Table of Contents

1. INTRODUCTION ............................................................................................................................................................................. 2
1.1. BESUFEKEDE SOLOMON GENERAL CONTRACTOR ................................................................................................................... 2
1.1.1. KIND TREADING ............................................................................................................................................................... 2
1.1.2. ABJUUWWAN TREADING ................................................................................................................................................. 2
1.2. Human resource management of BSGC .................................................................................................................................. 3
2. SOP for human resource administration ........................................................................................................................................ 4
2.1. Company regulation................................................................................................................................................................ 4
2.2. Recruitment and selection .................................................................................................................................................... 12
2.2.1. Creating a job description .............................................................................................................................................. 13
2.2.2. Advertise Posting in the right place ................................................................................................................................ 13
2.2.4. Schedule host and evaluate interviews .......................................................................................................................... 14
2.2.5. Run various test and assessments .................................................................................................................................. 14
2.2.5.1. Knowledge test (written exam .................................................................................................................................... 14
2.2.5.2. Technical skill assessment (oral interviews) ................................................................................................................ 14
2.2.5.3. Personality test ........................................................................................................................................................... 15
2.2.6. Selecting and hire ideal candidate ..................................................................................................................................... 17
2.3. Performance management ................................................................................................................................................... 23
2.3.1. Planning .......................................................................................................................................................................... 23
2.3.3. Developing ......................................................................................................................................................................... 23
2.3.4. Rating................................................................................................................................................................................. 24
2.3.5. Rewarding ...................................................................................................................................................................... 24
2.4. Stay interview by HR ............................................................................................................................................................. 24
2.5. Permission letter form .......................................................................................................................................................... 26
2.6. WARNING LETTER ................................................................................................................................................................. 28
2.7. Clearance form...................................................................................................................................................................... 38
2.8. Conclusion ............................................................................................................................................................................ 40
 1. INTRODUCTION
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.

1.1.1. 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.

1.1.2. 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

Commented [A1]: Overall, the introduction provides a
good overview of BSGC and its sister companies, Kind
Trading and Abjuuwwan Treading. It effectively highlights
1.2. Human resource management of BSGC the core activities and areas of operation of each company.
However, there are some areas that could be improved:

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.

2.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: - Commented [A2]: 1. Clarity and Detail: The introduction
lacks specific details about the company's operations, the
types of positions available, and the specific requirements
2.1. Company regulation for each role. Adding more specific information can help
provide a clearer picture of the HR processes and
procedures involved.
1.የዚህ መመሪያ ዓላማዎች የሚከተሉትን ያካትታል ፡-
2. Structure and Organization: The introduction could
benefit from a more structured approach to outline the key
1.1. ሥርዓቱን የጠበቀና ለሁሉም ምቹ የሆነ የስራ አካባቢ መፍጠር፡፡ responsibilities and processes handled by the HR
department. Consider breaking down the information into
1.2. የስጋት አስተዳደር (Risk management) በሚገባ መቆጣጠር ለመቆጣጠር እና ኪሳራ (Wastage) ለማጥፋት መስራት bullet points or subheadings for better organization.

፡፡ 3. Regulation Statement: The mention of company

regulations is important, but it would be beneficial to
1.3. ቋሚ የሆኑ በጥራት የሚሰሩ ሰብኮንትራክተሮች መያዝ፣ እንደ አስፈላጊነቱ በድርጅቱ ቋሚ የሆኑ በተለያዩ ዘርፍ ላይ የሚሰሩ provide more details on what these regulations entail. This
could include information on employee conduct,
የስራ ቡድን ማቋቋም መቻል እና ሁሉንም ሰራተኞች የስራ አፈጻጸም አቅም ማብቃት፣ performance expectations, disciplinary procedures, etc.

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፡፡

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፡፡

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 ፡፡
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

1.1 የድርጅቱን 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፣
የስነስርዓት 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፡፡

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: - Commented [A3]: ????????

