላጠፈና በግዜዉ አለማድረስ፣
መ. ስራን በተቀመጠው የጊዜ ሰሌዳ እና ሰራተኛው ሳይት ላይ ባወጣዉ የጊዜ ሰሌዳ መሰረት የኮንስትራክሽን አካላቱ እርካታ
እንዲኖራቸዉ አድርጎ አለመስራት፣
ሠ. ለስራ የሚያስፈልጉትን እቃዎችን በሰዓቱ ያለማዘዝና በስህተት የተለየ ብዛት (ኳንቲቲ) ወይም የእቃ አይነት አለማዘዝ እና
ብክነት ማስከተል፣
ረ. አስፈላጊ ዶክመንቶች ለሌሎች የደርጅቱ ሰራተኞች ለማየት ወይም ለመረዳት እንዲችሉ አድርጎ አለመለጠፍ እና
አለማሰቀመጥ፣
ሸ. ስራን በቴክኒካል ብቃት፣ በፕላንና በሐላፊነት መሰረት አለመስራት፣
7.2 ሁሉም ሰራተኛች ስራን በጥራትና በሰዓቱ የመጨረስ አላፈነት አለባቸዉ፡፡
ክፍል አንድ
ጠቅላላ
1. የመመሪያው ዓላማዎች
1.1የድርጅቱን ተልዕኮ፣ ራዕይ፣ እሴቶች እና እስትራቴጂዎች በጥልቀትና በብቃት ለመተግበር የሚያስችል ግልፅነት፣
ታማኝነት፣ ተጠያቂነት፣ ቀልጣፋነት እና ብቃት ያለዉ የሰዉ ኃይል አስተዳደር እና ልማት ስርዓት ማስፈን፣
1.2 በድርጅቱ በተለያዩ ዘርፍ የሚሰሩ ሰራተኞች የድርጅቱን ደንብ እና መመሪያ እንዲሁም የአሰሪና ሰራተኛ አዋጁን
እንዲያዉቁት መስራት፡፡
1.3 በደርጅቱና በሰራተኞች መካከል ሊኖር የሚገባዉን ግንኙነት ህጋዊ እንዲሁም የድርጅቱን ሆነ የሰራተኛዉን መብት እና
ግዴታን በግልፅ ማስቀመጥ፡፡
1.4 የድርጅቱ የሰዉ ኃይል አስተዳደር ልማት ተግባራት በሚመለከት በየደረጃዉ ያለዉን ስልጣንና ኃላፊነት በግልፅ
ያስቀምጣል፡፡
1.5 በድርጅቱ ዉስጥ አንድ ወጥ የሆነ አስተዳራዊ ሥርዓትና አሰራር እንዲኖር ያደርጋል፡፡
1.6 በድርጅቱ ዉስጥ በተለያዩ ዘርፎች ተቀጥረዉ የሚሰሩ ሰራተኞች በየተሰማሩበት የስራ መስክ ብቁና ተወዳደሪ እንዲሆኑ
መስራት፡፡
1.7 በድርጅቱ እና በሰራተኞች መካከል ምንም አይነት ቅሬታ እንዳይኖር ማድረግና ሰራተኞች እራሳቸዉን ብቁ እና
ዉጤታማ እንዲያደርጉ ማገዝ፡፡
ክፍል ሁለት
2. የድርጅቱና የሰራተኛዉ ግዴታና መብት
2. 1 የድርጅቱ ግዴታዎች
2.1.1 የድርጀቱን ተልዕኮ፣ ራዕይ፣ እሴቶች፣ ዓላማ እና እስትራቴጂ እንዲሁም የአሰራር ስርዓትና የስራ ዕቅድ ያሳዉቃል፣
2.1.2 የድርጅቱን የሰዉ ኃይል አስተዳደርና ሌሎች ከስራዉ ጋር ተዛማጅነት ያላቸዉን ደንብና መመሪያዎችን፣ የስነ-
ስርዓት ደንብና የአሰራር ስርዓቶችን ያሳዉቃል፡፡
2.1.3 ለሰራተኛው የተሰጠዉን የስራ ኃላፊነት የሚያሳይ የስራ መደብ ዝርዝር መግለጫ እና መመሪያ አዘጋጅቶ
ይሰጣል፡፡
2.1.4 በስራ ዉሉ መሰረት በሌላ አኳኋን ካልተመለከተ በስተቀር ለስራ የሚያስፈልገዉን መሳሪያዎች፣ ጥሬ ዕቃዎች
ለሰራተኛዉ ያቀርባል፡፡
2.1.5 ለሰራተኛዉ ደመወዙንና ሌሎች ክፍያዎችን በስራ ውል ስምምነቱ መሰረት የመክፈል እና ከአቅም በላይ የሆነ
ምክንያት ካልሆነ በስተቀር ወር በገባ ከ 30- 7 ቀን ደሞዝ መክፈል፡፡
2.1.6 የእያንዳንዱን ሰራተኛ የስራ አፈፃፀም በየወሩ በቅርብ ሀላፊዉ እየተሞላ በበላይ ሀላፊዉ ከመፅደቁ በፊት
ሰራተኛዉ አስተያየት እንዲሰጥበትና እንዲፈርምበት ይደረጋል፡፡ እንደ አስፈላጊነቱ የቅርብ ኃላፊዉና ሰራተኛዉ በመወያየት
እንዲስማሙ ያደርጋል፡፡
2.1.7 ሰራተኞች የሚሰሩበት ስራ ሊያስከትለዉ ስለሚችለዉ አደጋ እንዲሁም ጤንነት ላይ የሚደርስ ጉዳትን ለማስወገድ
ተገቢዉን የጥንቃቄ እርምጃ ይወስዳል፡፡
2.1.8 የአደጋ መከላከያ ልብስና ቁሳቁሶችን ማቅረብና ስለ አጠቃቀሙ መመሪያ መስጠት፣ ከስራ ጋር በተያያዘ
የሰራተኛዉን ደህንነት፣ ጤንነት ለመጠበቅ ከአደጋ ለመከላከል የሚያስፈልጉ የጥንቃቄ እርምጃዎችን ይወስዳል፡፡
2.1.9 የድርጅቱን አጠቃላይ የስራ አደረጃጀት ሁኔታ ማለትም፡- የህንፃ አሰራር ፣ የማሽኖች አተካከል፣ ጥሬ ዕቃ
አቀራረብ፣ የዕቃዎች አደራደር፣ የምርት አመራረት፣ ወዘተ……… የመሳሰሉትን የሰራተኞች ጤንነት እና ደህንነት ለአደጋ
የሚያጋልጡ እንዳይሆኑ ያደርጋል፡፡
2.1.10 የማንኛዉም ሰራተኛ የግል ማህደር በምስጢር ይይዛል፡፡
2.1.11 የድርጅቱ ሰራተኞች የአመት ፈቃድ ለማግኘት ያላቸዉን መብት የድርጅቱን ስራ በማይጎዳ መልኩ የሚያገኙበትን
ሁኔታ ያመቻቻል፡፡ በተጨማሪም በ 3 ቀን ዉስጥ ፈጣን ምላሽ ይሰጣል ፡፡
2.1.12 በድርጅቱ ዉስጥ በቋሚነት ተቀጥረዉ የሚሰሩ ሰራተኞች የስራ ዉል በሚቋርጥበት ወቅት በአሰሪና ሰራተኛ
አዋጅና በሰዉ ኃይል አስተዳደር መመሪያ መሰረት ተገቢውን ግዴታውን ይፈፅማል፡፡
2.2 የሰራተኞች ግዴታዎች
2.2.1 ሰራተኞች ለስራ ብቁ በሆነ አእምሮና የአካል ሁኔታ ስራ ላይ የመገኘት እና በትምህርት ያገኘዉን እዉቀት
ወይም ፕሮፊሽኑን በሚመለከት ምንም አይነት ክፍተት ሳይፈጥር ይሰራል፡፡
2.2.2 የመንግስት ህጎችን፣ ፖሊሲዎችን የድርጅቱ መመሪያዎችን፣ እንዲሁም በየግዜዉ የሚወጡትንም ሆነ ያሉትን
ደንቦችንና የአሰራር ሥርዓት ያከብራል፣ ይፈፀማል፡፡
2.2.3 በስራ ደንቡ መሰረት የክፍል ሀላፊዉም ሆነ የበላይ ኃላፊ ስራዉን በሚመለከት የሚሰጠዉን ትዕዛዝ እና የስራ መመሪያ
ያከብራል፡፡
2.2.4 ማንኛዉም የድርጅቱን ንብረት እና በኃላፊነት የተረከባቸዉን እቃዎች በጥንቃቄ ይጠብቃል ፣ ቆጣቢ በሆነና ረጅም
ዕድሜ ሊኖራቸዉ በሚችል አግባብ በመያዝ ይጠቀምባቸዋል፤ የስራ ዉል ሲያቋርጥም መመለስ የሚገባቸዉን ንብረቶች
ወዲያዉኑ መልሶ ያስረክባል፡፡
2.2.5 በስራ መደቡ መሰረት ከሚሰጠዉ ቀጥታና ተዛማጅ የሰራ ዝርዝር ዉጪ እንዲሰራ ባይገደድም አደጋ ሊደርስ የሚችል
ሁኔታ ሲፈጠር ወይም አደጋ የሚደርስ ሆኖ ከታየ ሰራተኛዉ አደጋዉን ለመከላከል ከስራ መዘርዘሩ ዉጪም ቢሆን ለመስራት
ይገደዳል፡፡
2.2.6. ሰራተኛው ራሱን ሆነ የስራ ባልደረባዉን አደጋ ላይ የሚጥል ወይም የድርጅቱን ጥቅም የሚነካ ሁኔታ ሲያጋጥመዉ
ወዲያዉኑ ለአሰሪዉ ያሳዉቃል፡፡
2.2.7 ሰራተኛው ድርጅቱ ወደ ሌላ ቦታ ተዛውሮ እንዲሰራ ሲያደርግ ሰራተኛዉ ወደ አዲሱ ቦታዉ ተዛዙሮ ለመስራት
ፈቃደኛ ይሆናል፡፡
2.2.8 ያለተገቢ የኃላፊ ፍቃድ ማንኛዉም የድርጅቱን ንብረት፣ መሳሪያዎች ወይም ቁሳቁስ መዉሰድ ወይም ለሌላ አሳልፎ
መስጠት ወይም ከድርጅቱ ስራ ጋር ላልተያያዘ ተግባር ማዋል ለሰራተኛው የተከለከለ ነው፡፡
2.2.9 የስራ ቀናት የስራ መግቢያ እና መዉጫ ሰዓት ያከብራል፤ እንዲሁም በስራ ገበታዉ ያለ ፍቃድ የሚቀር ከሆነ ከድርጅቱ
ከሚመለከተዉ አካል የሚሰጠዉን ተገቢ የሆነ የፅሁፍ ሆነ የቃል ትዕዛዝ ተቀብሎ ይፈፅማል ወይም ድርጅቱ የሚወስደዉን
ተገቢ የሆነ እርምጃ ይቀበላል፡፡
2.2.10 አንድ ሰራተኛ በመደበኛ የስራ ሰዓት ከስራ አካባቢዉ ላይ ተነስቶ ከመሄዱ በፊት ከቅርብ ኃላፊዉ ፍቃድ ማግኘት
ይኖርበታል፡፡
2.2.11 ሰራተኛው ምዝበራን፤ ብኩንነትን፣ ዝርክርክነትንና አለአግባብ ስልጣን መጠቀምን፣ ጠብ አጫሪነት፣ ተጠያቂነት፣
በስራ ቦታ አምባጓሮ ከመፍጠር ይታቀባል፡፡
2.2.12 በድርጅቱ የስራ ሰዓትና የሥራ ቦታ ምንም አይነት የግል ስራዉን አያከናዉንም፡፡
2.2.13 አንድ ሰራተኛ በህመም፣ በቤተሰብ ሀዘን ምክንያት ካልሆነ በስተቀር ያለፍቃድ ከስራ ገበታዉ ላይ መቅረት አይችልም፡፡
ሰራተኛው ከስራ የሚያስቀር ከአቅም በላይ የሆነ ምክንያት ሲያጋጥመው ድርጅቱን ፍቃድ የመጠየቅና የማሳወቅ ግዴታ አለበት
፡፡
2.2.14 ከራሱ ቁጥጥር ዉጭ ካልሆነ በስተቀር ሰራተኛዉ ለስራ የተሰጡት መሳሪያዎች በተለያዩ ምክንያቶች ቢጠፋበት ዕቃዉ
በጠፋበት ወቅት የነበረውን የዕቃውን ዋጋ በተወሰነ ግዜ የመክፈል ግዴታ አለበት፡፡ ሰራተኛው ከድርጅቱ በስራ ምክንያት
የተረከበዉን የድርጅቱን ንብረት እንዳስፈላጊነቱ በተጠየቀበት ጊዜ ያስቆጥራል፡፡
2.2.15 ማንኛዉም ሰራተኛ በተሰማራበት ስራ የተሰጠዉን መነሻ በመጠቀም የሚሰጠዉን ስራ በማንበብ፣ ድረገጾችን
በመጠቀም እንዲሁም በተቻለ እራሱን በማስተማር ስራዉን ይሰራል እራሱንም ያበቃል፡፡
2.3 የድርጅቱ መብቶች
2.3.1 በስራ ዉሉ መሰረት የሰራተኛዉን የስራ እንቅስቃሴና ክንዉን ለመምራት ለማስተዳደር መቆጣጠር ይችላል፡፡
2.3.2 የድርጅቱን የስራ መመሪያ፣ ዕቅድ አዉጥቶ ሥራ ላይ ለማዋል፣ ለመምራትና መቆጣጠር ይችላል፡፡
2.3.3 በመመሪያው እና ተፈፃሚነት ባላቸዉ ህጎች ሰራተኛን ለመቅጠር፣ ለማስተዳደር፣ የደረጃና የደሞዝ ዕድገት
ለመስጠት፣ ለመቆጣጠር፣ የስራ ቦታ እና የስራ መደብ አዘዋዉሮ ለማሰራት፣ ለመሾም ለመሻር፣ ለመቅጣት፣ ከስራ ለማገድ፣
ከስራ ማሰናበትና በሰራተኛዉ ላይ ህጋዊ የሆነ የሥነ ሥርዓት እርምጃ ለመዉሰድ፣ ወዘተ……….፣
2.3.4 የስራ ደረጃዎችን ለማቋቋም፣ ለመመደብ፣ ለመሰረዝ ወይም ለማሻሻል፣ የደሞዝ ተመን ወይም ሌላ ክፍያ ለመወሰን
መብቱ የተረጋገጠ ነዉ፣
2.3.5 በመንግስት አዋጅ መመሪያ ደንብ መሰረት ሌሎች የድርጅቱ መብቶችን ተግባራዊ ያደርጋል፣
2.4 የሰራተኛዉ መብቶች
2.4.1 ማንኛዉም ሰራተኛ ምንም ዓይነት አድሎዎ ሳይደረግበት በዚህ መመሪያ እንዲሁም ተፈፃሚነት ባላቸዉ ህጎች
የተጠቀሱት መብቶች ጥቅማጥቅሞችና ክፍያዎች ይጠበቁለታል፣
2.4.2 በህግ፣ በድርጅቱ በሰዉ ኃይል አስተዳደር መመሪያና ደንብ ከተመለከተዉ ዉጪ ወይም ሰራተኛዉ ሳይፈቅድ
የማንኛዉም ሰራተኛ ደሞዝ ድርጅቱ ሊያግድ ወይም ሊቆረጥበት አይችልም፣
2.4.3 በሰራተኛ ስብሰባዎች የመገኘት፣ ሀሳቡን ነፃና ግልፅ በሆነ መድረክ የማቅረብ፣ የራሱን አቋም የመያዝ መብት
ይኖረዋል፡፡
2.4.4 በድርጅቱ ላይ ቅሬታ የማቅረብ፣ ድርጅቱን የመክሰስና ስለመብቱ መከራከር ይችላል፡፡
2.4.5 በወልም ሆነ በግል አቤቱታ /ቅሬታ / የማቅረብና እንደ አጠያየቁ በፅሁፍ ወይም በቃል መልስ የማግኘት መብት
አለዉ፡፡
2.4.6 የአሰሪና ሰራተኛ አዋጁ በሚፈቅደዉ መንገድ ከድርጅቱ ፍቃድ ማግኘት ይችላል፡፡
ክፍል ሶስት
የሥራ አፈፃፀም ምዘና ሪፖርት
3.1 የሥራ አፈፃፀም ምዘና ሪፖርት ስርዓት
3.1.1 የግምገማ ምንነት፣ ጠቀሜታና አስፈላጊነት በአሞላል ላይ ግንዛቤ ሊወስድባቸዉ የሚገቡ ነጥቦች በተመለከተ
እያንዳንዱ የስራ ኃላፊና በአጠቃላይም ሰራተኛዉ በቅድሚያ ተገቢ ግንዛቤ እንዲኖረዉ የየሥራ ዘርፍ ሥራ አስኪያጅ
በመቀጠልም በአጠቃላይ ሰራተኛዉ እንዲረዳዉ እንዲያዉቀዉ፣ አስፈላጊነቱን እንዲያምንበት ተገቢ ገለፃና ማብራሪያ
ይደረግለታል፡፡
3.1.2 ቀጣይነት ባለው መልኩ ቅፁ በጥንቃቄ እየተሞላ በኩባንያው የሰው ኃይል አስተዳደር መምሪያ ውስጥ በእያንዳንዱ
የሰራተኛ ፋይል እንዲቀመጥ ይደረጋል፡፡
3.1.3 የስራ አፈፃፀም ምዘና ሪፖርት (ውጤት) በዓመት 2 (ሁለት) ጊዜ በየ 6 (ስድስት) ወሩ የሚሞላ ሲሆን፡-
ሀ. የመጀመሪያው ከበጀት ዓመት የመጀመሪያ ቀን ሐምሌ 1 ቀን ጀምሮ እስከ ታህሳስ 30 ቀን ድረስ ባለው ጊዜ፣
ለ. ሁለተኛው ከ ጥር 1 እስከ የበጀት ዓመቱ ማብቂያ ሰኔ 30 ቀን ድረስ ያለውን ጊዜ የሚሸፈን ይሆናል፡፡
ሐ. የስራ አፈፃፀም ምዘናው የሚካሄደውና ቅፁ የሚሞላው በቀጣዩ ወር መጀመሪያ ሳምንት ውስጥ ሆኖ የምዘናው
ሪፖርት እስከ ጥር 10 ቀን ድረስ (ማለትም የመጀመሪያው ሪፖርት እስከ ጥር 10 ቀን እና ሁለተኛው እስከ ሐምሌ 10 ቀን)
ወደ ዋናው መ/ቤት አስተዳደር መምሪያ መድረስ አለበት፡፡
3.1.4 የሰራተኛው የስራ አፈፃፀም ምዘና ፍትሃዊና ዲሞክራሲያዊ የአሰራር ባህል በሚያዳብር መልኩ መሞላት
ይኖርበታል፡፡ ይህም ማለት ሰራተኛውና የቅርብ ኃላፊው የሚሰራውን ስራ አብረው ያቅዳሉ፣ የዕቅዱ አፈፃፀም አብረው
ይገመግማሉ፣ በምዘናው ውጤት ላይ ሰራተኛው አስተያየቱን እንዲያሰፍር ወይም እንዲገልፅ ይደረጋል ማለት ነው፡፡
3.1.5 የስራ አፈፃፀም ምዘና ሪፖርት በዓመት 2 ጊዜ በሚደረገው የስራ አፈፃፀም ምዘና ሲሞሉ የስራ አፈፃፀም ምዘና
የሚሞላለት ሰራተኛ በአለበት የስራ ክፍል ይሆናል ፡፡
በተሞላው የስራ አፈፃፀም ምዘና ሪፖርት ላይ ሰራተኛው አስተያየቱን እንዲሰጥበትና እንዲፈርምበት ይደረጋል፡፡
3.1.6 የስራ አፈፃፀም ሪፖርት በኦርጅናል ብቻ ተሞልቶ በሰራተኛው የግል ማህደር ይያያዛል፣
3.1.7 የተሞላውን የስራ አፈፃፀም ምዘና ሪፖርት አቅም ለመገንባትና ለሌሎች አስተዳደራዊ ጉዳዮች እንዲያገለግል ተደርጎ
ይቀመጣል፡፡
3.2 አፈፃፀም
3.2.1 የሰራተኛውን የስራ ውጤት በአጋጣሚዎችና ግላዊ ግንኙነቶች ተፅዕኖ ሳይደረግ በመምሪያዎች (አገልግሎቶች) በሩብ
ዓመት ጠቅላላ ሰራተኛ በዓመት 2 ጊዜ በሚደረገው የስራ ምዘና ስብሰባዎች የቀረቡ ግምገማዎችና በተጨባጭ ጠንካራና
ደካማ ጎኖች በማስታወሻ መዝግቦ በመያዝ፣
3.2.2 እንደየስራው ባህሪና እንደ አስፈላጊነቱ ድርጅቱ ሰራተኞቹን መገምገም የሚያስችለውን የመገምገሚያ ነጥብ
አስቀድሞ ያዘጋጃል፣
3.2.3 የስራ አፈፃፀም ምዘና ሪፖርትና ሰራተኛውን በትክክል ሊገልፅ በሚችል መልኩ በጥንቃቄና በትክክል ይሞላል፣
3.2.4 በስራ አፈፃፀም ምዘና ሪፖርት ውጤት በአማካኝ 4 እና ከዚያ በላይ ያገኘ ሰራተኛ እንዲበረታታ የምስጋና ደብዳቤ
ይፃፍለታል ወደፊት የበለጠ ሊያሻሽላቸው የሚገቡ ጉዳዩች ካሉ በዝርዝር ይነገሩታል፣
3.2.5 የስራ አፈፃፀም ምዘና ሪፖርት አማካይ ውጤቱ ከ 3.0 -3.99 ያገኘ ሰራተኛ ደካማ ጎኖቹን አውቆ ድክመቱን
ለማረምና ወደ ጠንካራ ጎን ለመለውጥ ጥረት እንዲያደርግ ይበረታታል፣
3.2.6 የስራ አፈፃፀም ምዘና ሪፖርት አማካይ ውጤቱ ከ 2.5 -3.00 ያገኘ ሰራተኛ ይህን ነጥብ ሊሰጠው የቻለበት
ምክንያትና ያሳያቸው ድክመቶች በዝርዝር ይገለፅለታል፣ ድክመቱን እንዲያሻሸል የሚያስፈልገውን ስልጠና ለይቶ
በማውጣት እንዲሰለጥን ይደረጋል፣
3.2.7 የስራ አፈፃፀም ምዘና አማካኝ ውጤት ከ2.5 በታች ያገኘ ሰራተኛ የሚያስፈልገውን ድጋፍ ለይቶ በማውጣት
እንዲሰለጥን ይደረጋል፡፡ በተሰጠው ስልጠና የስራ አፈፃፀሙን ሊያሻሽል ካልቻለ ከስራ መደቡ ተነስቶ ከስራ ደረጃውና
ከደመወዙ ዝቅ ብሎ ተመድቦ እንዲሰራ ይደረጋል፡፡ ምደባውን ካልተቀበለ ወይም ከተመደበ በኃላም የስራ አፈፃፀሙን
ካላሻሻለ ከስራ ይሰናበታል፣
4.1 ስብሰባዎችና የስራ ክንዉን ግምገማዎች
4.1.1 ስብሰባዎችና የሥራ ላይ ክንዉን ግምገማዎች የሥራ አፈፃፀምን ማዕከል በማድረግ ለሰራተኞች ጥሩ የመማሪያ
መድረክ በመፍጠር ከፋተኛ የመማርና የሰራተኞች ግንኙነት የሚያጎለብቱ በመሆናቸዉ የሰራተኛዉን አቅም ለማጎልበት
ከፍተኛ ሚና ይጫወታሉ፡፡
4.1.2 ድርጅቱ ወቅቱን የጠበቀ ሳምንታዊ፣ ወርሃዊ፣ የሩብ ዓመትና ዓመታዊ ስብሰበዎችን በዋና መ/ቤትና በፕሮጀክቶች
ደረጃ እንዲሁም አጠቃላይ ስብሰባዎችና በማካሄድ የስራ አፈፃፀም ግምገማና ክትትል ሥርዓቶች እንዲተገበሩና ባህል
እንዲሆኑ ያደርጋል፡፡
4.1.3 ከአጠቃላይ ስብሰባዎችና ከሥራ አፈፃፀም ግምገማዎች የድርጅቱን ትክክለኛና ወቅታዊ አቋም፣ የወደፊት የትኩረት
አቅጣጫዎቹን እና መዉሰድ ያለባቸዉ እርምጃዎችን ይመላከታሉ፡፡
4.1.4 በዋናዉ መ/ቤት እና በፕሮጀክቶች ዉስጥ የሚካሄዱ ስብሰባዎችና የስራ አፈፃፀም ግማገማዎች የሚመሩት
በሚመለከታቸዉ ኃላፊዎች ይሆናል፡፡ ማለትም በመምሪያ ሥራ አሰኪያጆች፣ በክፍል ኃላፊዎች፣ በቡድን ኃላፊዎች፣
በከፍተኛ ሠራተኞች አማካኝነት ይሆናል ማለት ነዉ ፡፡
5.1 የደንብ ልብስ እና የአደጋ መከላከያ
5.1.1 እንደአስፈላጊነቱ የአደጋ መከላከያዎችና የሥራ ልብስ ማለትም ሄልሜት፣ አቧራ መከላከያ፣ ወዘተ የመሳሰሉት
ለሰራተኛዉ ይሰጣል፡፡
5.1.2 ሰራተኛዉ የተሰጠዉን ልብስና ሌሎች የአደጋ መከላከያዎች በሥራ ላይ እያለ ለብሶ መገኘት አለበት አለበዚያ እርምጃ
ይወሰድበታል፡፡
5.1.3 ድርጅቱ አደጋ ቢያጋጥም ለመከላከል የሚያስችል የተሟላ የመጀመሪያ ዕርዳታና የመሳሰሉት የህክምና አገልግሎት
በተቻለ መጠን እንዲሟላ ያደርጋል፡
6 .1 የሥነ ሥርአትና ቅሬታ አቀራረብ ሥርዓት
የድርጅቱ የሥራ ኃላፊዎች እንዲሁም በቋሚ ሆነ በሙከራ ላይ ባሉ ሰራተኞች የሥነ ሥርዓት ጉድለት ተፈፅሞ
ሲገኝ ቀጥሎ በተዘረዘት ሁኔታ የሥነ ሥርዓት እርምጃ ይወሰዳል፡፡
6.2.1 ዋናዉ ስራ አስኪያጅ የፋይናንስ ሥራ አስኪያጆችን፣ የአገልግሎት ኃላፊዎችን፣ የፕሮጀክት ሥራ አስኪያጆችን ከስራ
ያግዳል፤ ያሰናብታል፡፡
6.1.2 ማንኛዉም ሰራተኛ ጥፋት በሚፈፅምበት ጊዜ እርምጃዉ ከመመወሰዱ በፊት አስፈላጊዉ ማስረጃ መቅረብ አለበት፡፡
6.1.3 በአንድ ሰራተኛ ላይ እርምጃ ከመወሰዱ በፊት አስቀድሞ የነበረዉን ጠባይ፣ ያለፈዉ መልካም አገልግሎቱና ለጥፋቱ
መንስኤ የሆኑት ተጨባጭ ሁኔታዎች እንዲሁም የጥፋቱ ክብደት በጥንቃቄ መመርመር አለበት፡፡
6.1.4 የሥነሥርዓት እርምጃዎች ሲወሰድ የጥፋቱን አይነትና አድራጎት፣ የጣሳቸዉን የአዋጁን ድርጋጌዎችና መመሪያ
አጠቃላይ ዝርዝር ሁኔታዉን ተጠቅሶ ለሰራተኛዉ በጹሁፍ እንዲሰጠዉ ይደረጋል፡፡
6.1.5 ማንኛዉም በጹሁፍ የተሰጠ የሥነ-ሥርዓት እርምጃ ከሰራተኛዉ የግል ማዕደር ጋር ተያይዞ ይቀመጣል፡፡
6.1.6 የተፈፀመዉ ጥፋት ዉስብስብ ሲሆንና ተጨማሪ ጥናትና ማጣራት አስፈላጊ ሆኖ ሲገኝ የድርጅቱ ሥራ አስኪያጅ
ከተለያዩ የስራ ክፍል ሀላፊዎች በሚቀርበዉ የዉሳኔ ሀሳብ መሰረት አጥፊዉ ሰራተኛ ላይ ተገቢዉ የሥነሥርዓት እርምጃ
ይወሰዳል፡፡
6.1.7 አንድ ሰራተኛ ሁለት እና ከዚያ በላይ ጥፋቶች በአንድ ግዜ ፈፅሞ ቢገኝ ከፈፀማቸዉ ጥፋቶች ዉስጥ ከባድ ጥፋት
በሚያስከትለዉ የጥፋት አንቀፅ የሥነ-ሥርዓት እርምጃ ይወሰድበታል፡፡
6.1.8 አንድ ሰራተኛ ድርጅቱን ንብረት እና በእጁ ላይ የሚገኝ ስራ ሳያስረክብ ቢጠፋ ለደረሰዉ ጥፋትና ጉድለት በህግ
ተጠያቂ ይሆናል፡፡
4. SOP for human resource administration

