HR Policy for XYZ Mining Company

The report is based on the human rights strategies and policies taken up by XYZ mining company, such as modification of compensation in order to increase employee adherence and motivation in its overseas branch which is not working desirably. The report has Human Rights policies, Communication plan, plan for re-arrangement of HRM team and orientation and training program for engaging the employees.

Running head: HR POLICY
HR POLICY
Name of the student
Name of the university
Author Note

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Executive Summary
The XYZ mining company has been working overseas in order to gain more workers due to
shortage of mining workers in their Canada branch. The respective paper is a report on the XYZ
mining company and its employee recruitment and selection policy and performance
management policy. The report is based on the human rights strategies and policies taken up by
XYZ mining company, such as modification of compensation in order to increase employee
adherence and motivation in its overseas branch which is not working desirably. The report has
Human Rights policies, Communication plan, plan for re-arrangement of HRM team and
orientation and training program for engaging the employees.

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Table of Contents
Introduction.................................................................................................................................................3
Discussion....................................................................................................................................................3
HRM Policies............................................................................................................................................3
The new HRM team.................................................................................................................................5
Organizational Chart of new HRM team......................................................................................................6
Training and Orientation program for the employees.............................................................................7
Communication plan for new compensation structure...........................................................................8
Conclusion...................................................................................................................................................9
References:................................................................................................................................................11

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Introduction
The respective paper is a report on the XYZ mining company and its employee recruitment and
selection policy and performance management policy. The report is based on the human rights
strategies and policies taken up by XYZ mining company, such as modification of compensation
in order to increase employee adherence and motivation in its overseas branch which is not
working desirably. The report has Human Rights policies, Communication plan, plan for re-
arrangement of HRM team and orientation and training program for engaging the employees.
Discussion
HRM Policies
ACKNOWLEDGEMENT
As the human resource development officer, I hereby declare that the contents written in the
policy manual is authentic and complies by the corporate rules, regulations, laws and culture laid
down by the Canadian Chamber of Commerce (Canadian Chamber of Commerce, 2014). The
respective HR policy adheres to the policies and procedures of XYZ Company. The policies,
procedures and standards set by the XYZ Company in order to guide the respective concern in
selecting and recruiting the staff and employees is provided hereafter.
I understand that the information that the respective manual comprises of is authentic, original,
unplagiarized and optimized. I understand that the information in this handbook represents
guidelines only. XYZ reserves the right to modify this handbook, amend or terminate any

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policies, procedures, or employee benefit programs whether or not described in this handbook at
any time, or to require and/or increase contributions toward these benefits programs.
EMPLOYEE RECRUITMENT AND SELECTION POLICY
The XYZ Company has been thriving to select the employees who are well coordinated,
cooperative and well suited for their respective designation and position. The XYZ Company is
searching for highly skilled labor and employees who would be able to synergize their
capabilities to meet the objectives of the company. The selection process of the respective
company involves a careful review of the requirements of an available position and the
qualifications of the individual applicants. All non-employee applicants are required to complete
a job application and, where required, submit a resume. The eminent and skillful employees
would also be given the duty of taking interviews, physical and medical examination, physical
training and group interviews as a part of recruitment process. In case of requirement, the
company would also check employee background and other information to check whether the
candidate is genuine or not.
Every candidate must go through the policies and procedures of recruitment and getting hired in
the respective company. The policies are subjected to statutory and regulatory laws and
legislatures of Canadian Chamber of Commerce (Canadian Chamber of Commerce, 2014).
PERFORMANCE MANAGEMENT POLICY
The XYZ Company proudly declares that it has been thriving to achieve the highest standards of
performance from its employees and staff. The XYZ Company conducts performance
observations on a daily basis through interactions between the team leaders, managers and