2.2. Recruitment and selection

these two 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 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

2.2.1. Creating a job description

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.

The purpose of a hiring manager recruiter intake meeting is to have a clear understanding of all the
needs and expectations of the new hire, including the technicalities revolving around the role. This
meeting takes place prior to posting a job opening online and its purpose is mainly to define all
important details about the future position.

2.2.2. 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.

2.2.3. 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.
2.2.4. 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.

2.2.5. Run various test and assessments

this stage is to determine whether the remaining candidates have the right skills and qualities for
Commented [A4]: Here are some comments and
the role depending on the nature of the role it may include: - enhancement areas for the text provided:

1. Job Description (2.2.1):

• Knowledge test - Enhancement: Consider providing examples or templates

for creating effective job descriptions to help readers
• Technical skill assessment understand how to structure and format the information.
• Personality test 2. Recruiter Intake Meeting (2.2.1):

2.2.5.1. Knowledge test (written exam) - Enhancement: Include tips on how to conduct an
effective intake meeting, such as preparing a detailed
agenda, involving key stakeholders, and setting clear
objectives.
this type of exam is prepared by only the department head who is looking for a new employee
3. Advertisement Posting (2.2.2):
because the knowledge of the employee should be evaluated on the person who is working on the
- Enhancement: Provide insights into best practices for
same position that is necessarily helps the company to get the best fit of employee. choosing the right platforms for job postings, optimizing job
descriptions for online searches, and leveraging social media
for recruitment.

2.2.5.2. Technical skill assessment (oral interviews) 4. Resume Screening (2.2.3):

- Enhancement: Offer guidance on developing screening

his kind of evaluation is done by: - criteria, conducting initial screenings efficiently, and
ensuring a fair and unbiased selection process.

 The department head: - this is the first stage interview of an employee which is 5. Interviews (2.2.4):

concerning to evaluate dose the employee has a required knowledge or dose the employee fit the - Enhancement: Include tips on preparing for interviews,
asking effective questions, and evaluating candidates'
position so to answer this kind of questions department head interview is necessary responses to assess their fit for the role and company
culture.

 The general manager: - this interview is second stage which is focuses on to let know 6. Tests and Assessments (2.2.5):
-
the employee working environment and general interview which help to understand the work - Enhancement: Provide examples of different types of
assessments, explain how to interpret assessment results,
intention of an employee. and emphasize the role of assessments in predicting
candidates' success in the role.

By incorporating these enhancements, you can further

improve the text by offering practical advice, examples, and
best practices to guide readers through each step of the
recruitment and selection process effectively.
 2.2.5.3. Personality test
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. Commented [A5]:

2. Personality Test:
Many people who favor this interview questions believe the way a candidate worked in the past
- Enhancement: Offer guidance on selecting appropriate
signifies how they’ll work in the future. That makes sense but these questions also help you learn personality tests, interpreting test results, and using the
insights gained to assess candidates' potential cultural fit
what personal problems a candidate is working on improving. For example, the questions are: - and team dynamics.

3. Overall Text:
1. How would your colleagues describe you?
- Enhancement: Consider expanding on the benefits of
each type of assessment, such as how technical skill
 Asking this will give you a better idea of how they view themselves in the eyes of others and assessments help identify qualified candidates and how
personality tests contribute to building a cohesive team.
should reveal clues on their ability to work within a team environment. 4. Writing Style:

- Enhancement: Edit the text to remove duplicated

 Are they known as the quiet one, the goofball, the communicator, the workaholic, or something information and ensure a smooth flow of ideas from one
section to another.
else
5. Examples and Scenarios:

 Make sure to develop and refer to your ideal candidate personas to see if the answer aligns with - Enhancement: Include specific examples of scenarios or
questions that can be used to evaluate candidates' problem-
solving skills, communication abilities, and decision-making
the favorable personality traits you are looking for. processes.

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.