As I try to explain our company is working in different areas of business so there is different
employee position, requirement, documentation process and evaluation of employee working
status this all works are done by best fit employee; to meet this kind of best fit employee the
work of all procedure is done by the company human resource administration
Then the new hired employee is expected to be under the rule and regulation of the company the
company regulation is: -
This standard operation procedure (sop) is necessary to run the procedure in a best and clear to
understanding way to BSGC company of HR department as the step list below: -
4.1. Recruitment and selection
The recruitment process is an important part of human resource management (HRM). It isn’t
done without proper strategic planning. as a process that provides the organization with a pool
of qualified job candidates from which to choose. Before company’s recruit, they must
implement proper staffing plans and forecasting to determine how many people they will need.
Planning a recruitment process when recruiting candidates for open positions is vital. The first
step is to conduct recruitment needs assessment. This entails identifying the skills and
qualifications required for the work you're hiring for based on the job description and our
company's requirements. This will helps to narrow down selection criteria and the number of
candidates to consider.
After this, they are developing job descriptions specific to hiring position is vital. This will detail
what candidates should be able to do and show prospective employees what they should be
capable of doing in the job. The job description should include the responsibilities, duties, and
qualifications required. The last step is creating a recruitment timeline that outlines when and
how to contact candidates.
Finally, using online or other resources to source candidates and generate interest in the role.
Using these resources, can helps to reach potential candidates from diverse backgrounds with
the skills necessary for open positions. This will help to narrow down selection criteria and
identify potential candidates with relevant experience and qualifications quickly and efficiently.
By planning a recruitment process effectively, can ensure that the recruitment process is efficient,
thorough, and targeted at attracting the right talent for open positions.
these parts of hiring process that allow companies to find the attractive and the best talent
recruitment involve getting a job description in front of as many people as possible, selection
involves narrowing down the pool until you’re left with the best person for the role. first the need
for additional employee to the position is initiated by the department head, the requirement and
in what position employee is needed the main steps are: -
➢ Creating a job description
➢ Advertise posting in the right places
➢ Screen resume thoroughly
➢ Schedule host and evaluate interviews
➢ Run various test and assessments
➢ Select and hire ideal candidate
4.1.1. Creating a job description

When preparing for a recruitment process, it is essential to understand the job specification.
This information will help to identify the skills and experience required for the position.
Additionally, it is vital to review the current job market and understand which areas are in high
demand. This can help to develop targeted recruitment strategies that address job openings that
match organization’s needs.
Before you start your recruitment process, it's essential to have a clear understanding of the job
you are looking to fill. It would help if you did a job analysis to understand the duties and
responsibilities required for the position. In addition, you'll want to create targeted job
descriptions and procedures for interviewing candidates.
After completing job analysis, then search for candidates who meet the requirements. Also,
consider conducting internal hiring or training programs to help on select the best potential
employees for the position. It is essential to plan and clearly understand the job evaluation
process. Creating a timeline and regularly tracking progress can help streamline the recruiting
process. During the job evaluation process, it is vital for hiring managers to define the job
description and expectations of the position clearly.
Additionally, it is critical to create a detailed description of the responsibilities, skills, and
qualifications required to fulfil this role. The recruitment process aims to find the best candidate
for the position.
When creating a job description, make sure to include the following elements: company
description, job requirements, duties and responsibilities, and ultimately cover letter. Besides
mentioning all the important details within your job description, make sure to make that text as
eye-catching as possible Job descriptions should be thorough, clear, and concise and include:
• A brief introduction to the company and its mission.

