1. Oromia Credit and Saving S.co
W.A Liqii fi Qusannaa Oromiyaa
የኦሮሚያ ብድርና ቁጠባ አ.ማ
Oromia Credit and Saving S.co
HRMD POLICIES & PROCEDURES
TRAINING DOCUMENT FOR BRANCH MANAGERS
OCTOBER 2017
BATU

2. Governance of OCSSCO
Governance is a process by which a board of directors, through management, guides an institution fulfilling its corporate mission and protects company’s assets.

3. General Assembly is the supreme decision making organ, which constitutes all shareholders.

4. Governance of OCSSCO? What does it constitute? ( Discussion)

5. Governance & Structure of the company
General assembly
Board of directors
Top Management Head Quarter
Middle management Zonal Offices
operational level /Branch Offices/
Service posts (as required)

6. What is Human Resource Management?
What are its main activities?

7. Introduction to HR Management
What is Human Resource Management?
Simply put, Human Resource Management (HRM) provides an institution with an effective work force in order to meet its mission.

8. Effective human resource management show:-
the right number of people,
with the right attitude and skills,
in the right place,
at the right time.

9. HRM Primary Activities
The primary activities of HRM in the context of microfinance is classified into six broad categories:
Human Resource Planning
Human Resource Policies
Recruitment and Selection
Salary, Benefits and Incentives
Performance Management
Training and Development

10. The goal of human resource activity is to help the individual employees to be successful at their jobs and to work well together.

11. Why Human Resource Management is important?
OCSSCO requires two major resources to operate: Capital and people.
Microfinance industry gives significant attention to the financial issues of operations. While finance is essential, it is only a tool in the hands of people.
Money does not manage itself; people manage it.

12. By building strong, well functioning human resource systems and tools institution will be poised for growth, ready to manage the challenges of an evolving environment, and responsive to the needs of clients.

13. How can Human Resource Management Contribute to MFI’s success?
All institutions are comprised of an interdependent network of individuals. In order to be successful, the individuals within it must be productive, efficient, and effective.

14. Identify OCSSCO’s mission
All employees, regardless of their position needs to :
Identify OCSSCO’s mission
Understand their role, and how to contributes to the mission
Know specifically what is expected of them

15. Have the capacity, resources, and environment which makes success possible
Receive constructive feed back, encouragement and to develop and improve
Help the individuals highly motivated and successful.

16. Annual Human Resource Planning ( HR Activity 1)
Nowadays we are observing an increasing demand with regard to human resource planning in OCSSCO.
Significant increase in operational volume and a need for the manpower that could carry this operation and also because of the problems and challenges that relates with the high employee turnover

17. Human Resource Policies (HR Activity 2)
What are HR policies?
Human Resource policies are the documented procedures and guidelines, that provide structure to work expectations.
These guidelines define the roles and responsibilities of both the OCSSCO and the employee.

18. Topics such as work conditions, legal requirements (in accordance with local and national labor laws), salary administration, Work hours and many other issues are generally included in a written HR Policy Manual.

19. Why do we have HR policies?
Human Resource policies provide consistency, fairness, and efficiency in dealing with staff.
It also gives you the ability to establish and communicate the rights and responsibilities of staff.

20. Why do we have HR policies?
To ensure all employees are treated equally,
Save time required to research past precedent (standard) and make a decision on every individual case,

21. Why do we have HR policies?
Communicate to staff what is expected of them, what OCSSCO provides, and what procedures will be followed,
Handle legal issues with employees ,
Reinforce, institutional culture.

22. Recruitment…(HR Activity 3)
Recruitment is the process of attracting qualified personnel, matching them with specific and suitable jobs, and assigning them to these jobs.

23. Recruitment…(HR Activity 3)
All recruitment and selection of employees must be fair, open and transparent,
Recruitment arises because of the following reasons
Greater productivity
Better morale
Lower turnover
Better public image

24. Recruitment Procedures
In case of high post Vacancy announcement for external applicants shall be done only after it has become certain that the post cannot be filled from within the company through promotion or transfer.

25. Conditions of employment:
In OCSSCO employment modalities are
Permanent
contract

26. Job specification:- For recruitment and promotion Qualifications
Skills
Experience
Other attributes required to carry out the job satisfactorily

27. Transfer … Why transfer ? Company need Employee need
How it is imlemented
Transfer shall only be made to similar grades and positions.

28. Transfer
However, in the case of failure to discharge that given position’s responsibility ,OCSSCO has the right to transfer the staff to the place or position it deem appropriate.
No transfer for newly recruited staffs up to two years.

29. Guarantee is mandatory for employees
Previous format and approach was changed
Employees recruited for the position of Branch Manager,
Branch Finance Officer,
Branch Cashier,

30. Guard
Customer service Officer,
Archives,
Storekeeper,
Driver,
and all other staffs who have the responsibility for approval of payment and handling the property of the Company,

31. have an obligation of presenting and signing guarantee agreement for minimum of Birr 200,000 (two hundred thousand) before commencing their job after recruitment or promotion

32. Staff guarantee
The gross Monthly earning that the guarantors are paid should not be less than birr for each
(a guarantor could be more than one person who can fulfill the requirement)

33. Checking for guarantee
Check his/her employment condition,
permanent employee or not,
his/her monthly earning, his/her employer’s commitment to notify if the employee leaves his/her organization for any reason.
The gross Monthly salary that the guarantor is paid should not be less birr for each

34. LEAVE ADMINISTRATION ISUESS ?? WHAT ARE ACCEPTED ANNUAL LEAVES?
(DISCUSSION)