2.2.6. 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 those are: -

2.2.6.1. 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.
 2.2.6.2. 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 Besufekade 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 -----------

2.2.6.3. Probation contract: -so 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

2.2.6.4. 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____ ፊርም :- ----------------- . ምስክር

1.ስም _______________________ፊርማ _______________________

2.ስም _______________________ፊርማ ___________________________

Commented [A6]: The document outlining the final stage

of selecting and hiring an ideal candidate appears to be
comprehensive in detailing the steps involved in finalizing
the employment agreement.

Then the employee file including of

• Curriculum vitae (CV)

• Application letter

• Document of employee

• Job description

• ID of employee

• 60day probation letter

• Guarantee letter

• Guarantee ID

• Guarantee contract

• Employee contract
Will be put on personal file data on a proper way by HR administration of the company.
2.3. 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.

2.3.1. 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.

2.3.2. 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.

2.3.3. 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.
2.3.4. 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: -

Key Performance Indicators (KPIs) 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. Commented [A7]:

1. Lack of Emphasis on Continuous Feedback

2.3.5. Rewarding 2. Limited Focus on Employee Development:, it does not
delve deeply into the strategies or resources that can be
utilized to support employee development. Providing more
Recognizing and rewarding good performance is essential to the performance management guidance on how to identify development opportunities,
offer training or coaching, and create a personalized
process, as well as an important part of employee engagement. You can do this with a simple thank development plan for each employee would strengthen this
aspect of the performance management process.
you, social recognition, or a full-scale employee rewards program that regularly recognizes and
3. Insufficient Detail on Rating Criteria:
rewards excellent performance in the organization.

2.4. 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.

2.5. 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 ……………………

2.6. 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 እ`UÍ ›¨dcÉ Å[Í-‹
¾Øóƒ ¯Ã’„‹
1— 2— 3— 4— 5—

ðÉ ¾nM TeÖ ”kmÁ ¾êG<õ TeÖ”kmÁ ¾3 k“ƒ ÅS¨´ p׃“ ¾êG<õ ¾5 k“ƒ Å S¨´ e”wƒ
1 ÁKum U¡”Áƒ እeŸ 15 Åmn TeÖ”kmÁ p׃“ ¾S Ú[h
¾êG<õ Te Ö”kmÁ
2 ÁKum U¡”Áƒ Ÿ15-30 Åmn ¾nM TeÖ ”kmÁ ¾êG<õ TeÖ”kmÁ ¾5 k“ƒ ÅS¨´ p׃“ ¾êG<õ ¾7 k“ƒ Å S¨´ Ú[h e”wƒ
TeÖ”kmÁ p׃“ ¾S mÁ
TeÖ”k
eðpÆ Sp[ƒ“ Y^ ƒ„ SH@É S¨´
1 ÁKum U¡”Áƒ ŸÓTi k” ¾êG<õ mÁ
እeŸ 4 k” ÁMc^uƒ Å ÁMc^uƒ ÅS¨´ ÁMc^uƒ ÅS¨´ e”wƒ
[ƒ
}SLi J• }SLi ŸSJ” u}ÚT] ¾3 k“ƒ }SLi ŸSJ” u}ÚT] ¾7
TeÖ”k ÅS¨´ p׃“ ¾êG<õ k“ƒ ÅS¨´
TeÖ”kmÁ p׃“ ¾êG<õ
TeÖ”kmÁ

2 ÁKum U¡”Áƒ ¾Y^ c¯ƒ dÃÅ`e Y^ ¾nM TeÖ ”kmÁ ¾êG<õ TeÖ”kmÁ ¾3 k“ƒ ÅS¨´ ¾5 k“ƒ Å S¨´ e”wƒ
SH@É p׃“ ¾êG<õ p׃“ ¾ êG<õ
TeÖ”kmÁ TeÖ”k mÁ
3 ÁKum U¡”Áƒ u}Ÿታታà K5 ¾Y^ k“ƒ e”wƒ
[ƒ