• An overview of the job responsibilities.
• The necessary skills, competence levels, knowledge, and qualifications relevant candidates
should have.
• Testing that the company may require.
• Working conditions and location. It should also cover whether the role is office-based,
remote, or hybrid.
• Environmental factors or strenuous components of the job.
• The type of employment—full-time, part-time, or independent contractor.
A job description’s main objective is to clearly present all aspects of a job role to the applicant.
Effective job descriptions help employers attract relevant candidates to apply for the proposed
job role.
For employers, the primary aims of a job description are to:
• Clearly define the job role and set clear expectations

• Attract applicants with the right qualifications and levels of experience
• Discourage unsuitable candidates from applying
• Provide a reference point for managers and HR to evaluate a new joiner’s performance
compared to the responsibilities outlined in the job description
For applicants, job descriptions should:
• Indicate whether the job in question aligns with their interests, skill set, goals, and morals.
• Demonstrate company expectations, allowing the applicant to judge if their qualifications
are sufficient.
• Help prepare for the interview process. Job descriptions should provide candidates with a
basic idea of the questions interviewers may ask about their experience, qualifications, and work
philosophy.
• Candidates can if included in a job description to compare multiple roles within a given
industry and decide which ones to apply for.
These five tips can help HR professionals build job descriptions that attract suitable candidates:
• Include essential information in separate sections. A company overview, job summary,

and an explanation of required responsibilities, skills, and qualifications help candidates
determine if the position is appropriate for them. Specify the job’s benefits and perks as well it
can tip the scales for curious candidates.
• Make sure your descriptions are well-written. The quality of the job description reflects
directly on the company ethos. An engaging, comprehensive, and concise job description
demonstrates professionalism and trustworthiness.
• Keep your target audience in mind. Remember that the job description is intended for a
living, breathing, thinking person. Use conversational, engaging language that aligns with the
company brand. Depict the job accurately by including the expected duties and necessary soft
skills, and perhaps explain what a day on the job entails.
• Update your job descriptions regularly. Periodically review job descriptions to ensure they
accurately reflect the role. If a position changes to include more responsibilities, update it. Proper
job descriptions are essential for HR processes to function smoothly.
• Legal compliance: Accurate and up-to-date job descriptions can help organizations ensure
compliance with employment laws and regulations of the company. They provide evidence of
non-discriminatory practices, as well as serve as a reference in the event of legal disputes.
4.1.1.1. Our company job description sample for both BSGC and treading employees
➢ Job description for engineering department
TITLE: Construction Head LAST UPDATED: March 04, 2023
COMPANY: Besufikad Solomon General Contractor DEPARTMENT: Engineering
REPORTS TO: General Manager
COMMUNICATES WITH: General Manager and co-workers
SUMMARY OF OVERALL JOB FUNCTIONS AND RESPONSIBILITIES:

The Purpose of this role is to support the smooth functioning of the company and assist General Manager
by taking responsibility for administrative tasks. This includes preparing full construction documents;
fulfilling site requests and project follow-up as required. The mentioned are incomplete, and BSGC has the
right to amend or add any of the below without Consent from the employee.
SPECIFIC DUTIES AND TASKS:
ENGINEERING AND ADMINISTRATION RELATED:
1. Preparation of takeoff, bar schedule, and bill of quantity for agreement, estimation or payment purpose
2. Preparation of contract agreements and payment certificates for specific projects
3. Communicate with consultants and clients by letter, phone calls, email, or in person with appropriate
communication skills as needed.
4. Daily communication with site engineers, foreman, and other important workers to facilitate smooth
workflow both on-site and office.
5. periodically visit the sites for the smooth and functionality the process and give orders for site
engineers, foremen, or subcontractors. And report to the general manager the actual status of the site.
6. Understand contract documents and make sure the project is executed as per the signed contract
document. And communicate with consultant or clients to manage the project if any difficulties appear.
7. Accept and analyze requests sent from sites in order to provide them.
8. Prepare material requests for projects and find a good supplier to purchase
9. Control and manage equipment and stored Materials that are located both on-site and Head-office
10. Deploying company or rental vehicles or machinery in the appropriate site and giving an order for
drivers and athels who is working under themselves
11. Control and follow up companies’ vehicles and facilitate their maintenance or service
12. Prepare subcontractor payment every two weeks and evaluate the productivity of each works on site
13. Finding appropriate tenders’ announcement that fit the grade and capacity of the company and can
assigning staff for the same
14. Preparation of financial and technical proposals for the given tender documents
15. Cost breakdown preparation for offer or tender
16. Prepare a periodic work schedule for sites and office work the deliveries for indicated staffs
17. Keep well-organized data compilations and record keeping, collecting various Documents and making
them ready for the next action.
18. Coordinating with all staff and supporting each other by feeding necessary information or documents
as necessary example: finical department, equipment, General service departments, design and
supportive trading department
19. Writing letters for different organizations as needed by ensuring the well-being of the company and
other projects
20. Keeping and preparation of formats and dint standards that the company owns to use it
21. Receive calls and messages from the manager, site engineers, Forman, drivers, or any staff involved to
exchange work-related information or pass or receive orders,
22. Assist and replace staff in their absence
23. keep any secretes of the company and give priority for the company well-being.
FINANCE RELATED:
1. Assist the finance department in providing the proper information during a material purchase,
new agreements, payment issues and other related documents that is necessaries for the
finance department and other department of the company
OTHER:
1. Other Duties as assigned by the manager; Job Description can be amended as required.
2. Manage the Office Hygiene, tidiness every time to create safe and secure work environment
KNOWLEDGE AND/OR SKILLS ESSENTIAL
1. Attentive to Details
2. Takes care to Complete tasks fully and well
3. Good Computer Skills in Windows Office Suite especially Word and Excel
4. Well Organized
5. Responsible attitudes
6. Good Communication and Coordination skills
7. Good Speaking and writhing skilled for English language
8. Always showed learn and study to fill the gap between the updated technology and visual work
methodology
MINIMUM PERFORMANCE STANDARDS
1. Word-Process Documents as required
2. Filing is done accurately and punctually
3. Keep files and records well organized
ENUMERATION/ BENEFITS/OTHER POLICIES:
1. 60 days probation period to be implemented before being a full employee
2. A fixed salary as agreed on the Employment contract.
WORK BEHAVIOR:
1. Prioritize the goals of the company: Put the goals and objectives of the company above individual
interests.
2. Display sincerity and honesty in all interactions: Be genuine, honest, and transparent in all
communications and actions.
3. Maintain confidentiality and discretion: Keep confidential information confidential and use discretion
when sharing information.
4. Demonstrate commitment and dedication to the organization: Go above and beyond what is required
and put in extra effort to ensure the success of the team and the company.
5. Foster a culture of openness and trust in the workplace: Create a positive and productive work
environment by being trustworthy and building strong relationships with colleagues.
BESUFIKAD SOLOMON
GENERAL CONTRACTOR
Title Job and Function Description
Position Office Engineer
Reports to General Manager
Supervision all engineering standards, codes and specifications.

Job Summary
Objective of the function
• The main task of Office Engineer Preparation of contract documents, project progress report,
payments, quality control.
Duties, Responsibilities and Authorities
1. Prepare current cost of material and labor by assessing the market
2. Check bill of quantity of new contracts before tender price offer.
3. Analyses construction market competition with due consideration of profit margin
and availability of physical resources.
4. Prepares contract document of verifies same prepared by the consultant and also for
sub-contractor.
5. Prepare detail-working schedule, material delivery, labor allocation and machineries
& equipment development schedule in addition to financial flow schedule.
6. Carries out activities of main contract administration as a counter part for the
consultant.
7. Carries out activities of sub contract administration.
8. Select and train that can substitute him/her at time absent from work.
9. Assist Project Manager, Project Superintendent and Project Engineer as required
10. Assist with quantity reporting, project costs and forecasting.
11. Obtain pricing from subcontractors and vendors to include charge orders.
12. Requisition equipment and material deliveries as required.
13. Coordinate with subcontractors, suppliers and workforce to resolve project
challenges and conflicts.
14. Assist with monthly billing, cash flow projections, and change order processing
15. Manage document control to include submittal schedules, contract documents,
project record drawings, etc.
16. Prepare and review daily reports for accuracy.
17. Prepare and maintain technical check/submittal list and Project Progress Schedule as
required.
18. Assist with project closeout.
19. Conducting the whole quality control process.
20. Prepare project log book to register daily events in the site.
21. Read and follow the standard condition of contract and act timely as the case
happened.
22. Controlling and organizing the data collection system.
23. Checking and verifying contractors’ monthly statement and prepare engineers
variation order.
24. Evaluating contractor’s final measurement and preparing engineer final

measurements for discussion and agreement.
25. Assisting in providing the necessary data and information for claims assessment.
26. Checking and verifying contractors’ monthly statement and prepare engineers
payment certificate.
27. Assessing additional and varied works to the contract to issue engineers variation
order.
28. Evaluation contractor’s final measurement and preparing engineer final

measurements for discussion and agreement.
29. Assisting in providing the necessary data and information for claims assessment.
The company reserves the right to issue other instructions/orders not described in this job
description.
➢ Job description for treading department
KIND TRADING FZ-LLC

Position Marketing and Content Specialist
The Marketing and Content Specialist is responsible for conducting market

Job Summary research, creating engaging content for social media and third-party
applications, managing the company’s brand, and coordinating with
suppliers, distributors, and customers to fulfill orders. Additionally, the
Specialist will work on the development and maintenance of official websites
and other necessary systems. This role contributes significantly to the
company’s marketing efforts, ensuring a strong brand presence and effective
lead generation.
Duties and Responsibilities
1. Market Research:
• Conduct comprehensive market research to understand industry trends, consumer behavior,

and competitor strategies.
• Gather and analyze data from various sources to identify market opportunities and potential
threats.
• Prepare detailed reports and presentations based on research findings and present them to the
management team.
2. Market Analysis:
• Utilize market data and analysis to develop marketing strategies that align with company
objectives.
• Monitor and assess key performance indicators (KPIs) to evaluate the effectiveness of
marketing campaigns.
• Collaborate with cross-functional teams to adjust strategies based on analysis results and
market dynamics.
3. Content Creation for social media and Third-Party Applications:
• Develop engaging and shareable content for social media platforms, such as
Facebook, Instagram, Twitter, LinkedIn, etc.
• Create graphics, videos, and written materials that resonate with the target audience and align
with the brand’s voice.
• Plan and execute content calendars to ensure a consistent and timely flow of content.
4. Branding and Marketing:
• Design branding materials, including logos, business cards, letterheads, and other related
assets, to establish a strong company identity.
• Implement strategies to increase brand awareness, recognition, and loyalty among the target
audience.
• Collaborate with the marketing team to generate leads, drive sales, and achieve marketing
goals.
5. Materials Management and Supplier Relations:
• Assess the pricing, quality, and availability of materials required for fulfilling new orders.
• Negotiate with suppliers and distributors to secure the best possible deals while maintaining
good business relationships.
• Coordinate with shoppers and customers to ensure a seamless order fulfillment process.
6. Website and System Development:
• Collaborate with the IT team to develop and maintain official websites, ensuring they are
user-friendly, visually appealing, and functional.
• Address any issues related to websites and other systems promptly to ensure a smooth user
experience.
• Stay updated with the latest technological advancements to suggest and implement
improvements in the company’s systems.
Authorities: The Marketing and Content Specialist has the authority to:
1. Devise and execute content creation strategies for social media and third-party applications.
2. Collaborate with the IT team to develop and enhance official websites and systems.
3. Negotiate with suppliers, distributors, and customers to fulfill orders effectively.
Knowledge and/or Skills Essential:
1. Bachelor’s degree in Marketing, Business Administration, or a related field.

2. Proven experience in market research, content creation, and social media management.
3. Excellent written and verbal communication skills.
4. Strong analytical abilities to interpret market data and draw actionable insights.
5. Creativity and proficiency in design tools to produce engaging visual content.
6. Knowledge of web development, SEO, and digital marketing trends is advantageous.
7. Effective time management and multitasking capabilities.
8. Problem-solving skills and adaptability to handle diverse tasks.
9. Attentive to details.
10. Takes care to complete tasks fully and well.
11. Good computer skills in Windows Office Suite, especially Word and Excel.
12. Well-organized.
13. Responsible attitude.
14. Good communication and coordination skills.
15. Proficient in spoken and written English.
16. Continuously seeks to learn and stay updated on technology and work methodologies.
Others:
1. Other Duties as assigned by the manager; Job Description can be amended as required.
2. Manage the Office Hygiene, tidiness every time to create safe and secure work environment.
Minimum Performance Standards:
1. Timely completion of market research and analysis reports.

2. Consistent production of high-quality content for social media and third-party applications.
3. Regular updates and maintenance of official websites and systems.
4. Efficient coordination with suppliers, distributors, and customers to fulfill orders promptly.
5. Active contribution to branding and marketing strategies.
Enumeration/Benefits/Other Policies:
1. 60-day probation period to be implemented before becoming a full employee.

2. Fixed salary as agreed upon in the Employment contract.
Work Behavior:
1. Prioritize the goals of the company: Put the goals and objectives of the company above
individual interests.
3. Maintain confidentiality and discretion: Keep confidential information confidential and use
discretion when sharing information.
4. Demonstrate commitment and dedication to the organization: Go above and beyond what is
required and put in extra effort to ensure the success of the team and the company.
5. Foster a culture of openness and trust in the workplace: Create a positive and productive
work environment by being trustworthy and building strong relationships with colleagues.
KIND TRADING FZ-LLC

Position IT and Website Specialist

The IT and Website Specialist is responsible for overseeing IT operations,
Job Summary including customization, computer system maintenance, attendance machine
maintenance, and website preparation. This role involves ensuring the smooth
functioning of all IT-related processes, hardware maintenance and systems
within the company.
Duties and Responsibilities:
1. Customization:
✓ Customize software applications and systems to meet the specific needs of the company.
✓ Adapt existing software to enhance efficiency and effectiveness in various departments.
2. Computer Maintenance:
✓ Perform regular maintenance on computer systems to ensure optimal performance.
✓ Troubleshoot and resolve hardware and software issues promptly to minimize downtime.
✓ Read and work on hardware maintenance for any electronic equipment.
3. Attendance Machine Maintenance:
✓ Ensure proper functioning of attendance machines and work on its software to relate with
computer for payroll.
✓ Conduct regular maintenance to prevent malfunctions and ensure accurate data recording.
4. Website Preparation:
✓ Collaborate with the IT team to develop and prepare official websites.
✓ Customize website features and functionalities as required by the company.
✓ Ensure websites are user-friendly, visually appealing, and functional.
5. Market Research:
✓ Conduct comprehensive market research to understand industry trends,

consumer behavior, and competitor strategies.
✓ Gather and analyze data from various sources to identify market opportunities
and potential threats.
✓ Prepare detailed reports and presentations based on research findings and
present them to the management team.
✓ Conduct comprehensive local market research for policies and working
strategies.
6. Market Analysis:
✓ Utilize market data and analysis to develop marketing strategies that align with
company objectives.
✓ Monitor and assess key performance indicators (KPIs) to evaluate the
effectiveness of marketing campaigns.
✓ Collaborate with cross-functional teams to adjust strategies based on analysis
results and market dynamics.
7. Content Creation for social media and Third-Party Applications:
✓ Develop engaging and shareable content for social media platforms, such as Facebook,
Instagram, Twitter, LinkedIn, TikTok and other platforms.
✓ Create graphics, videos, and written materials that resonate with the target
audience and align with the brand's voice.
✓ Plan and execute content calendars to ensure a consistent and timely flow of content.
8. Branding and Marketing:
✓ Design branding materials, including logos, business cards, letterheads, and other
related assets, to establish a strong company identity.
✓ Implement strategies to increase brand awareness, recognition, and loyalty among the
target audience.
✓ Collaborate with the marketing team to generate leads, drive sales, and achieve marketing
goals.
Authorities:
✓ Customize software applications and systems.
✓ Perform maintenance on computer systems and different machines of the company which is
under use.
✓ Collaborate with the IT team on website development and customization.
✓ Bachelor’s degree in Computer Science, Information Technology, or related field.
✓ Proven experience in software customization, computer maintenance, and website
development.
✓ Strong problem-solving skills and attention to detail.
✓ Proficiency in web development languages and tools.
✓ Effective time management and multitasking abilities.
✓ Attentive to details and finding of solution for any problem encountered from Google.
✓ Takes care to complete tasks fully and well.
✓ Good computer skills in Windows Office Suite, especially Word and Excel.
✓ Responsible attitude.
✓ Good communication and coordination skills.
✓ Proficient in spoken and written English.
✓ Continuously seeks to learn and stay updated on technology and work methodologies.
Other:
✓ Other duties as assigned by the manager; Job description can be amended as required
✓ Manage office hygiene and tidiness to create a safe work environment.
✓ Timely completion of customization tasks.
✓ Regular maintenance of computer systems and attendance machines.
✓ Efficient coordination with the IT team on website preparation.
✓ Active contribution to improving IT processes and systems.
✓ 60-day probation period to be implemented before becoming a full employee.
✓ Fixed salary as per employment contract.
Work Behavior:
✓ Prioritize the goals of the company: Put the goals and objectives of the company above
✓ Display sincerity and honesty in all interactions: Be genuine, honest, and transparent in all
✓ Maintain confidentiality and discretion: Keep confidential information confidential and use
✓ Demonstrate commitment and dedication to the organization: Go above and beyond what is
Foster a culture of openness and trust in the workplace: Create a positive and productive
work environment by being trustworthy and building strong relationships with colleagues.
KIND TRADING FZ-LLC
Position Guest house management