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assigned officer/head. Such observations would lead the company to determine the capacity of
the employees and the possible outcome from them.
Managers and team leaders would be responsible and accountable for tracking and recording the
performance of the employees who had been working in the company for more than 90 days.
Each employee would be given a 2 week time to rectify their drawbacks and show the company
the desired performance.
The new HRM team
Members Chosen Department and Designation Work in details and Results
1. Mrs. Kiara Dowel Employee performance
management
Responsibility to have a track
on each individual employee
(both provisional and
permanent) in the local
context.
2. Mrs. Tracy Thomas Overseas employee
performance management
Responsibility to have a track
on each individual employee
(both provisional and
permanent) in the international
context (outside Canada, in
Tanzania, Masaimara and
Congo)
3. Mr. Dawson Employee incentives and
compensation management
Responsibility to report all the
employees (local and
overseas) about the new

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compensation structure that
has been introduced in the
company. Also, initiating
incentives (monetary and non-
monetary) to the employees
recruited in managerial
department overseas.
4. Mrs. Darcy Employee grievances cell Responsibility to ventilate the
grievances, doubts and
troubles faced by the local and
the overseas employees in
terms of financial, managerial
and infrastructural crisis.

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Organizational Chart of new HRM team
Training and Orientation program for the employees
Serial Number Name of the
program
Designated heads
for the program
Activities of the
program
Results of the
program
1. Training on
organizational
Mrs. Dawkins
and Mr.
Employees
would be
After attending
the program,
H R
Direct
or (Mr
Devas
DawsonDoyel Thomas Darcy
Employe
performa
nce
manage
ment
Oversea
employee
performanc
e
managemen
t
Employee
compensati
on and
incentives
Employee
grievances
cell
Individual
employee
tracking
(provision
al and
permenent
Intrernational
individual
employee
tracking
(provisional
and
permanent)
Compensation
structure
management.
Incentives
provision
(monetary and
non monetary)
Ventilate
financial,
infrastructural
and managerial
grievances of the
employees

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management to
the employees
overseas
(Tanzania,
Kumasi and
Masaimara)
Thompson for
Tanzania
Mr. Clive and
Mrs. Sparks for
Kumasi and Mrs.
Thomas and
Atkinson for
Masaimara
provided
A one-week
seminar,
conference and
workshop on
organizational
management
with practical
and demo
classes.
employees would
be able to
understand the
theoretical as
well as pragmatic
ways of
managing an
organization.
2. Training on
recruitment
management
(overseas)
Mrs. Dawkins
and Mr.
Thompson for
Tanzania
Mr. Clive and
Mrs. Sparks for
Kumasi and Mrs.
Thomas and
Atkinson for
Masaimara
A five day
seminar,
conference and
workshop on
recruitment
policies and
procedures with
practical and
demo classes
After attending
the program,
employees would
be able to
understand the
theoretical as
well as pragmatic
ways of
recruitment in an
organization.
Communication plan for new compensation structure
Timing Spokesperson Purpose Details Audience

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1. 10th
January
to 10th
March
Mr. Darcy and
Mrs. Tracy
Thomas at
Tanzania
The New
compensation
plan for the
employees
New
compensation
plan would
provide the
employees with
extra monetary
benefits by
upgrading
providend fund
and retirement
policies.
The employees
in Tanzania
branch in the
recruitment and
office
administration
management
department
2. 20th feb to
20th
march
Mr. Clive and
Mrs. Sparks at
Kumasi, Ghana
The New
compensation
plan for the
employees
The New
compensation
plan would
provide the
employees with
extra medical
benefits apart
from upgraded
provident fund
and retirement
policies
The employees
of Congo branch
in financial and
recruitment
management
department.
3. 12th April Mr. Kipling and The new The New The employees

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to 12th
May
Mr. Bond in
Masaimara ,
Ghana
compensation
plan for the
employees
compensation
plan would
provide the
employees with
extra medical
benefits apart
from upgraded
provident fund
and retirement
policies
of Masaimara
branch in
recruitment,
financial and
human resource
department.
Conclusion
The respective paper concludes to be a report of Human Resource planning of the overseas
branch of XYZ mining company in Tanzania and two cities (Masaimara and Kumasi) of Ghana,
Africa which is not working desirably. The respective report provides Human Rights policies,
Communication plan, plan for re-arrangement of HRM team and orientation and training
program for engaging the employees.

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References:
Canadian Chamber of Commerce. (2014). A path forward for entrepreneurship in Canada.
Canadian Chamber of Commerce= la Chambre de commerce du Canada.