4 ÁKum U¡”Áƒ u1 ¨` ¨<eØ uÖpLL¨< K10 Y^ k“ƒ Sp[ƒ e”wƒ

5 ÁKum U¡”Áƒ u1 ¯Sƒ ¨<eØ uÖpLL¨< k“ƒ Sp[ƒ e”wƒ

Y^ ¨<K<“ uY^ Å”u< SW[ƒ u›c]¨< cÖ¨<” ƒ°³´ ›KSðçU ¾nM TeÖ ”kmÁ ¾êG<õ TeÖ”kmÁ e”wƒ

`Ï~” SS]Á“ Å”w እ”Ç=G<U ¾T>}LKñ ¾êG<õ Te Ö”kmÁ ¾SÚ[h ¾3 k“ƒ ÅS¨´“ ¾SÚ[h e”wƒ
S]Á-‹”“ ƒ°³µ‹” ›KT¡u` ¾êG<õ TeÖ”kmÁ ¾êG<õ TeÖ”kmÁ

Øó~ ¡wŃ uY^ xታ እÁK< SÅvÅw ¾7 k” Å S¨´ e”wƒ

ÃU Öw ›Ý]’ƒ }ÖÁm SJ” /^e” ŸSÚ[h ¾êG<õ
SŸLŸM "MJ’ ue}k`/ TeÖ”km Á Ò`
p

>

Å
^c< w[ƒ

}
 ¾Y’-Y`¯ƒ እ`UÍ ›¨dcÉ Å[Í-‹
¾Øóƒ ¯Ã’„‹
1— 2— 3— 4— 5—

nÉ dÁј ŸY^ xታ ”w[ƒ ¾¨cÅ ¨ÃU ¾c[k

e”wƒ
¨ÃU ¾K?Lc¨< wMêÓ“ uShƒ uÉ`Ï~ ¨ÃU Ñ”²w
›LÓvw SÖkU e”wƒ
Y^ SÑMÑÁ ¾}cÖ¨<” ¾É`Ï~” Sd]Á /°n/ ¾êG<õ TeÖ”kmÁ ¾3 k“ƒ ÅS¨´ p׃“
Óvu<“ uØ”no ÁMÁ² ¾êG<õ TeÖ”kmÁ e”wƒ

” wKA u’ÇÏ TÅÁ ›ÖÑw ¨ÃU uK?L uእdƒ k××à ¾J’< ¾SÚ[h ¾êG<õ TeÖ”kmÁ c”wƒ
”w[„‹ uT>Ñ–<uƒ SÒ²•‹፣
²}. ›µvu= c=Ò^ ÁÖ?c ¨ÃU እdƒ Á’ÅÅ
” wKA •^c< •ÁiŸ[Ÿ[ እ”Ç=c^uƒ ¾}SÅuKƒ” iŸ`µ] ¾SÚ[h ¾êOõ TeÖ”kmÁ
KK?L c¨< ¾cÖ ¨ÃU c=Áe’Ç ¾}Ñ– e”wƒ
” wKA ¨ÃU u†M}˜’ƒ u^c< Øóƒ ¾SÚ[h ¾êOõ uÓß~ U¡”Áƒ
TeÖ”kmÁ“ KØÑ“ ¾¨×¨<” ¨Ü ŸõKA e”wƒ
SÅuKƒ” }iŸ`µ] ¾ÑÚ ¨ÃU ÁeÑÚ“ ÁuLg
¾¨×¨<” ¨Ü ¾ŸõLM
”É g<ô` ¾}SÅuuƒ” }iŸ`µ] K^c< ØpU ¾ 5 k” ÅS¨´ p׃“ ¾SÚ[h
LÓvw ›¨<KA c=ј ¾êOõ TeÖ”kmÁ e”wƒ

^}—¨< ¾}SÅuuƒ” Y^ KTŸ“¨” ‹KAታ¨< ¾nM TeÖ”kmÁ e”¾êG<õ TeÖ”kmÁ ¾SÚ[h ¾êG<õ
f c=ј ¨ÃU ŸvÉ †M}˜’ƒ Ád¾ TeÖ”kmÁ e”wƒ