The Facility Management Assistant manages the day-to-day
Job Summary operations of the guest house, including cleaning, procurement, and
maintenance. They also manage petty cash, coordinate with vendors
and contractors, and maintain inventory levels for all guest house
amenities. The goal is to create a welcoming and comfortable
environment for guests while ensuring the guest house operates
efficiently.
Job Description:
The objective of the Function: The objective of the Facility Management Assistant function is to manage the
day-to-day operations of the guest house, including cleaning, procurement, and maintenance, to ensure a
comfortable and well-maintained environment for guests. This also involves managing petty cash,
coordinating with vendors and contractors, and maintaining inventory levels for all guest house amenities.
The goal is to create a welcoming environment for guests while ensuring the guest house operates efficiently.
1. Cleaning Guest House:

• Clean guest rooms and common areas daily, ensuring that all areas are free of dirt, dust, and
debris.
• Maintain a high standard of cleanliness in all areas of the guest house, including the kitchen,
bathrooms, and living room.
• Ensure that all cleaning supplies and equipment are in good working order and well-stocked.
2. Managing Petty Cash:

• Manage the petty cash fund for the guest house, ensuring that all disbursements are properly
authorized and documented.
• Reconcile petty cash accounts on a weekly basis and prepare reports for the finance team.
• Ensure that all petty cash transactions are in compliance with company policies and procedures.
3. Managing Guest House Amenities:

• Ensure that all guest house amenities, such as furniture, appliances, and linens, are in good
working order and well-maintained.
• Manage inventory levels for all guest house amenities and order replacements as needed.
• Liaise with external vendors to repair or replace any faulty amenities.
4. Guest Assistance and Support:

• Provide assistance to guests during their stay, including check-in/check-out procedures and
addressing inquiries or concerns.
• Collaborate with the HR department to ensure proper training and onboarding of cleaning staff
and other relevant personnel.
• Implement health and safety protocols to ensure a safe environment for guests and staff.
5. Financial Monitoring and Cost Optimization:

• Collaborate with the finance department to monitor expenses and identify costsaving
opportunities in facility management.
• Assist the finance department in providing proper information for material purchases, new
agreements, payment issues, and related documents.
Authorities:
• Authorize petty cash transactions within the approved limit.
• Liaise with contractors and vendors on behalf of the guest house.
• Order replacement amenities as needed within approved budget limits.

1. Attentive to details.
2. Takes care to complete tasks fully and well.
3. Good computer skills in Windows Office Suite, especially Word and Excel.
4. Well-organized.
5. Responsible attitude.
6. Good communication and coordination skills.
7. Proficient in spoken and written English.
8. Continuously seeks to learn and stay updated on technology and work methodologies.
1. Word-process documents as required.

2. Filing is done accurately and punctually.
3. Keep files and records well organized.
1. 60-day probation period to be implemented before becoming a full employee.

2. Fixed salary as agreed upon in the Employment contract.
Work Behavior:
1. Prioritize the goals of the company: Put the goals and objectives of the company above individual
interests.
3. Maintain confidentiality and discretion: Keep confidential information confidential and use
4. Demonstrate commitment and dedication to the organization: Go above and beyond what is
5. Foster a culture of openness and trust in the workplace: Create a positive and productive work
environment by being trustworthy and building strong relationships with colleagues.
KIND TRADING FZ-LLC

Position Human Resource Administrator & legal officer
The Human Resource Administrator is responsible to handle offices human

Job Summary & resource management of BSGC an sister company.
Scopes
1. Employee Management
✓ Manage attendances across sites and central operations.
✓ Maintain accurate records of employee information, including personal details, employment
history, and performance evaluations and work on personal documentations.
✓ Monitor employee attendance and leave records and prepare monthly report for attendance.
✓ Address employee queries and concerns regarding HR policies and procedures.
✓ Manage offices and other facilities in regards to rent contract, securities, office furniture,
bills etc.
2. Preparing Letters:
✓ Draft and prepare official letters for employees, such as employment contracts, offer letters,
and termination notices.
✓ Ensure all correspondence complies with company regulations and legal requirements.
✓ Follow all legal issues of our companies related with legal matters.
3. Interviewing New Employees:
✓ Coordinate and conduct interviews for new job applicants.
✓ Assess candidate qualifications and suitability for available positions.
✓ Maintain organization staffs by establishing a recruiting, testing and interview programs.
✓ Counseling managers on candidate’s selection, conducting and analyzing exit interviews.
4. Receiving Essential Documents from New Hires:
✓ Collect necessary documents from new hires, such as identification, educational certificates,
and employment history with detailed curriculum vitae (CV).
5. Prepare Job description for employee.
✓ Craft detailed job descriptions outlining roles, responsibilities, and qualifications required
for various positions within the company.
✓ Ensure job descriptions accurately reflect the needs of the organization while attracting
qualified candidates.
6. Performance Evaluation:
✓ Prepare performance evaluation letters for employees before the completion of the 60-day
probation period.
✓ Document and track employee performance reviews.
7. Preparing Hiring Forms:
✓ Generate and distribute forms required for the hiring process, including job application forms
and background check consent forms.
8. Legal Compliance:
✓ Follow up and achieve any issues related to the company.
✓ Ensure compliance with all relevant employment laws and regulations.
✓ Address any legal issues or concerns related to HR practices within the company.
9. Record Management:
✓ Organize and maintain employee files and records in accordance with company policies and
data protection regulations.
✓ Ensure all personal documents are filed properly and securely.
10. Criminal Background Checks:
✓ Conduct background checks on potential employees to verify criminal records.
✓ Take appropriate action based on the results of background checks.
✓ Bachelor’s degree in Law, Human Resource Management, Business Administration, or

related field.
✓ Proven experience in human resource administration or related roles.
✓ Strong understanding of employment laws and regulations.
✓ Excellent communication and interpersonal skills.
✓ Attention to detail and accuracy in record-keeping.
✓ Proficiency in Microsoft Office Suite.
✓ Ability to handle sensitive and confidential information with discretion.
Other:
✓ Other duties as assigned by the manager; Job description can be amended as required
✓ Manage office hygiene and tidiness to create a safe work environment.
✓ Timely completion of HR tasks.
✓ Accurate maintenance of employee records.
✓ Adherence to legal and regulatory requirements.
✓ Efficient coordination with management and other departments
✓ 60-day probation period to be implemented before becoming a full employee.
✓ Fixed salary as per employment contract and company scales.
Work Behavior:
✓ Prioritize the goals of the company: Put the goals and objectives of the company above
✓ Display sincerity and honesty in all interactions: Be genuine, honest, and transparent in all
✓ Maintain confidentiality and discretion: Keep confidential information confidential and use
✓ Demonstrate commitment and dedication to the organization: Go above and beyond what is
✓ Foster a culture of openness and trust in the workplace: Create a positive and productive
work environment by being trustworthy and building strong relationships with colleague
4.1.2. Advertise Posting in the right place
jobs online became one of the essential ways of making sure that people see and apply for the
position. For that reason, companies are oftentimes trying to spread the word as much as they can
by posting their job opening on various job boards, different social media or some online portals but
in our company mostly the vacant announcement is done in the way of contacting an agent who
supply a candidate but let’s list ways to advertise job vacancies :-
Creative Ways to Advertise Job Vacancies
1. Use social media platforms for job advertising
Social media platform is the biggest job advertising platform. The popularity of the Internet has
given businesses a unique and cost-friendly way of interacting with people. So, to advertise job
openings, it can be easily do it through social media for recruitment purposes. And make an official
page on platforms like Facebook, Instagram, and Twitter and communicate with the audience
through those platforms.
Relay important information like hierarchical structure and certain incentives through these pages
to make sure that everyone knows about the company culture and where it stands. Not only can it
help to attract a lot of potential talent, but it is also going to give a platform through which making
a brand out of business.
2. Text Recruiting
When it comes to advertising job vacancies, one effective approach is using text recruiting. This
involves sending text messages to potential candidates through job boards or social media
platforms. By doing so, you can quickly and efficiently reach a large pool of candidates and
streamline the recruitment process. Text recruiting also allows for easy communication and can help
to eliminate any potential communication barriers. According to research, Text open rates were
significantly higher than email campaigns.
To make the most of text recruiting, it's important to craft a clear and concise message detailing the
job vacancy and application process. The message should be straightforward and provide all the
necessary information about the job, including the duties, requirements, and compensation.
3. Use employee testimonials to attract top talent
Employee testimonials are a great way to showcase your company culture and attract new
candidates who are looking for a positive work environment. By asking your current employees to
share their positive experiences working at your company on social media or your website, you can
build trust and credibility with potential candidates.
Make sure to provide guidelines and templates for employees to use and offer incentives for those
who participate. Employee testimonials can provide a personal touch that sets your organization
apart from others and helps candidates get a better sense of company culture and what it's like to
work at your firm.
4. Use Job boards for a job opening
Posting the job vacancies on popular job boards which can helps to reach a large audience of job
seekers. Make sure to include detailed job descriptions and requirements, as well as information
about the organization and company culture. also using job boards to source candidates for hard-
to-fill positions or niche roles.
5. Referral programs
Referral programs can be a highly effective way to attract top talent to the organization. Encourage
current employees to refer potential candidates to the company by offering incentives such as
bonuses or extra time off.
This not only helps to find great candidates, but it can also boost employee morale and engagement.
Make sure to communicate the details of referral program clearly to the employees and provide
ongoing updates on the status of any referrals they make.
6. Showcase job vacancies on the company career page

The company website should have a dedicated careers page that showcases job vacancies, benefits,
and company culture. Make sure this page is easy to find and navigate and includes clear calls to
action for candidates to apply. also use the website to provide information about the organization's
mission, values, and history, as well as any awards or recognition you've received. This can help
potential candidates get a better sense of what it's like to work at the company and why they should
consider applying.
7. Hiring fresh graduates for long-term success
There are a lot of companies that don't prefer to hire fresher graduates, but by doing so, they are
missing out on a lot by not doing it. If the company hire students right out of universities, not only
will it be saving a lot of money, but you can easily train them over time with the help of the senior
employees. So, conducting campus recruitment is crucial. By creating a healthy ratio of
experienced and inexperienced employees, easily can set the company up for success in the long
term.
4.1.3. Screen resume thoroughly

After the applicants finished their application, it is time to look into their application forms and
evaluate their CVs, cover letters, or any other type of document they might have attached to the
application. Then comes the process of screening results in eliminating candidates that are a clear
mismatch for the role, moving forward to the following stages with the ones that are more qualified.
Screening resumes is a crucial step in the hiring process, but it can also be time-consuming and
challenging. To quickly identify the best candidates for the job, while also ensuring that you don't
miss any important details or overlook any potential talent,
So let’s list some tips and best practices on how to balance speed and thoroughness when screening
resumes:-
1. Use a clear and consistent criteria
Before screening resumes starts need to have a clear and consistent criterion for what should be
looking for in the ideal candidate. This means defining the essential skills, qualifications,
experience, and competencies that are relevant for the role and the organization. can use a job
description, a scorecard, or a checklist to help in create the criteria and align it with the hiring goals
and expectations. Having a clear and consistent criterion will help the screen resumes faster and
more effectively also unbiased selection, as it can
2. Leverage technology and tools
Technology and tools can be allies when it comes to screening resumes, as they can
help to automate, streamline, and optimize your process. For example, you can use an
applicant tracking system (ATS) to filter and sort resumes based on keywords, skills,
education, or other criteria. also use resume screening software or platforms that use
artificial intelligence (AI) or machine learning (ML) to analyze and score resumes based on
their relevance and quality. These tools can help you save time, reduce human bias, and
improve accuracy and consistency when screening resumes.
3. Focus on the most important information
When screen resumes process start, no need to read every word or every section of each document.
Instead, by focusing on the most important information that can help evaluate the candidate's fit for
the role and the organization. This includes their contact details, summary or objective, work
history, achievements, education, and skills. You should also pay attention to the format, layout,
and length of the resume, as they can indicate the candidate's professionalism, communication
skills, and attention to detail. You can scan the resume for about 10 to 15 seconds and look for
keywords, phrases, or numbers that match your criteria. If the resume passes initial screening, then
review it in more detail later .
4. Use a rating system
Using a rating system can help to organize and prioritize the candidates when screening resumes.
A rating system is a simple way of assigning a score or a category to each resume based on how
well it meets your criteria. For example, you can use a numerical scale (such as 1 to 5) or a color
code (such as red, yellow, or green) to rate each resume. You can also use a combination of both,
such as 1-red, 2-yellow, 3-green, 4-blue, 5-purple. A rating system can help to quickly sort and filter
the candidates, as well as track and document the screening process.
5. Review and refine your process

Screening resumes is not a one-time activity, but an ongoing process that requires constant review
and refinement.it should be monitor and measure the screening results, such as the number of
resumes receive, the number of resumes of screen, the number of candidates advance to the next
stage, and the quality and diversity of talent pool. it should also solicit and incorporate feedback
from the hiring team, candidates, and new hires, as they can provide valuable insights and
suggestions on how to improve the screening process. By reviewing and refining the process, ensure
that the screening resumes efficiently and effectively, while also meeting a hiring needs and goals.
4.1.4. Schedule host and evaluate interviews

after narrowed down the initial pool of applicants the next stage is usually to interview the
strongest one an interview is an opportunity to meet the candidate and get a better
understanding of their capabilities also allows to determine whether the candidates are the
good fit for company future by interview the candidate several time easily the weakest
candidate be eliminating.
4.1.5. Run various test and assessments
A pre-employment assessment test is an examination which give to job candidates as part of

the screening and hiring process. it can use these tests to determine personality traits and
characteristics, cognitive abilities, job knowledge, aptitude, skills, and on-the-job behaviors.
Using these tests gives a better understanding of job applicants prior to making a hiring decision.
Hiring managers, HR departments and executives use pre-employment tests to

screen candidates for:
• Personality or character traits
• Skills and abilities
• Job knowledge (i.e., technical or theoretical expertise in a particular field)
• Software or language proficiency
• Emotional intelligence (i.e., how well someone builds relationships and understands
emotions)
• Integrity and honesty
• Attitude towards employers

Different types of pre-employment tests can helps understand prior to an interview A pre-
employment test can provide more information than a resume or interview. It gives you insights
that make it easier to compare candidates and make informed hiring decisions.
pre-employment testing is important for: -
• Ensure hiring practices are fair. A pre-employment assessment program reduces bias and
discrimination. It uncovers and documents abilities and merit.
• Instantly identify top candidates. Use an employment test to identify which candidates to bring
in for interviews.
• Improve job interviews. Sample interview questions provided with pre-employment exam
results help you deeply explore important topics, traits, and skill areas.
• Make informed hiring decisions. Ensure candidates have desired knowledge, skills, and
abilities for the role and your company culture.
• Reduce bad hires. By determining which candidates have the right personality for a given
position, can reduce hiring mistakes and lower turnover rate.
This stage is to determine whether the remaining candidates have the right skills and qualities for
the role depending on the nature of the role it may include: -
• Knowledge test
• Technical skill assessment
• Job interview
• Personality test
4.1.5.1. Knowledge test
Job knowledge tests are to identify knowledge about the job the candidate is applying
for. For instance, if your prospective employer is hiring on engineering department, you might
receive a job knowledge test on the employer's internal engineering processes. Getting tested on
specific job elements helps determine if you can apply the expertise you earned from previous
engineering positions.
This type of exam is prepared by only the department head who is looking for a new employee
because the knowledge of the employee should be evaluated on the person who is working on the
same position that is necessarily helps the company to get the best fit of employee.
4.1.5.2. Technical skill assessment
A job skills test evaluates an applicant's mastery of job-specific skills and actions. It’s
easy to claim expertise on a resume, but administering a skills assessment test for employment
allows you to verify those abilities. It also makes it possible for you to rate and compare them to
other candidates.
Administering a skills assessment to applicants also gives an objective way to compare
them. it cannot always gauge applicant abilities simply from looking at a resume.
Administer skills tests for employment early in the process, you can eliminate people who are not
qualified early so that you can focus only on those with the best potential to succeed in a given role.
• Verify skills necessary for the job.
• Save time and valuable resources.
• Reduce bias and the risk of hiring a mismatch.
• Easily identify top candidates and make faster hiring decisions.
• Customize your assessment to test multiple role-specific skills at once.
• Cancel anytime with no long-term contracts.
How and when to use skills assessments in hiring
An employee skills test is particularly useful when used early in the hiring process, ideally before
interviews schedule. You can then make the best use of hiring manager time by ensuring they
interview only the most qualified candidates. will also speed up the hiring process with this ability
to focus at the same time.
When it is time to conduct interviews, you'll be able to gain deeper insights by using the skills
assessment results to guide your conversation. Because skills tests for employment focus on
candidate abilities instead of education and resumes, you remove bias from your hiring process and
create an objective framework for assessing your applicants.
Beyond using job skills tests in hiring, you will find the results invaluable during onboarding,
training, and later skills improvement programs for existing employees.
4.1.5.3. Job interview
A job interview is a conversation which occurs between a potential employer and a job
applicant. During the job interview, the employer has the opportunity to appraise applicant’s
qualifications, appearance and general fitness for the job opening. In parallel the applicant tries to
learn more about the position, to appraise the employer and to find out if your needs and interests
will be met. Think of the interview as a conversation between two people where each person is
trying to learn more about the other. The interview process is a two-way street. You are traveling
toward a goal—the right job and the employer is traveling toward a goal—the right hire. As a
general rule, a job interview is an important part of the process of applying for a job, and it may
range in formality from a casual conversation to a series of serious discussions with an assortment
of people working within the company.
If a job applicant manages to land a job interview, it indicates that the employer has at least
some interest. Typically, an applicant responds to an advertised job opening, providing a resume
and other requested materials. The employer or a representative review all received applications,
and decides who should be invited back for an interview.
4.1.5.4. Personality test
Personality test Are the personality traits of an applicant well-suited for a particular job a
personality test can help to determine if an applicant is comfortable working independently. It can
measure how organized they are, how well they might adapt to new situations, and if they are
persuasive. Useful types of hiring tests will help to discover the honesty of job candidates. The
integrity of the people on the team is crucial to company culture and the well-being of business.
That is why it's important to gain insight into risky behaviors and attitudes. You'll want to uncover
any history of drug or alcohol abuse or indications of violence. It's also insightful to explore their
attitude toward previous employers
this interview question is done by HR department and manager of the company give you a good
idea of what candidates have excelled and struggled with in the past. Also allow them to craft their
perfect response to your made-up scenario and questions force them to share real experiences.
Many people who favor this interview questions believe the way a candidate worked in the past
signifies how they’ll work in the future. That makes sense but these questions also help you learn
what personal problems a candidate is working on improving. For example, the questions are: -
1. How would your colleagues describe you?

