1. Employee Life Cycle and Human Resource Policy

2. Learning Objectives
To know the different stages of the Employee Life Cycle and staff responsibilities within it.
To understand the structure of a HR Policy

3. People are central to the achievement of our mission.
ACF International HR
Framework Policy Principle

4. The Employee Life Cycle
Recruitment
Selection
Induction
Developing
Retaining
Exiting

5. Why have a HR Policy? Employees need:
to know about the organization they work for
to know what is expected of them and their team
to develop their skills
to be recognized

6. Components of HR Policy
Employment
Humanitarian Principles and General Obligations
Remuneration
Leave
Benefits
Final Disposition
Disciplinary Actions and Procedures

7. Objective of HR Policy
1) To structure, professionalize and harmonize HR practices on missions:
Tools and methodologies established by HQ : Internal rules and regulations, social status, classification grid, field job descriptions, scale and methodology of appraisal interviews, remuneration methodology, staff representation, abuse of power prevention.
2) To adapt them to the legal frameworks and to the national customs:
Conform to the code of work, the jurisprudence (legal) and the users. HQ recommendations are minimal ; if the practices in the country are more favorable to the employees, the latter will be applied.

8. Where do we find ACF HR Policy?
Staff Rules and Regulations/National HR Policy: the rules for national staff
Human Resources Manual: the guidance on how to apply the HR and workplace rules for managers in the organization
ACF Field Workers Handbook: guidance and rules for expatriate staff

9. Collective Management
Improves the social policy
Clarifies the employees’ duties and makes the sanctions policy objective
Structures the salary policy
Establishes or improves social relations

10. Individual Management
Promotes training and structures it
Manage career advancement and professional development
Clarifies manager’s responsibility and their role in HR management
Develop the transfer of skills/competencies
Compensates quality and commitment
Reinforce links between ACF and the employee – a sense of belonging