” wKA ¾É`Ï~” IM¨<“ ›ÅÒ Là ¾T>ØM ¾ 2 k” ÅS¨´ p׃“

cƒ ¨_ c=Á¨^“ c=Áe¨^ ¾}Ñ– ¨ÃU eÖ=^- S[Í ¾cÖ ¾SÚ[h ¾êOõ e”wƒ
TeÖ”kmÁ •እ”Å’Ñ\
¡wŃ e”wƒ
ÅØó~ ¡wŃ uY^¨< Là ¾TታKM ¨ÃU ¾SÚ[h ¾êG<õ
ßu`u` }Óv` SðçU TeÖ”kmÁ (e”wƒ) e”wƒ
c¯ƒ ò`T Là KK?KA‹ uTeScM ¾ð[S ¨ÃU k] UM¡ƒ ¾SÚ[h ¾êG<õ
u}Å[Ñuƒ Là ÅMµ ¾ð[S TeÖ”kmÁ e”wƒ
’É c=²`´ ¨ÃU c=ÅM´ ¾}Ñ– ¨ÃU ƒ¡¡M ¾SÚ[h ¾êG<õ
MJ’ ¾Ue¡` ¨[kƒ Ák[u TeÖ”kmÁ (•እ”Å’Ñ\ e”wƒ
¡wŃ e”wƒ)
^}—¨< ¾Á²¨< ¾Y^ SÅw uum U¡”Áƒ ¾SÚ[h ¾êOõ
²[´“ Ÿ›”É ¾Y^ ¡õM ¨Å K?L ¾Y^ ¡õM እ”Ç=c^ c=ታ²´ TeÖ”kmÁ e”wƒ
ðnÅ— ÁMJ’

G
>

”
T
Ê

uG<K}— Øóƒ ŸY^ ¾T>Ác“w~ É`Ñ>„‹

¾Øó~ ¯Ã’ƒ ¾Y’-Y`¯ƒ እ`UÍ ›¨dcÉ Å[Í-‹

1— 2—
uu=a ¨ÃU uÉ`Ï~ pØ` Óu= ¨<eØ uÖw ›Ý]’ƒ ¾}ÅvÅu ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f ¾SÚ[h ¾îOõ e”wƒ
TeÖ”kmÁ
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
ÁK um UŸ”Áƒ u}Ÿታታà K 4 ¾Y^ k“ƒ ¾k[ ÁMc^uƒ” k” ÅS¨²<“ }ÚT] ¾¨` ÅS¨²< 20% K›”É e”wƒ
Ñ>²? }k”f ¾SÚ[h ¾îOõ TeÖ”kmÁ
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
ueµ` ¨ÃU ›ዕUa” uT>ÁÅ’´²< ዕë‹ }S`µ uY^ xታ ¾}Ñ–“ ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f ¾SÚ[h ¾îOõ e”wƒ
u}SÅuuƒ Y^ Là }˜„ ¾}Ñ– TeÖ”kmÁ
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
UýaË¡ƒ ¨ÃU uÉ`Ï~ pØ` Óu= lT` c=ݨƒ ¾}Ñ– ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f ¾SÚ[h ¾îOõ e”wƒ
TeÖ”kmÁ
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

¾iõƒ W^}— KkÁ]¨< dÁe[¡w ¾¨× ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f ¾SÚ[h ¾îOõ e”wƒ
0 u}SÅuuƒ Y^ Là 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

uÉ`Ï~ ¨<eØ Å”u™‹” J’ wKA ÁkKK ¨ÃU ÁS“Úk ¾ƒ°u=ƒ ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f ¾SÚ[h ¾îOõ e”wƒ
¨ÃU ¾eÉw ›’ÒÑ` ¾c’²[ TeÖ”kmÁ
Ÿ}cT^uƒ SeS` ¨<Ü ¾É`Ï~” SŸ=“ c=ÁiŸ[¡` ¾}Ñ– g<ô` ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f K›”É Ñ>²? ¾êG<õ e”wƒ
TeÖ”kmÁ