 Asking this will give you a better idea of how they view themselves in the eyes of others and
should reveal clues on their ability to work within a team environment.
 Are they known as the quiet one, the goofball, the communicator, the workaholic, or something
else
 Make sure to develop and refer to your ideal candidate personas to see if the answer aligns with
the favorable personality traits you are looking for.
2. Speak about some of your coworker relationships
 Personalities on teams are different. This line of interview questioning sheds light on how they
interact with others and will help you determine if the interviewee has the potential to be a happy
productive member of your business.
3. Do you like working with a team or working alone?
 This really depends on what opening the job seekers are applying for. Is it a desk job that only
requires them to be by themselves self or is it work that demands coordination and communication
with others
 If you analyze that the applicants are people who are flexible, willing to do multitasking, and
wouldn’t be bothered if at times they work alone or with a team, these could be the best
professionals to hire.
 This question has more importance at this time due to the current remote working environment.
4. What are some weak points you can work on?
 All job applicants have weaknesses in their character or qualifications, and immediately
admitting them during the interview can actually be a sign of strength.
5. What are your greatest strengths to a company?
 The ability of a candidate to talk about their strengths and still maintain their humility is a strong
indicator of a winning personality.
 This also gives the interviewee a chance to explain and align their strengths with the position
they are interviewing for demonstrating attributes that will contribute to the company’s goals.
6. When conflict arises at work how do you handle it?
 By asking questions related to conflict you will get a better understanding of the interviewee’s
interpersonal skills and personality.
 The interviewee’s response may also give you a sense of their ability to resolve and deal with
conflict at work.
7. Outline the process on how you set goals
 Your best employees are generally driven and goal-oriented. This question will help ensure they
have the ability to not only reach goals you would set for them but set their own goals to achieve
as well.
 The top candidates will be able to explain their goal-setting process in detail, how they set up
their goals, break goals into smaller tasks, and measure their success once completing them.
8. Where do you see yourself in the next 5 years?
 An ambitious professional with a clear set of goals for the short, medium, and long term, is an
invaluable asset to the company. This is true especially if they parallel their career growth with the
company they are interviewing at.
 As they grow professionally and financially, the company grows and expands too.
 During the interview, confident job seekers will discuss that they seek a company with upward
mobility as they help the company prosper.
Background and reference checks refer to a recruiting process method used by hiring
managers/recruiters to get more information about a candidate by contacting his/her previous
employers, schools, etc. Conducting a reference check helps recruiters not only check the validity
of information but also make decisions based on a conversation with a person that used to work
with your potential future colleague.
4.1.6. Selecting and hire ideal candidate

the final stage is to review the candidate based on the results of their interview and written test and
assessments the candidate completed based on our company procedure the candidate should obliged
to prepare to sign the formal employment agreement paper step by step the whole process will
follow the usual steps which include things such as, application, candidate screening, candidate pre-
selection, assessments, interviews, background checks, decision making and finally, job offers the
steps are:-
4.1.6.1. Job description acceptance

the prepared job description by the department give to the new hire employe to understand and be
ready to the position also to sign on it as expression of willingness of employee to be committed on
the described position.
4.1.6.2. Guaranty procedure

Then the next step expected from the employee is to bring a guarantor with a guarantee letter from
a place where the guarantor is working at by mentioning our company name Besufikade Solomon
general contractor and also by mentioning the amount of salary the guarantor get, also by taking
the guarantor ID card then the company HR prepare a guaranty contract in this form to sign: -
የዋስትና ውል ስምምነት
ዋስትና ሰጪ ------------ አድራሻ፡--------------- የስራ ቦታ /የስራ ሁኔታ ------------- የገቢ መጠን
---------------------
ዋስትና ተቀባይ፡--በሱፍቃድ ሰለሞን ጠቅላላ ስራ ተቋራጭ--------- አድራሻ፡ አ.አ ክ/ከተማ፡- የካ ወረዳ፡-

07 የቤት ቁጥር ፡-002
አንቀጽ 1 የዋስትና ውሉ ዓለማ
ዋስትና ተቀባይ ፡- በሱፍቃድ ሰለሞን ጠቅላላ ስራ ተቋራጭ እና አቡጃዋን በተለያየ የስራ ዘርፍ የተሰማራ
ድርጅት ሲሆን በድርጅቱ በ ------------ የስራ ዘርፍ ላይ የ ------------- ባለሙያ ቀጥሮ ለማሰራት በመወሰን
ባወጣው የስራ ቅጥር ማስታወቂያ አቶ/ ወ/ሮ /ወ/ሪት ----------- ተወዳድረው በማሸነፍ በ60 ቀን የሙከራ
ጊዜ ተቀጥረዋል፡፡ የዚህ ዋስትና ውል ዋና አላማ በዋስትና ተቀባይ ድርጅት ውስጥ በቋሚ ሰራተኝነት
የተቀጠሩት አቶ/ወ/ሮ/ወ/ሪት ---------------- በተቀጠሩበት የስራ መደብ ላይ በስራ ሃላፊነታቸው ምክንያት
በእጃቸው የገባን የዋስትና ተቀባይን ንብረት ለግል ጥቅማቸው ቢያውሉ ወይንም ሌላ ሰው እንዲጠቀምበት
ቢያደርጉ ወይንም ንብረቱን በቸልተኝነት እንዲጠፋ ወይንም እንዲወድም ቢያደርጉ ዋስትና ሰጪ በሰራጠኛው
ቦታ ተተክተው ለዋስትና ተቀባይ ሰራተኛው ያጠፉትን ወይንም ለግል ጥማቸው ያዋሉትን ወይንም 3ኛ ወገን
እንዲጠቀምበት ያደረጉትን የዋስትና ተቀባይ ንብረት ወይንም ገንዘብ መልሰው እንዲከፍሉ ወይንም እንዲተኩ
ለማስደረግ
ነው፡፡
አንቀጽ 2 የዋስትና ገንዘብ መጠን
ዋስትና ተቀባይ ዋስትና የገቡላቸው ሰራተኛ በዋስትና ተቀባይ ድርጅት ውስጥ ተቀጥረው ሲሰሩ ለሚያጎድሉት
ገንዘብ ወይንም ለግል ጥቅማቸው ላዋሉት
ወይንም 3ኛ ወገን አላግባብ እንዲጠቀምበት ላደረጉት ወይንም በቸልተኝነት እንዲወድም ወይንም እንዲጠፋ
ላደረጉት የዋስትና ተቀባይ ንብረት ወይንም ገንዘብ እስከ ጠፋው ገንዘብ ፤ ንብረት ወይም ለሚደርሰው ሌላ
ችግር ድረስ ሰራተኛውን ተክተው ለዋስትና ተቀባይ ለመክፈል ተስማምተዋል፡፡
አንቀጽ 3 የዋስትና ውሉ የቆይታ ጊዜ

3.1 ይህ የዋስትና ውል ጸንቶ የሚቆየው ሰራተኛው የስር ቅጥር ውል ጸንቶ ለሚቆይበት ጊዜ ብቻ ነው፡፡
3.2 በዚህ ውል አንቀጽ 3(1) የተጠቀሰው እንደተጠበቀ ሆኖ ሰራተኛው የስራ ውላቸው ከተቋረጠ በኋላ
በሚደረግ ምርመራ ሰራተኛው በስራ ላይ በነበሩበት ጊዜ የፈጸሙት ተግባር ከተገኘ ዋስትና ሰጪ ሰራተኛው
በስራ ላይ በነበሩት ጊዜ ለፈጸሙት ተግባር ሃላፊነት ለመውሰድ እና ተገቢውን ካሳ ሰራተኛውን ተክተው
ለዋስትና ተቀባይ ለመክፈል ወይንም ለመካስ ተስማምተዋል፡፡
አንቀጽ 4 የዋስትና ውሉ የተፈጻሚነት ወሰን
5.1 ይህ የዋስትና ውል ሰራተኛው ለተቀጠረበት መስሪያ ቤት የሚያገለግል ሲሆን በዚሁ መስሪያ ቤት

በደብዳቤ የስራ ዘርፍ ለውጥ እንዲሁም በእህት ኩባንያ ውስጥ ቢመደቡ ሊያገለግል ይችላል ፡፡
5.2 ዋስትና ሰጪ ሰራተኛው ለሚፈጽመው የወንጀል ተግባር የወንጀል ሃላፊነት የለበትም፡፡
አንቀጽ 6 የውሉ ተፈጻሚነት
ይህ ውል በዋስትና ሰጪ እና በዋስትና ተቀባይ ከተፈረመበት ቀን ጀምሮ የተቀጠረው ሰራተኛ በስራ ላይ

እስካለ ድረስ የጸና ይሆናል፡፡
አንቀጽ 7 ውል ስለመለወጥ
ይህንን ውል ለማሻሻል፣ ለመቀየር ወይንም ለመለወጥ የሚደረግ ማንኛውም ዓይነት ስምምነት በጽሁፍ
መደረግ አለበት፡፡ በጽሁፍ ያልተደረገ የውል ማሻሻል
ወይንም መቀየር ወይንም መለወጥ ተግባር ውጤት የለውም፡፡
የዋስትና ሰጪ ስም እና ፊርማ ስለ ዋስትና ተቀባይ ስም እና ፊርማ
ስም ---------------------------------- ስም ----------------------
ፊርማ----------- ሃላፊነት------------------
ፊርማ -----------
4.1.6.3. Probation contract: -

our company stage of hiring a new employee is prepare based on the Laboure proclamation no
1156\16 of Ethiopian law article 11 it’s about probation period, a worker may be employed for
testing his suitability to the position of work for not exceed of 60 days. so, 60-day probation
employee contract is prepared by the HR of the company. The sample is: -
ADDIS ABABA–ETHIOPIA
ቀን፡-
ቁጥር፡-
ለአቶ/ወ/ሮ/ወ/ሪት ፡-
አዲስአበባ
ጉዳዩ፡- የ60 ቀን ሙከራ ጊዜ ስለመስጠት
በበሱፍቃድ ሰለሞን ህንፃ ስራ ተቋራጭ ለመቀጠር ያቀረቡአቸው የትምህርት ማስረጃዎች

ከታዩና በድርጅቱም የቅጥር መመሪያ መሰረት አስፈላጊው የማጣራት ስራ ከተከናወነ በኋላ በ የስራ መደብ
እንዲሰሩ ለ60 ቀናት የሙከራ ግዜ ተቀጥረዋል፡፡
በተጨማሪም ለስራ መደቡ የተጣለብዎትን ሀላፊነት በግልፅነትና በተጠያቂነት ስሜት በብቃት

በመወጣት የሚያስመዘግቡት የስራ ውጤት የማንነትዎ መገለጫ መሆኑን ከወዲሁ ተገንዝበው ያላሰለሰ ጥረት
እንዲያደርጉ በመተማመን የቅጥር ውል እንዲደርስዎ አድርገናል፡፡
ከሰላምታ ጋር
ግልባጭ፡-
• ለፋይናስ ክፍል
• ለፕሮጀክት አስተባባሪ
• ለፋይል
4.1.6.4. Employment contract: -
then after 60-day probation period successfully completed the employee became a permanent
worker of the company, the HR administration of the company prepare an employee contract in this
form: -
አዲስ አበባ ቀን ፡-
ቁጥር ፡-
ለ_አቶ /ወ/ሮ/ወ/ሪት ፡-
ጉዳዩ፡-ቅጥር ውል ስምምነት
በበሱፍቃድ ሰለሞን ጠቅላላ ስራ ተቋራጭለመቀጠር በድርጅቱ የቅጥር መመሪያ መሰረት ከተቀጠሩ በኋላ
የተጣለብዎትን ሀላፊነት በግልፅነትና በተጠያቂነት ስሜት በብቃት በመወጣት የሚያስመዘግቡት የስራ ውጤት
የማንነትዎ መገለጫ ሙሆኑን ከወዲሁ ተገንዝበው ያላሰለሰ ጥረት እንዲያደርጉ በመተማመን የቅጥር ውል
ፈፅመዋል፡፡
1 የተቀጣሪው ስም የአባት ስም
2 የወንድ አያት ስም _______ ____የተወለደበት ቀን እና አ.ም ____________________
3 የመኖርያ አድራሻ______ ____ክ/ከተማ የካ ወረዳ___ የቤት ቁጥር______

_________ ስልክ ቁጥር___ ___
4 የቅርብ ተጠሪ ክ/ከተማ __ ______ ወረዳ__ ___ የቤት

ቁጥር_____________
5 ስልክ ቁጥር__ የትምህርት ደረጃ ፊርማ _______________________
6 ሙሉ ስም__ ___የስራ ልምድ የተቀጠረበት የስራአይነት .
7 ደሞዝ____ የተቀጠረበት የስራ ቦታ የተቀጠረበት ቀንና ዓ.ም
8 በአሰሪ እና ሰራተኛ አዋጅ ቁጥር 1159/16 መሰረት በቋሚነት የተቀጠሩ መሆኑን አምነው እና ፈቅደው
ፈርመዋል፡፡
9 ድርጅቱ ሰራተኛውን በልዩ ልዩ ምክንያት ሲቀንስ ወይም ስራው ሲያልቅ የሚሰናበትበት ወቅትወይም
ሰራተኛው በራሱ ፍላጎት ስራውን ለማቆም የፈለገ እንደሆነ የተረከበውንማንኛውንም የድርጅቱን
ንብረት/መሳሪያ/ገንዘብና ሃላፈነት ካስረከበ በኋል በአሰሪና ሰራተኛ አዋጅ ቁጥር 1159/16 ድንጋጌዎች
መሰረት ይሰናበታል፡፡
10 የስራው ውጤት ከሚጠበቀው በታች መሆን፣ የስራ ዲሲፕሊን ማጣት፣ የድርጅቱን የውስጥ ደንብና
መመርያ ያለማክበር እንዲሁም በአሰሪና ሰራተኛ አዋጅ ቁጥር 1159/16 የተዘረዘሩትን አግባብ ያልሆኑ
ድርጊቶች መፈጸምና የመሳሰሉት ያለ አንዳች ማስጠንቀቂያ እንደሚሰናበት ተቀጣሪ ተስማምቶ ፈርሟል፡፡
11 ሰራተኛው ድርጅቱ ንብረት ላይ በቸልተኝነትና አግባብ ባልሆነ ሁኔታ ለሚያደርሰው ጉዳት ድርጅቱ
ያወጣውን ወጪ ለመክፈል/ ለመተካት ከወር ደመወዙ ላይ እየተቆረጠ በአዋጅ ቁጥር 1159/16 ድንጋጌ
መሰረት ለድርጅቱ ገቢ እንዲሆን ተስማምቶ ፈርሟል፡፡
12 ሰራተኛው ቅድሚያ ማስጠንቀቅያ ሳይሰጡ ቢሄዱ ወይም ቢሰናበቱ በአሰሪና ሰራተኛ አዋጅ ቁጥር
1159/16 መሰረት ከአንድ ወር ደመውዝ ያላነሰ ለድርጅቱ ገቢ ለማድረግ እና የደረሰውን ኪሳራ ሊሸፍኑ
ተስማምተዋል፡፡ እንዲሁም በየጊዜው ለሚወጡ የድርጅቱ ደንብና መመሪያ እንዲሁም አሰራር ተገዥ
ይሆናል፡፡
የተቀጣሪ ስምና ፊርማ የአስተዳደር/የድርጅቱ ተወካይ ስም
ስም፡-__________________ ስም፡------------------------
ፊርማ____ ፊርማ: - -----------------
ምስክር
1.ስም _______________________ፊርማ _______________________