}. l
1

9
1

ufe}— Øóƒ ŸY^ ¾T>Ác“w~ É`Ñ>„‹

¾Øó~ ¯Ã’ƒ ¾Y’-Y`¯ƒ እ`UÍ ›¨dcÉ Å[Í-‹

1— 2— 3—
”Í ðnÆ u¨p~ dÁÉe k`„ ¾¨` ÅS¨²< 10% K›”É Ñ>²? }k”f u 5 k“ƒ ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f e”wƒ S

É`Ï~” e^ እ”Ç=uÅM ÁÅ[Ñ g<ô` ¨<eØ S”Í ðnÆ” እ”Ç=ÁdÉe“ ¾SËS]Á ¾SÚ[h ¾îOõ TeÖ”kmÁ
¾îOõ TeÖ”kmÁ
Øun Y^ Là }SÉx ¾k[ ¾Øun ^}— ¾k[uƒ k” ÅS¨´“ u}ÚT] 10% K›”É ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f e”wƒ
Ñ>²? }k”f ¾SËS]Á ¾êG<õ TeÖ”kmÁ ¾SÚ[h ¾îOõ TeÖ”kmÁ
Y^
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
X]Á-‹”“ c’Ê‹” ÁK ›Óvw ÁvŸ’ ÃU ¾SÚ[h ¾îOõ TeÖ”kmÁ ¾SÚ[h ¾îOõ TeÖ”kmÁ
ÁuLg
}Kum U¡”Áƒ Ÿ 1-3 ¾e^ k“ƒ ÁMc^uƒ k” ÅS¨´“ u}ÚT] ¾¨` ÅS¨²< 5% ÁMc^uƒ” k” ÅS¨²<“ }ÚT] ¾¨` ÅS¨²< e”wƒ
Ÿታታà ŸY^ ¾k[ K›”É Ñ>²? }k”f ¾SËS]Á 10% K›”É Ñ>²? }k”f
¾îG<õ TeÖ”kmÁ ¾SÚ[h ¾îOõ TeÖ”kmÁ
Øun ›ÑMÓKAƒ ¾}cÖ¨<” Ÿ 5 à ¾¨` ÅS¨²< 10% }k”f ¾SËS]Á ¾îOõ ¾¨` ÅS¨²< 20% K›”É Ñ>²? }k”f e”wƒ
uLà ¾×K ¨ÃU ÁÔÅK TeÖ”kmÁ }cÖ„ ¾ØÃ~ ªÒ ßõLM:: ¾SËS]Á ¾îOõ TeÖ”kmÁ ÃcÖªM
u}ÚT]U ¾ØÃ~” ªÒ
ßõLM::
Y^ 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 K
um U¡”Áƒ ÁM}kuK ¾SËS]Á ¾îOõ TeÖ”kmÁ ¾SÚ[h êOõ TeÖ”kmÁ
SÅu
Øun Y^ Là 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
— ¾É`Ï~ Y^ c¯ƒ ¨<ß KðnÉ c¨< ¾SËS]Á ¾îOõ TeÖ”kmÁ ¾SÚ[h ¾îOõ TeÖ”kmÁ
uÉ`Ï~ pØ` Óu= eÑw„ ¨ÃU ›dÉa
¾}Ñ–

ዕ
 ¾Y’-Y`¯ƒ እ`UÍ ›¨dcÉ Å[Í-‹
¾Øóƒ ¯Ã’„‹ 1— 2— 3— 4—
Y^ Là c¡a ¨ÃU ›ዕUa ¾T>ÁÅ’´´ ዕê eÊ ¾}Ñ– e”wƒ

U’ƒ uTÑ<ÅM ¾É`Ï~” Ñ”²w ¨ÃU ”w[ƒ ÓK< ¨ÃU K3— ¨Ñ” ØpU e”wƒ
TªM
É`Ï~ SÅu— W^}— J• uÉ`Ï~ ¾Y^ c¯ƒ K?L É`σ c=c^ ¾}Ñ– e”wƒ

S”Í ðnÉ dÕ[¨< ¾É`Ï~” }iŸ`µ]

Á”kdpe ¾}Ñ–
¾SÚ[h ¾êOõ TeÖ”kmÁ e”wƒ
S”Í ðnÉ u=•[¨<U dÃðkÉKƒ ¨ÃU
ÃSÅwKƒ ¾É`Ï~” }iŸ`µ] c=’Ç ¾Ñ–
¾SÚ[h ¾êOõ TeÖ”kmÁ e”wƒ
ýaË¡~ eK UÓw u?ƒ“ µUý ›e}ÇÅ` Á¨×¨<” ¨<eØ S}ÇÅ]Á Å”w Øf •እ”Å Øó~ ¡wŃ ¾êG<õ TeÖ”kmÁ እ”ÅØó~ ¡wŃ
¾}Ñ– ¨Ã”U e”wƒ ¾SÚ[h ¾êG<õ
e”wƒ
TeÖ”kmÁ /e”wƒ/

É`Ï~” ¨ÃU ¾Å”u—” °n uT>ÕÕ´uƒ Ñ>²? n¨< ¾T>ÁeðMѨ<” KÅ[c¨< Øóƒ ¨ÃU Ñ<ÉKƒ KÅ[c¨< Øóƒ ¨ÃU
Ø”no vKTÉ[Ó Øóƒ }ÖÁm J• እ”ÅØó~ Ñ<ÉKƒ }ÖÁm J•
ÃU Ñ<ÉKƒ ÁÅ[c ¡wŃ ¾3 k” ÅS¨´ p׃“ ¾SÚ[h ¾êOõ •”ÅØó~ ¡wŃ e”wƒ
TeÖ”kmÁ

É`Ï~ ›e}ÇÅ` ¾c¨< ኃÃM MTƒ SU]Á nÉ dÁј uÉ`Ï~ pØ` Óu= ¾SÚ[h ¾êOõ TeÖ”kmÁ
Teታ¨mÁ ¾KÖð
¾êOõ TeÖ”kmÁ e”wƒ
›Øò-‹ }vv] J• ¾}Ñ– ¨ÃU uSÅu— Y^¨< Là uÅM SW^~” •Á¾“ ¾Øó~ ¡wŃ }S³´• ¾Øó~ ¡wŃ }S³´•
•Á¨k ¾êOõ TeÖ”kmÁ /e”wƒ/ ¾SÚ[h ¾êG<õ
T>SKŸ}¨< ÁLd¨k e”wƒ
TeÖ”kmÁ /e”wƒ/
`Ï~ ¨ÅK?L xታ c=³¨` ¨ÃU c=²Ò W^}—¨< Å›Ç=c< xታ }³¨<a KSY^ƒ
ðnÅ— ÁKSJ”
¾SÚ[h ¾êOõ TeÖ”kmÁ e”wƒ
^c< I胓 Ö?”’ƒ Là ›ÅÒ” dÁeŸƒM Y^¨< xታ uI胓 u”w[ƒ Là ¾Øó~ ¡wŃ }S³´• ¾êG<õ TeÖ”kmÁ ¾Øó~ ¡wŃ }S³´•
›ÅÒ c=Å`e /e”wƒ/ ¾SÚ[h ¾êG<õ
e”wƒ
ÃU ›eÑ> G<’@ታ c=ðÖ` }Ñu=¨<” •`Çታ ÁMcÖ TeÖ”kmÁ /e”wƒ/
^c<”U J’ ¾Y^ ÕÅ™‡” ›ÅÒ Là ¾T>ØM ¾Øó~ ¡wŃ }S³´• ¾êG<õ TeÖ”kmÁ ¾Øó~ ¡wŃ }S³´•
ÃU ¾É`Ï~” ØpU ¾T>’" G<’@ታ c=ÁÒØS¨< Ç=Á¨<’< ÁLd¨k /e”wƒ/ ¾SÚ[h ¾êG<õ
e”wƒ
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: -
2.6.1. 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
2.6.2. 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!
 2.7. 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፡፡