2.ስም _______________________ፊርማ ___________________________
practices for employee personnel files
Maintaining employee personnel files can be a complex task. Implement these practices to keep
files organized. Based on the check list of HR the new hire employee document collect and file on
a proper way.
Date sign of
No Check list item completed HR
1 Curriculum vitae (CV)
2 Application letter
3 Document of employee
4 Job description
5 ID of employee
6 60day probation letter
7 Guarantee letter
8 Guarantee ID
9 Guarantee contract
10 Employee contract
Employee information
1 Name of employee
2 Department
3 Start date
1. Create a personnel file policy
Define your personnel file practices in a written policy. Include the documentation that goes into
the files and how long you’ll keep it as well as file disposal methods. Discuss how you’ll store the
paperwork to ensure it stays secure, including how you’ll restrict access. The policy should also
cover who can access employee files and for what reasons.
2. Go through records annually
A few days or weeks each year to organize, update and dispose of outdated employee records.
Companies must maintain personnel files for a designated period after an employee leaves their
position. However, every document in the employee personnel file has a certain storage
requirement. State and federal regulations dictate this period for specific documents. Regularly
reviewing inactive files can help keep paperwork organized and safely maintained.
3. Code files
Review the rules regarding personnel files that apply to the company. Code the documents in
personnel files by the length of time you have to maintain them to help with the annual disposal of
old files. Coding documents when they’re created saves time when reviewing what to keep and
what to destroy. Shred files that are coded for disposal to protect the personal information on the
documents.
4. Create a summary sheet
When an employee leaves their position, their employee filing becomes inactive. At this point,
create a summary sheet of the contents based on the length of time you must keep each document.
This way, information can be quickly accessed if requested without wasting time reviewing the
entire personnel file.
An employee’s personnel file contains a variety of documents related directly to the job and their
employment status. Exactly what’s included depends on the employee and the specifics of the
position. The paperwork usually falls into certain categories, including employment history,
performance and development, and termination. Here are some of the most common documents
found in a personnel file:
• Curriculum vitae (CV)

• Application letter
• Document of employee
• Job description
• ID of employee
• 60day probation letter
• Guarantee letter
• Guarantee ID
• Guarantee contract
• Employee contract
• Employee performance evaluation
• Permission letters
• Warning letters
• Other personal information of employee
4.2. Performance management
Performance management is about setting clear and measurable objectives for work, and is an
important managerial and human resource tool. A well-run performance management system will
provide staff with clear objectives for their job, and plenty of opportunities for feedback and
discussion with their supervisor.
The performance management process or cycle is a series of five key steps. These steps are
imperative, regardless of how often you review employee performance.
4.2.1. Planning
This stage entails setting employees’ goals and communicating these goals with them. While these
goals should be disclosed in the job description to attract quality candidates, they should be
communicated once again when the candidate becomes a new hire. Depending on the performance
management process in your organization, you may want to assign a percentage to each of these
goals to be able to evaluate their achievement.
4.2.2. Monitoring
In this phase, managers are required to monitor the employee’s performance on the goal. This is
where continuous performance management comes into the picture. With the right performance
management software, you can track your team’s performance in real-time and modify and correct
course whenever required.
4.2.3. Developing
This phase includes using the data obtained during the monitoring phase to improve the
performance of employees. It may require suggesting refresher courses, providing an assignment
that helps them improve their knowledge and performance on the job, or altering the course of
employee development to enhance performance or sustain excellence.
4.2.4. Rating
Each employee’s performance must be rated periodically and then at the time of the performance
appraisal. Ratings are essential to identify the state of employee performance and implement
changes accordingly. Both peers and managers can provide these ratings for 360-degree feedback.
The rating procedure in the company should be: -
4.2.4.1. Key Performance Indicators (KPIs)
KPI are the critical (key) quantifiable indicators of progress toward an intended result. KPIs provide
a focus for strategic and operational improvement, create an analytical basis for decision making
and help focus attention on what matters most. Managing with the use of KPIs includes setting
targets (the desired level of performance) and tracking progress against those targets.
Managing with KPIs often means working to improve performance using leading indicators, which
are precursors of future success, that will later drive desired impacts indicated with lagging
measures.
Attracting, nurturing, and retaining the right talent is the backbone of a thriving enterprise.
However, it's not just about hiring employees; it's about harnessing the power of data to optimize
your human resources enter HR Metrics and Key Performance Indicators (KPIs)! Before we dive
in, let's demystify the concept of KPIs. Key Performance Indicators (KPIs) are quantitative
measures that evaluate an organization's progress towards achieving its goals and objectives. In
HR, these metrics are invaluable tools that empower strategic decision-making and unlock deeper
insights into your workforce's contribution to your company's objectives.
HR KPIs act as your guiding stars, aligning your workforce strategies with your overarching goals.
From employee turnover to absenteeism rates, these KPIs offer you a panoramic view of your HR
landscape, enabling you to identify areas for improvement and maximize your human capital's
potential.
HR KPIs
1.Employee Turnover: A low turnover rate indicates your ability to retain talent, reducing
the costs and disruptions associated with hiring replacements.
2.Rate of Absenteeism: Track absenteeism to assess employee motivation and the overall
well-being of your workforce.
3.Duration in the Position: Encourage growth and recognition to foster employee loyalty
and curb turnover.
4.Education & Training: Empower your employees through training, elevating their skills
and driving productivity.
5.Employee Productivity: Measure task efficiency to optimize performance and identify

areas for improvement.
6.Cost Per Hire: Talent acquisition investments impact your company's growth and bottom
line assess their effectiveness.
7.Employee Satisfaction: Happy employees drive organizational success address their

needs to boost engagement and productivity.
2.2.4. Rewarding
Recognizing and rewarding good performance is essential to the performance management process,
as well as an important part of employee engagement. You can do this with a simple thank you,
social recognition, or a full-scale employee rewards program that regularly recognizes and rewards
excellent performance in the organization.
4.3. Stay interview by HR
Contrary to popular belief, a stay interview isn’t a one-on one conversation where you attempt to
convince a departing employee to stay. Rather, a stay interview is an in-person meeting with a long-
term, high-performing employee in which you attempt to uncover the parts of their role and your
company that keep them coming back every day. It is also a way to figure out what might make a
great employee move on.
A stay interview is just as, if not more, important than an exit interview. Stay interviews are
conducted with enough time to identify and correct a problem. Exit interviews, on the other hand,
occur when an employee is headed out the door.
When done correctly, stay interviews can have an extremely positive impact on your employee
retention rate. The key is to use the information you collect from stay interviews. Failing to act on
what your employees have to say will make you appear disingenuous and cheapen the value of stay
interviews. Your team members took the time to share their honest feedback, and it’s your
responsibility to try to make improvements.
Moreover, stay interviews are a useful engagement strategy. By identifying pain points before they
become full-blown problems, you can improve your work environment to retain great employees.
When done correctly, stay interviews can have an extremely positive impact on your employee
retention rate. They are a beneficial engagement tactic coupled with employee engagement surveys
and other tools for tracking engagement.
The stay interview questions are: -

➢ WHAT DO YOU DISLIKE ABOUT WORK EVERY DAY?
The goal of a stay interview is not only to figure out what your people like about working for you,
but to uncover any grievances they have that could compel them to look elsewhere for employment.
➢ WITHIN THE PAST YEAR, WHAT WAS A DAY THAT CAUSED YOU
ANXIETY OR FRUSTRATIONS?
Answers to this question will help identify standout and serious problems for your team members.
Then, ask if the employee can explain the source of their frustration within the situation. Once
they’ve explained the cause, ask them about the solution: Can you pinpoint what eventually
occurred to help alleviate your stress? This series of questions will target what might make
employees want to leave and what keeps them around.
➢ WITHIN THE PAST YEAR, WHAT WAS A “GOOD DAY”?
As an alternative to the previous question, asking about a recent good day at work will provide
insight into what the employee enjoys about their job. They may define a good day as when they
were recognized for their success on a project.
➢ WHAT DO YOU THINK ABOUT ON YOUR WAY TO WORK?
A response to this question will help illustrate the employee’s shift in mindset when they’re headed
into the office. Ideally, if they’re happy at work and excited about their job, their thoughts will be
positive. Or, they may not even think about work. A cause for concern is when the employee has
negative thoughts or a sense of dread while headed to work.
2.3. Permission letter form
A permission letter is an official or formal letter written to seniors or managers asking for a certain
grant like a leave. The letter may be for several purposes such as asking, permission for a field visit
by an employee, permission to the personal case and so on.
Usually, the request for a grant of favor is done to the higher authorities who hold the power to
grant the request made. The purpose for requesting permission could be anything, words that could
depict the purpose of the letter our company permission letter sample is:-
2.5.1. Annual leave request form: -

የሰራተኛ የዓመት ፍቃድ መጠየቂያ ቅጽ
1. በሰራተኛዉ የሚሞላ
• የሰራተኛዉ ሙሉ ስም -------------------------------------------------
• አድራሻ፡- -------------- ክ/ከተማ ----------------ወረዳ --------------የቤቁ--------
• የስራ ዘርፍ -------------------------------------------
• የአመት እርፍት ሰራተኛዉ የፈለገበት ምክንያት በህመም--------- በወሊድ----ጋብቻ ------- በሌላ
ምክንያት -------------------------------------------------------
• የአመት ፍቃድ የሚፈልጉበት ቀን --------------------------------------------
• የአመት ፍቃድ የሚያበቃበት ቀን --------------------------------------------
• የአመት ፍቃድ በድምሩ ------------------------------- ቀን እንዲሰጠኝ እፈላጋለዉ፡፡
• የሰራተኛ ፊርማ ----------------------- ቀን -----------------------------------
2. በቅርብ አለቃ የሚሞላ
• የጠየቁት ፍቃድ ለ--------------------------------- ቀን ብቻ ተፈቅዶል፡፡
• ፍቃዱበ-------------------------------------------------------------ምክንያት መሰጠት
አልተቻለም ፡፡
• የኃላፊዉ ስም -------------------------------------------
ፊርማ ---------------------- ቀን---------------------------
3. በሰዉ ሀብት አስተዳደር ባለሙያ የሚሞላ
• ሰራተኛዉ የአመት ፍቃድ የሚወስድበት 2015 ዓ.ም-------------
2016 ዓ.ም------------
• በድምሩ ለ------------ቀን ሲሆን አሁን የሚወስዱት------------------------------- ቀን እስከ ------
------------------------- ነዉ፡፡
• ፍቃዳቸዉን ጨርሰዉ ወደ ስራ የሚመለሱበት ቀን----------------------------- መሆኑም
እናረጋግጣለን ፡፡
• ያረጋገጠዉ ሰራተኛ ስም------------------------------------ ፊርማ -------------- ቀን -----------
--------------
• 4. በስራ አስኪያጅ የሚሞላ
• በሰራተኛዉ ጥያቄ መሰረት የተሰጠዉ የአመት ፍቃድ ከ-------------- --------------እስከ--
-------------------------------- ቀን ፍቃድ ተሰጥቷል፡፡
• ፍቃዱ የሚያበቃበት ቀን --------------------------------------
• ያረጋገጠዉ ኃላፊ ስም----------------------------------- ፊርማ -----------
ቀን----------------------------------
ግልባጭ ለሰዉ ሀይል አስተዳደር
ለፋይናንስ አስተዳደር
2.5.2. Leave of absence request form: -
የሰራተኛ እረፍት መጠየቂያ ቅፅ

1.በሰራተኛዉ የሚሞላ
➢ የሰራተኛሙሉ ስም ……………………………………………………….
➢ የሰራተኛዉ የስራ ዘርፍ ……………………………………………
➢ እረፍት የጠየቀበት ምክንያት …………………………………………………
➢ እረፍት የሚፈልጉት ሙሉ ቀን ………………………. ግማሽ ቀን ……………………
➢ እረፍት የፈለጉበት ቀን…………………………እስከ…………………………..ቀን
➢ እረፍት የሚያበቃበት ቀን……………………………………………….
➢ እረፍት የጠየቀዉ ሰራተኛ ስም …………………………
ፊርማ ………………………
ቀን …………………………
2. በሰዉ ሀብት አስተዳደር ባለሙያ የሚሞላ
➢ የጠየቁት ፍቃድ ለ……………………ቀን ተፈቅዶል፡፡
➢ ፍቃዱ ………………………………………………………………. ምክንያት
አልተፈቀደም ፡፡
➢ ያረጋገጠዉ ሰራተኛ ስም……………………………
ፊርማ ……………………….
ቀን …………………………
ያረጋገጠዉ ስራ አስኪያጅ
ስም……………………………
ፊርማ ……………………
4.4. WARNING LETTER
the purpose of issuing a warning letter is to encourage employee to follow the code of conduct
and to let know the employee to be in discipline and know what impact their miss conduct can
have on their work and company culture. So If an employee fails to be on the best position on or
fails to perform his/her duties or fails to respect company regulation a warning letter including of
termination of employment contract is prepared by HR department based on the case committed
by the employee there is a company rule which already prepared as a table that explain what
nonperformance cause what punishment so based on it the HR department prepare a warning
letter up to termination of contract based on the punishment range table:-
}. ¾Y’-Y`¯ƒ እÙÍ ›¨dcÉ Å[Í-‹
l ¾Øóƒ ¯Ã’„‹ 1— 2— 3— 4— 5—
1.6 ðnÉ dÁÑ˜ ŸY^ xታ ”w[ƒ ¾¨cÅ ¨ÃU ¾c[k
e”wƒ
1.7 K^c< ¨ÃU ¾K?Lc¨< wMêÓ“ uShƒ uÉ`Ï~
”w[ƒ ¨ÃU Ñ”²w ›LÓvw SÖkU e”wƒ
4.8 KY^ SÑMÑÁ ¾}cÖ¨<” ¾É`Ï~” Sd]Á /°n/ ¾êG<õ TeÖ”kmÁ ¾3 k“ƒ ÅS¨´ p×ƒ“
u›Óvu<“ uØ”no ÁMÁ² ¾êG<õ TeÖ”kmÁ e”wƒ
1.9 J” wKA u’ÇÏ TÅÁ ›ÖÑw ¨ÃU uK?L uእdƒ ¾SÚ[h ¾êG<õ c”wƒ
}k××Ã ¾J’< ”w[„‹ uT>Ñ–<uƒ SÒ²•‹፣ TeÖ”kmÁ
¨²}. ›µvu= c=Ò^ ÁÖ?c ¨ÃU እdƒ Á’ÅÅ
1.10 J” wKA •^c< •ÁiŸ[Ÿ[ እ”Ç=cûƒ ¾}SÅuKƒ” ¾SÚ[h ¾êOõ
}iŸ`µ] KK?L c¨< ¾cÖ ¨ÃU c=Áe’Ç ¾}Ñ– TeÖ”kmÁ e”wƒ
1.11 J” wKA ¨ÃU u†M}˜’ƒ u^c< Øóƒ ¾SÚ[h ¾êOõ uÓß~ U¡”Áƒ
¾}SÅuKƒ” }iŸ`µ] ¾ÑÚ ¨ÃU ÁeÑÚ“ ÁuLg TeÖ”kmÁ“ KØÑ“ ¾¨×¨<” ¨Ü ŸõKA
¾¨×¨<” ¨Ü ¾ŸõLM e”wƒ
1.12 ›”É g<ô` ¾}SÅuuƒ” }iŸ`µ] K^c< ØpU ¾ 5 k” ÅS¨´ p×ƒ“
›LÓvw ›¨<KA c=Ñ˜ ¾SÚ[h ¾êOõ e”wƒ
TeÖ”kmÁ
1.13 W^}—¨< ¾}SÅuuƒ” Y^ KTŸ“¨” ‹KAታ¨< ¾nM TeÖ”kmÁ e”¾êG<õ TeÖ”kmÁ ¾SÚ[h ¾êG<õ
k”f c=Ñ˜ ¨ÃU ŸvÉ †M}˜’ƒ Ád¾ TeÖ”kmÁ e”wƒ
1.14 J” wKA ¾É`Ï~” IM¨<“ ›ÅÒ LÃ ¾T>ØM ¾ 2 k” ÅS¨´ p×ƒ“
¾Gcƒ ¨_ c=Á¨^“ c=Áe¨^ ¾}Ñ– ¨ÃU ¾SÚ[h ¾êOõ e”wƒ
T>eÖ=^- S[Í ¾cÖ TeÖ”kmÁ •እ”Å’Ñ\
¡wÅƒ e”wƒ
1.15 እ”ÅØó~ ¡wÅƒ uY^¨< LÃ ¾TታKM ¨ÃU ¾SÚ[h ¾êG<õ
¾Tßuù` }Óv` SðçU TeÖ”kmÁ (e”wƒ) e”wƒ
1.16 uc¯ƒ ò`T LÃ KK?KA‹ uTeScM ¾ð[S ¨ÃU ¾SÚ[h ¾êG<õ
¾k] UM¡ƒ u}Å[Ñuƒ LÃ ÅMµ ¾ð[S TeÖ”kmÁ e”wƒ
1.17 c’É c=²`´ ¨ÃU c=ÅM´ ¾}Ñ– ¨ÃU ƒ¡¡M ¾SÚ[h ¾êG<õ
ÁMJ’ ¾Ue¡` ¨[kƒ Ák[u TeÖ”kmÁ (•እ”Å’Ñ\ e”wƒ
¡wÅƒ e”wƒ)
1.18 W^}—¨< ¾Á²¨< ¾Y^ SÅw uum U¡”Áƒ ¾SÚ[h ¾êOõ
c=²[´“ Ÿ›”É ¾Y^ ¡õM ¨Å K?L ¾Y^ ¡õM TeÖ”kmÁ e”wƒ
H@Ê እ”Ç=c^ c=ታ²´ ðnÅ— ÁMJ’
uG<K}— Øóƒ ŸY^ ¾T>Ác“w~ É`Ñ>„‹
}. ¾Øó~ ¯Ã’ƒ ¾Y’-Y`¯ƒ እÙÍ ›¨dcÉ Å[Í-‹