ስለ ሰራተኛዉ አስተያየት፡- --------------------------------------------------------------------------------

ማሳሰቢያ፡- ክሊራንሱ ተጠናቆ የድርጅቱ ሕጋዊ ማህተም ካልተመታበት ዋጋ የለውም፡፡

 ክሊራንሱ በ 3 ኮፒ ተዘጋጅቶ 1ኛው ለፋይናንስ፣ 2ኛው ለሠራተኛው፣ 3ኛው ለፋይል ይቀመጣል፡፡

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
. ንብረት/ገንዘብ የስራ ዘርፍ ስራዉን እና ፊርማ
ቁ አስረክቦ መሄዱን
1 የቅርብሥራኃላፊ (site eng) ብርሃኑ ቦጋለ

2 የንብረት ክፍል ኃላፊ (ሃይለኢየሱስጌታነህ)

3 የመሣሪያዎች አስተዳደርና ጥገና ክ/ኃላፊ
(ናትናኤል አሰፋ)
4 ፋይናንስ /ገንዘብያዥ (ዘበናይምንዳ)

5 የአስተዳደር መምሪያ ኃላፊ (ሃይለየሱስ ጌታነህ)

6 ሰራተኛዉ እያንዳንዱ ቴክኒካል ነገሮች አስረክቦ

መሄዱን የሚያረጋግጥ ኃላፊ (ብርሃኑ ቦጋለ )

7 የኮንስትራክሽን መምሪያ ክፍል ኃላፊ

(ሀይለእየሱስ ጌታነህ)

8 ዋናወይም ም/ዋናሥራአስኪያጅ (በሱፍቃድ

ሰለሞን)

ስለ ሰራተኛዉ አስተያየት፡- --------------------------------------------------------------------------------

ማሳሰቢያ፡- ክሊራንሱ ተጠናቆ የድርጅቱ ሕጋዊ ማህተም ካልተመታበት ዋጋ የለውም፡፡ ክሊራንሱ በ

3 ኮፒ ተዘጋጅቶ 1ኛው ለፋይናንስ፣ 2ኛው ለሠራተኛው፣ 3ኛው ለፋይል ይቀመጣል፡፡

2.8. 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

OVER ALL COMMENT

Commented [A8]: As an HR professional, you can
enhance the performance management document by
incorporating detailed information on KPIs, challenges,
solutions, a checklist for every work rewrite, and additional
comments. Here's how you can do that:

1. KPIs Detail:
- Define specific KPIs for different roles or departments
within the organization to align with organizational goals.
- Provide examples of how each KPI contributes to overall
performance and success.
- Detail how KPIs will be measured, tracked, and evaluated
to ensure clarity and accountability.

2. Challenges and Solutions:

- Identify common challenges in the performance
management process, such as resistance to feedback, lack of
alignment with goals, or inconsistent performance
evaluations.
- Offer solutions to address these challenges, such as
training programs on effective feedback delivery, regular
goal-setting workshops, or calibration sessions for rating
consistency.

3. Checklist for Every Work Rewrite:

- Develop a comprehensive checklist for managers to
follow during each performance management cycle,
including steps for goal setting, progress monitoring,
feedback sessions, and performance reviews.
- Ensure the checklist is easy to understand and
implement, providing guidance at each stage of the process.

4. Additional Comments for the Document:

- Include case studies or success stories to illustrate the
positive impact of effective performance management on
employee engagement and organizational success.
- Encourage a culture of continuous improvement by
emphasizing the importance of regular reviews and updates
to the performance management document based on
feedback and best practices.
- Solicit feedback from employees and managers to ensure
the document remains relevant and valuable in supporting
employee development and performance improvement.