l 1— 2—
1 uu=a ¨ÃU uÉ`Ï~ pØ` Óu= ¨<eØ uÖw ›Ý]’ƒ ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f ¾SÚ[h ¾îOõ e”wƒ
¾}ÅvÅu TeÖ”kmÁ
2 ¾Å”u™‡” ¨ÃU ¾É`Ï~” W^}™‹ uSX]Á Áeð^^ ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f ¾SÚ[h ¾îOõ e”wƒ
TeÖ”kmÁ
3 ÁK um UŸ”Áƒ u}ŸታታÃ K 4 ¾Y^ k“ƒ ¾k[ ÁMcûƒ” k” ÅS¨²<“ }ÚT] ¾¨` ÅS¨²< 20% K›”É e”wƒ
Ñ>²? }k”f ¾SÚ[h ¾îOõ TeÖ”kmÁ
4 É`Ï~” dÁeðpÉ ¾É`Ï~” ”w[ƒ KÓM ¨ÃU ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f ¾SÚ[h ¾îOõ e”wƒ
Kfe}— ¨Ñ” ØpU ÁªK TeÖ”kmÁ
5 ueµ` ¨ÃU ›ዕUa” uT>ÁÅ’´²< ዕë‹ }S`µ uY^ ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f ¾SÚ[h ¾îOõ e”wƒ
xታ ¾}Ñ–“ u}SÅuuƒ Y^ LÃ }˜„ ¾}Ñ– TeÖ”kmÁ
6 KS•]Á’ƒ ¾}cÖ¨<” ¾É`Ï~” u?ƒ K”ÓÉ }Óv` ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f ¾SÚ[h êOõ e”wƒ
TªM ¨ÃU KK?L feƒ— ›µM TŸ^¾ƒ TeÖ”kmÁ
7 UýaË¡ƒ ¨ÃU uÉ`Ï~ pØ` Óu= lT` c=Ý¨ƒ ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f ¾SÚ[h ¾îOõ e”wƒ
¾}Ñ– TeÖ”kmÁ
8 ŸÉ`Ï~ ¾}íð ÅwÅu? ›MkuMU ¨ÃU KØÁo ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f ¾SÚ[h ¾îOõ e”wƒ
›Mk`wU ÁK c^}— TeÖ”kmÁ
9 ¾iõƒ W^}— KkÁ]¨< dÁe[¡w ¾¨× ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f ¾SÚ[h ¾îOõ e”wƒ
10 u}SÅuuƒ Y^ LÃ ¾T>ðKÓuƒ” ¾Y^ É`h J” ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f ¾SÚ[h ¾îOõ e”wƒ
wKA ÁM}¨× TeÖ”kmÁ
11 uÉ`Ï~ ¨<eØ Å”u™‹” J’ wKA ÁkKK ¨ÃU ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f ¾SÚ[h ¾îOõ e”wƒ
ÁS“Úk ¾ƒ°u=ƒ ¨ÃU ¾eÉw ›’ÒÑ` ¾c’²[ TeÖ”kmÁ
12 Ÿ}cTûƒ SeS` ¨<Ü ¾É`Ï~” SŸ=“ c=ÁiŸ[¡` ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f K›”É Ñ>²? ¾êG<õ e”wƒ
¾}Ñ– g<ô` TeÖ”kmÁ
}.l ¾Y’-Y`¯ƒ እÙÍ ›¨dcÉ Å[Í-‹
¾Øóƒ ¯Ã’„‹ 1— 2— 3— 4—
1.19 uY^ LÃ c¡a ¨ÃU ›ዕUa ¾T>ÁÅ’´´ ዕê e”wƒ
ëÊ ¾}Ñ–
1.20 እU’ƒ uTÑ<ÅM ¾É`Ï~” Ñ”²w ¨ÃU ”w[ƒ e”wƒ
KÓK< ¨ÃU K3— ¨Ñ” ØpU TªM
1.21 ¾É`Ï~ SÅu— W^}— J• uÉ`Ï~ ¾Y^ c¯ƒ e”wƒ
KK?L É`Ïƒ c=c^ ¾}Ñ–
1.22 S”Í ðnÉ dÃ•[¨< ¾É`Ï~” }iŸ`µ]
c=Á”kdpe ¾}Ñ– ¾SÚ[h ¾êOõ e”wƒ
TeÖ”kmÁ
1.23 S”Í ðnÉ u=•[¨<U dÃðkÉKƒ ¨ÃU
dÃSÅwKƒ ¾É`Ï~” }iŸ`µ] c=’Ç ¾Ñ– ¾SÚ[h ¾êOõ e”wƒ
TeÖ”kmÁ
1.24 ýaË¡~ eK UÓw u?ƒ“ µUý ›e}ÇÅ` Á¨×¨<” •እ”Å Øó~ ¡wÅƒ ¾êG<õ እ”ÅØó~ ¡wÅƒ
¾¨<eØ S}ÇÅ]Á Å”w Øf ¾}Ñ– TeÖ”kmÁ ¨Ã”U e”wƒ ¾SÚ[h ¾êG<õ e”wƒ
TeÖ”kmÁ
/e”wƒ/
1.25 ¾É`Ï~” ¨ÃU ¾Å”u—” °n uT>ÕÕúƒ Ñ>²? KÅ[c¨< Øóƒ ¨ÃU Ñ<ÉKƒ KÅ[c¨< Øóƒ ¨ÃU
Kዕn¨< ¾T>ÁeðMÑ¨<” Ø”no vKTÉ[Ó Øóƒ }ÖÁm J• እ”ÅØó~ Ñ<ÉKƒ }ÖÁm J•
¨ÃU Ñ<ÉKƒ ÁÅ[c ¡wÅƒ ¾3 k” ÅS¨´ •”ÅØó~ ¡wÅƒ e”wƒ
p×ƒ“ ¾SÚ[h ¾êOõ
TeÖ”kmÁ
1.26 ŸÉ`Ï~ ›e}ÇÅ` ¾c¨< ኃÃM MTƒ SU]Á ¾SÚ[h ¾êOõ
ðnÉ dÁÑ˜ uÉ`Ï~ pØ` Óu= Teታ¨mÁ ¾KÖð ¾êOõ TeÖ”kmÁ TeÖ”kmÁ e”wƒ
1.27 K›Øò‹ }vv] J• ¾}Ñ– ¨ÃU uSÅu— ¾Øó~ ¡wÅƒ }S³´• ¾Øó~ ¡wÅƒ }S³´•
Y^¨< LÃ uÅM SW^~” •Á¾“ •Á¨k ¾êOõ TeÖ”kmÁ /e”wƒ/ ¾SÚ[h ¾êG<õ e”wƒ
KT>SKŸ}¨< ÁLd¨k TeÖ”kmÁ /e”wƒ/
1.28 É`Ï~ ¨ÅK?L xታ c=³¨` ¨ÃU c=²Ò W^}—¨<
¨Å›Ç=c< xታ }³¨<a KSY^ƒ ðnÅ— ÁKSJ” ¾SÚ[h ¾êOõ e”wƒ
TeÖ”kmÁ
1.29 u^c< IÃ¨ƒ“ Ö?”’ƒ LÃ ›ÅÒ” dÁeŸƒM ¾Øó~ ¡wÅƒ }S³´• ¾Øó~ ¡wÅƒ }S³´•
uY^¨< xታ uIÃ¨ƒ“ u”w[ƒ LÃ ›ÅÒ c=Åè ¾êG<õ TeÖ”kmÁ /e”wƒ/ ¾SÚ[h ¾êG<õ e”wƒ
¨ÃU ›eÑ> G<’@ታ c=ðÖ` }Ñu=¨<” •`Çታ ÁMcÖ TeÖ”kmÁ /e”wƒ/
1.30 ^c<”U J’ ¾Y^ ÕÅ™‡” ›ÅÒ LÃ ¾T>ØM ¾Øó~ ¡wÅƒ }S³´• ¾Øó~ ¡wÅƒ }S³´•
¨ÃU ¾É`Ï~” ØpU ¾T>’" G<’@ታ c=ÁÒØS¨< ¾êG<õ TeÖ”kmÁ /e”wƒ/ ¾SÚ[h ¾êG<õ e”wƒ
¨Ç=Á¨<’< ÁLd¨k TeÖ”kmÁ /e”wƒ/
ufe}— Øóƒ ŸY^ ¾T>Ác“w~ É`Ñ>„‹
}. ¾Øó~ ¯Ã’ƒ ¾Y’-Y`¯ƒ እÙÍ ›¨dcÉ Å[Í-‹

l 1— 2— 3—
1 ¾S”Í ðnÆ u¨p~ dÁÉe k`„ ¾¨` ÅS¨²< 10% K›”É Ñ>²? }k”f u 5 ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f e”wƒ
¾É`Ï~” e^ እ”Ç=uÅM ÁÅ[Ñ g<ô` k“ƒ ¨<eØ S”Í ðnÆ” እ”Ç=ÁdÉe“ ¾SÚ[h ¾îOõ TeÖ”kmÁ
¾SËS]Á ¾îOõ TeÖ”kmÁ
2 uØun Y^ LÃ }SÉx ¾k[ ¾Øun ¾k[uƒ k” ÅS¨´“ u}ÚT] 10% K›”É ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f e”wƒ
W^}— Ñ>²? }k”f ¾SËS]Á ¾êG<õ TeÖ”kmÁ ¾SÚ[h ¾îOõ TeÖ”kmÁ
3 KY^ ¾}cÖ<ƒ” °n‹ ¾¨` ÅS¨²< 10% K›”É Ñ>²? }k”f ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f e”wƒ
SX]Á‹”“ c’Ê‹” ÁK ›Óvw ÁvŸ’ ¾SÚ[h ¾îOõ TeÖ”kmÁ ¾SÚ[h ¾îOõ TeÖ”kmÁ
¨ÃU ÁuLg
4 ÁKum U¡”Áƒ Ÿ 1-3 ¾e^ k“ƒ ÁMcûƒ k” ÅS¨´“ u}ÚT] ¾¨` ÁMcûƒ” k” ÅS¨²<“ }ÚT] ¾¨` e”wƒ
u}ŸታታÃ ŸY^ ¾k[ ÅS¨²< 5% K›”É Ñ>²? }k”f ¾SËS]Á ÅS¨²< 10% K›”É Ñ>²? }k”f
¾îG<õ TeÖ”kmÁ ¾SÚ[h ¾îOõ TeÖ”kmÁ
5 KØun ›ÑMÓKAƒ ¾}cÖ¨<” Ÿ 5 ¾¨` ÅS¨²< 10% }k”f ¾SËS]Á ¾îOõ ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f e”wƒ
ØÃƒ uLÃ ¾×K ¨ÃU ÁÔÅK TeÖ”kmÁ }cÖ„ ¾ØÃ~ ªÒ ÃŸõLM:: ¾SËS]Á ¾îOõ TeÖ”kmÁ
ÃcÖªM u}ÚT]U ¾ØÃ~” ªÒ
ÃŸõLM::
6 ŸY^ Ò` u}ÁÁ² የኃLò¨<” ƒ°³´ ¾¨` ÅS¨²< 10% K›”É Ñ>²? }k”f ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f e”wƒ
ÁKum U¡”Áƒ ÁM}kuK ¾SËS]Á ¾îOõ TeÖ”kmÁ ¾SÚ[h êOõ TeÖ”kmÁ
7 uØun Y^ LÃ ¾}cT^ W^}— ¾¨` ÅS¨²< 10% K›”É Ñ>²? }k”f ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f e”wƒ
ŸSÅu— ¾É`Ï~ Y^ c¯ƒ ¨<ß ¾SËS]Á ¾îOõ TeÖ”kmÁ ¾SÚ[h ¾îOõ TeÖ”kmÁ
ÁKðnÉ c¨< uÉ`Ï~ pØ` Óu=
›eÑw„ ¨ÃU ›dÉa ¾}Ñ–
}.l ¾Y’-Y`¯ƒ እÙÍ ›¨dcÉ Å[Í-‹
¾Øóƒ ¯Ã’„‹ 1— 2— 3— 4—
1.19 uY^ LÃ c¡a ¨ÃU ›ዕUa ¾T>ÁÅ’´´ ዕê e”wƒ
ëÊ ¾}Ñ–
1.20 እU’ƒ uTÑ<ÅM ¾É`Ï~” Ñ”²w ¨ÃU ”w[ƒ e”wƒ
KÓK< ¨ÃU K3— ¨Ñ” ØpU TªM
1.21 ¾É`Ï~ SÅu— W^}— J• uÉ`Ï~ ¾Y^ c¯ƒ e”wƒ
KK?L É`Ïƒ c=c^ ¾}Ñ–
1.22 S”Í ðnÉ dÃ•[¨< ¾É`Ï~” }iŸ`µ]
c=Á”kdpe ¾}Ñ– ¾SÚ[h ¾êOõ e”wƒ
TeÖ”kmÁ
1.23 S”Í ðnÉ u=•[¨<U dÃðkÉKƒ ¨ÃU
dÃSÅwKƒ ¾É`Ï~” }iŸ`µ] c=’Ç ¾Ñ– ¾SÚ[h ¾êOõ e”wƒ
TeÖ”kmÁ
1.24 ýaË¡~ eK UÓw u?ƒ“ µUý ›e}ÇÅ` Á¨×¨<” •እ”Å Øó~ ¡wÅƒ ¾êG<õ እ”ÅØó~ ¡wÅƒ
¾¨<eØ S}ÇÅ]Á Å”w Øf ¾}Ñ– TeÖ”kmÁ ¨Ã”U e”wƒ ¾SÚ[h ¾êG<õ e”wƒ
TeÖ”kmÁ
/e”wƒ/
1.25 ¾É`Ï~” ¨ÃU ¾Å”u—” °n uT>ÕÕúƒ Ñ>²? KÅ[c¨< Øóƒ ¨ÃU Ñ<ÉKƒ KÅ[c¨< Øóƒ ¨ÃU
Kዕn¨< ¾T>ÁeðMÑ¨<” Ø”no vKTÉ[Ó Øóƒ }ÖÁm J• እ”ÅØó~ Ñ<ÉKƒ }ÖÁm J•
¨ÃU Ñ<ÉKƒ ÁÅ[c ¡wÅƒ ¾3 k” ÅS¨´ •”ÅØó~ ¡wÅƒ e”wƒ
p×ƒ“ ¾SÚ[h ¾êOõ
TeÖ”kmÁ
1.26 ŸÉ`Ï~ ›e}ÇÅ` ¾c¨< ኃÃM MTƒ SU]Á ¾SÚ[h ¾êOõ
ðnÉ dÁÑ˜ uÉ`Ï~ pØ` Óu= Teታ¨mÁ ¾KÖð ¾êOõ TeÖ”kmÁ TeÖ”kmÁ e”wƒ
1.27 K›Øò‹ }vv] J• ¾}Ñ– ¨ÃU uSÅu— ¾Øó~ ¡wÅƒ }S³´• ¾Øó~ ¡wÅƒ }S³´•
Y^¨< LÃ uÅM SW^~” •Á¾“ •Á¨k ¾êOõ TeÖ”kmÁ /e”wƒ/ ¾SÚ[h ¾êG<õ e”wƒ
KT>SKŸ}¨< ÁLd¨k TeÖ”kmÁ /e”wƒ/
1.28 É`Ï~ ¨ÅK?L xታ c=³¨` ¨ÃU c=²Ò W^}—¨<
¨Å›Ç=c< xታ }³¨<a KSY^ƒ ðnÅ— ÁKSJ” ¾SÚ[h ¾êOõ e”wƒ
TeÖ”kmÁ
1.29 u^c< IÃ¨ƒ“ Ö?”’ƒ LÃ ›ÅÒ” dÁeŸƒM ¾Øó~ ¡wÅƒ }S³´• ¾Øó~ ¡wÅƒ }S³´•
uY^¨< xታ uIÃ¨ƒ“ u”w[ƒ LÃ ›ÅÒ c=Åè ¾êG<õ TeÖ”kmÁ /e”wƒ/ ¾SÚ[h ¾êG<õ e”wƒ
¨ÃU ›eÑ> G<’@ታ c=ðÖ` }Ñu=¨<” •`Çታ ÁMcÖ TeÖ”kmÁ /e”wƒ/
1.30 ^c<”U J’ ¾Y^ ÕÅ™‡” ›ÅÒ LÃ ¾T>ØM ¾Øó~ ¡wÅƒ }S³´• ¾Øó~ ¡wÅƒ }S³´•
¨ÃU ¾É`Ï~” ØpU ¾T>’" G<’@ታ c=ÁÒØS¨< ¾êG<õ TeÖ”kmÁ /e”wƒ/ ¾SÚ[h ¾êG<õ e”wƒ
¨Ç=Á¨<’< ÁLd¨k TeÖ”kmÁ /e”wƒ/
Based on the table range punishment including of warning letter prepare by the HR
administration department the letter sample is listed below: -
This letter is to inform that we are issuing a formal warning regarding your
misconduct. Please note that this warning will be placed in your personnel file. If
such misconduct occurs again in the future, we will be forced to take further
disciplinary action, which may include termination of your employment
4.4.1. For the person who is being late from work time
TO
Addis Ababa, Ethiopia
Date
Sub: attendance Memo letter

We have notice orally that you have been consistently coming late to work for the
past day this behavior is unacceptable and has a negative impact on the
productivity and efficiency of the team.
As per our company’s policy, regulation and punctual attendance is a fundamental

requirement for all employee we expect all our employee to arrive on time and be
ready to begin work at the company work starting time which is 2:15. however your
reputed late coming is causing disruption and delay in the work schedule of your
colleagues.
We urge you to take immediate action to improve your punctuality and attendance
record failure to make necessary improvement may result the next step action by the
company.
Please take this letter as a formal warning for your late coming to work. we expect
to see a significant improvement in your punctuality moving forward.
Yours faithfully
4.4.2. Warning letter for the unauthorize absence employee

To: -
BESUFEKAD SOLOMON GENERAL CONTRATOR
Addis Ababa, Ethiopia
Date: -
Sub: unauthorized absence memo

It comes to our notice that you were absent from work without prior approval of your
superior officers on dates. its willful in subordination and gross negligence of
your duties.
Your absence from work without prior approval is misconduct that makes you liable
for the necessary action.
You are warned to refrain from doing such thing the wise disciplinary action will be
taken against you.
We further advice you to provide a written explanation of your unauthorize leave up

on receipt of this letter or as soon as you resume duties the copy of this letter will be
put in your office personal file.
Kindly treat this matter as urgent

ቁጥር ------------------
ቀን --------------------
ለአቶ/ወ/ሮ/ወ/ሪት ----------- ------------
ባሉበት
ጉዳዩ፡ ማስረጃ እንዲያቀርቡ ስለመጠየቅ
እረስዎ ከቀን -------/------/--------- ዓ/ም ጀምሮ በድርጅታችን በሱፈቃድ ሰለሞን ጠቅላላ ስራ ተቋራጭ
ውስጥ በ ------------ የስራ መደብ የ ------------ ባለሙያ ሆነው በቋሚነት ተቀጥረው ሲሰሩ የቆዩ መሆኑ
ይታወቃል፡፡
ይሁን እንጅ ከቀን --------/---------/------ ዓ/ም ጀምሮ እስከ ዛሬ ቀን ድረስ ለተከታታይ -------- (-----
) ቀናት በመደበኛ የስራ ገበታዎ ላይ አልተገኙም፡፡
ስለሆነም እረስዎ ከቀን ------/-------/----- ዓ/ም ጀምሮ በስራ ገበታዎ ላይ ያልተገኙበትን ምክንያት እና
ከስራ የቀሩበትን ምክንያት የሚያስረዳ በቂ እና ህጋዊ ማስረጃ ይህ ደብዳቤ ከደረሰዎ ቀን ጀምሮ በሚገኙት -
-----(----) ተከታታይ ቀናት ውስጥ የድርጅታችን የሰው ሃይል ቢሮ ይዘው እንዲቀርቡ እናሳውቃለን፡፡
በተጠቀሱት ቀናት ውስጥ ማስረጃዎን ይዘው የማይቀርቡ ከሆነ ድርጅታችን የስራ ቅጥር ውልዎትን
የሚያቋርጥ መሆኑን እናሳውቃለን፡፡
ከሰላምታ ጋር!
Termination of employment contract letter
ቁጥር ------------
ቀን ---------------
ለአቶ/ወ/ሮወ/ሪት፡-
አዲስ አበባ
ጉዳዩ፡- የስራ ቅጥር ውል የተቋረጠ መሆኑን ስለማሳወቅ
እርስዎ ከቀን ------/-------/--------- ዓ/ም ጀምሮ በበሱፈቃድ ሰለሞን ጠቅላላ ስራ ተቋራጭ

ድርጅት ውስጥ ---------- የስራ መደብ በቋሚነት ተቀጥረው ሲያገለግሉ የቆዩ መሆኑ
ይታወቃል፡፡ ይሁን እንጅ በ ------- ያልተገባ ተግባርዎ ምክንያት ከ---------ቀን ጀምረው
እስከ -------ድረስ ምክንያት እና በቂ ማስረጃ እንዲያቀርቡ በጽሁፍ ጥሪ ያደረገልዎ ቢሆንም
ምክንያት እና ማስረጃውን እስካሁን አላቀረቡም፡፡ ስለሆነም እረስዎ ከድርጅታችን ጋር
የነበረዎ የስራ ቅጥር ውል በአዋጅ ቁጥር 1156 መሰረት ከዛሬ------ቀን ----- ዓ/ም ጀምሮ
የተቋረጠ መሆኑን እናሳውቃለን፡፡
ስለሆነም ከድርጅታችን በስራ ምክንያት የተረከቡትን ንብረት፣ በእጅዎ የሚገኝ የድርጅቱን

የስራ ጉዳይ ለሚመለከተው የድርጅቱ የስራ ክፍል እንዲመልሱ እያሳሰብን ከድርጅቱ
ያልተከፈለዎት ቀሪ ክፍያ ካለ ከድርጅቱ የሂሳብ ክፍል ቀርበው ተሳስበው እንዲወስዱ እና
የሰሩበት የስራ ልምድ የሚሰጠዎ መሆኑን እናሳውቃለን፡፡
ከሰላምታ ጋር!
4.4.3. Clearance form

its mandatory for each and every employee to submit since this serves as one of the
requirements that they should obtain. this clearance form is used to make sure that
all properties that the company possesses are safely returned just the way how the
employee received it during his or her employment period.
The employee clearance forms are usually given to the employee who will be
terminated and who will be transferred to a different department.
Our company clearance forms are: -
በስንብት ወይም በራስ ጥያቄ ድርጅቱን በሚለቅ ወይም በሚዘዋወር ሠራተኛ የሚሞላ ክሊራንስ
የሠራተኛው ሙሉ ስም ከነአያት፡-
የሥራመደብ፡ የሥራዘርፍ፣
የተቀጠረበት ቀን፣ ወር እና ዓ.ም.
ክሊራንስየሚዞርበትምክንያት፣ በስንብት፣ በራስጥያቄ ፣
በዝውውር፣ በሌላ፣
ይህ ክሊራንስ እንዲዞር ያፀቀደው ኃላፊ ቀን፣ ፊርማ
ስማቸው ከላይ የተጠቀሱት የድርጅቱ ሠራተኛ እላይ በተገለፀው ምክንያት ይህ ክሊራንስ እንዲያዞሩ
አስፈላጊ ሆኖ በመገኘቱ የሚፈለግባቸው የድርጅቱ ንብረት ዕዳ፣በተሰማሩበት የስራ ዘርፍ ሙሉ ስራቸዉን
ማስረከባቸዉን፣ ገንዘብ ወይም ሰነድ ካለ በፊርማ ይረጋገጥልን ዘንድ እንጠይቃለን፡፡
ተ. የሥራዘርፍ ያልተመለሰ ሰራተኛበተሰማሩበት ምርመራ የኃላፊ ስም ፊርማ
ቁ ንብረት/ገንዘብ የስራ ዘርፍ ስራዉን
አስረክቦ መሄዱን
1 የቅርብሥራኃላፊ
2 የንብረት ክፍል ኃላፊ

33 የመሣሪያዎች አስተዳደርና ጥገና ክ/ኃላፊ
4 ፋይናንስ /ገንዘብያዥ
የአስተ
5 የአስተዳደር መምሪያ ኃላፊ
6 ሰራተኛዉ እያንዳንዱ ቴክኒካል ነገሮች አስረክቦ

መሄዱን የሚያረጋግጥ ኃላፊ
7 የኮንስትራክሽን መምሪያ ክፍል ኃላፊ
8 ዋና ወይም ም/ዋናሥራአስኪያጅ
ስለ ሰራተኛዉ አስተያየት፡- --------------------------------------------------------------------------------
ማሳሰቢያ፡- ክሊራንሱ ተጠናቆ የድርጅቱ ሕጋዊ ማህተም ካልተመታበት ዋጋ የለውም፡፡

❖ ክሊራንሱ በ 3 ኮፒ ተዘጋጅቶ 1ኛው ለፋይናንስ፣ 2ኛው ለሠራተኛው፣ 3ኛው ለፋይል ይቀመጣል፡፡
4..4.4. Returning of guaranty letter
ቀን፡-
ለ፡- ቁጥር፡-
አዲስ አበባ
ጉዳዩ፡- ዋስትናን ቀሪ ማድረግን ይመለከታል
እርስዎ አቶ/ወ/ሮ/ወ/ሪት በድርጅታችን በሱፍቃድ ሰለሞን ጠቅላላ ስራ ተቋራጭ ውስጥ በ የስራ ዘርፍ በቋሚነት ተቀጥረው
እያገለገሉ መቆየትዎ ይታወቃል በመሆኑም በስራ ቅጥር ውሉ ሰአት እርስዎ --------ከ--------ተቋም ዋስትና የገቡ መሆኑ ይታወቃል ነገር
ግን ከቀን ጀምሮ ከድርጅታችን ጋር ከ------ ጋር የነበረው ስራ ቅጥር ውል በመቋረጡ ምክንያት በስራ ቅጥሩ ሰአት ከ ተቋም
በ ዋስትና ሰጭነት የቀረበው የዋስትና ደብዳቤ ቀሪ የተደረገ መሆኑን እናሳውቃለን፡፡
ከሰላምታ ጋር
5. Conclusion
Generally, the HR department of the company has a responsibility to prepare a standard agreement for
both engineering and treading department, the standard agreements are: -
• Treading agreements
• Construction agreements
• Guarantee letter
• Probation period agreements
• Employment contract
• Permission letter
• Warming letter
• Leave letter
• Clearance form
• Return guaranty letter

SOP For HR1

Uploaded by

Copyright:

Available Formats

SOP For HR1

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

SOP For HR1

Uploaded by

Copyright:

Available Formats

Contents

1. INTRODUCTION ABOUT THE COMPANY .................................................................................................. 2

BSGC is working on the areas of construction with a quality of work, time

1.2. KIND TREADING

Kind Trading is a company with a presence in Dubai, Ethiopia, and Turkey.

1.3. ABJUUWWAN TREADING

• Farming, prey, forestation, fishing, seedling, fruit, vegetable which is

• Electric, gas and water supply

• Transportation of import export commercial works

• Finance insurance, real estate and commercial works

1.4. COMPANY VISION, MISSION, VALUES, AND GOALS

To become a globally recognized and respected cross-generational company that exemplifies

• Increase the client base by 25% within the next year.

• Implement a sustainability initiative to reduce construction waste and energy consumption

Real Estate Investment:

• Develop a comprehensive tenant satisfaction program, aiming to increase tenant retention

• Improve customs clearance processes to reduce shipment lead times by 20%.

Guest House and Related Services:

LONG-TERM GOALS (3-10 years):

• Establish a global presence with international clients in key markets.

• Create a thought leadership platform through webinars, conferences, and industry

• Become a leader in sustainable construction practices, achieving LEED Platinum

• Collaborate with universities and research institutions to pioneer innovative construction

Real Estate Investment:

• Explore international real estate investment opportunities in emerging markets.

Guest House and Related Services:

Increasingly, HR departments focus on human resource management, using strategic

Human resource management (HRM) is a strategic approach to managing company

BSBC and Trading

Administration Dep’t Secretary /

HR Management HR & Organizational

Senior Personnel Training &

Safety & Health

uc<õnÉ cKV” ÖpLL e^ }s^ß

1.የዚህ መመሪያ ዓላማዎች የሚከተሉትን ያካትታል ፡-

1.1. ሥርዓቱን የጠበቀና ለሁሉም ምቹ የሆነ የስራ አካባቢ መፍጠር፡፡

2. የቢሮ ሥነ-ሥርዓት /ethics /

መ. ስራን በጥራት፣ በተቀላጠፈና በግዜዉ ማድረስ አለመቻል፣

ሰ. የድርጅቱን የስራ ግዜ በአግባቡ አለማክበር፣

3.የሻይ ሰዓት በተመለከተ

3.2. በድርጅቱ ዉስጥ የሻይ ወጪን እንደ አስፈላጊነቱ ድርጅቱ ይሸፍናል፡፡

4.የጽህፈትና የፅዳት እቃዎች አጠቃቀም

7. የሳይት ሥነ-ሥርዓት /ኤቲክስ/

ለ. ከድርጅቱ ጋር አብረዉ ለሚሰሩ ንዑስ ስራ ተቋራጮች፣ ለአማካሪዎችን አክብሮት ያለማሳይት፣

ሐ. ስራን በጥራት፣ በተቀላጠፈና በግዜዉ አለማድረስ፣

ሸ. ስራን በቴክኒካል ብቃት፣ በፕላንና በሐላፊነት መሰረት አለመስራት፣

7.2 ሁሉም ሰራተኛች ስራን በጥራትና በሰዓቱ የመጨረስ አላፈነት አለባቸዉ፡፡

2.1.10 የማንኛዉም ሰራተኛ የግል ማህደር በምስጢር ይይዛል፡፡

2.2 የሰራተኞች ግዴታዎች

2.3 የድርጅቱ መብቶች

2.4 የሰራተኛዉ መብቶች

2.4.4 በድርጅቱ ላይ ቅሬታ የማቅረብ፣ ድርጅቱን የመክሰስና ስለመብቱ መከራከር ይችላል፡፡

የሥራ አፈፃፀም ምዘና ሪፖርት

3.1 የሥራ አፈፃፀም ምዘና ሪፖርት ስርዓት

ለ. ሁለተኛው ከ ጥር 1 እስከ የበጀት ዓመቱ ማብቂያ ሰኔ 30 ቀን ድረስ ያለውን ጊዜ የሚሸፈን ይሆናል፡፡

4.1 ስብሰባዎችና የስራ ክንዉን ግምገማዎች

5.1 የደንብ ልብስ እና የአደጋ መከላከያ

6 .1 የሥነ ሥርአትና ቅሬታ አቀራረብ ሥርዓት

4. SOP for human resource administration