HR POLICY

1. General provisions.

1.1. HR Policy is an integral, strategically oriented policy of the work with personnel in Caspian Hydra technologies (further – Company).

1.2. HR Policy defines purposes, tasks, principles and methods of their realization in the sphere of staff provision to the Company.

1.3. Provision on the HR Policy is annually developed or amended and approved by the decision of the Company’s executive board.

1.4. Amendment of the Provision on the HR Policy is made according to the results of the personnel monitoring, results of the Company’s activity, management system.

 

2. Main tasks of the HR Policy

2.1. Optimization and stabilization of the key structural divisions’ personnel of the Company.

2.2. Creation of the effective motivation system of the Company’s staff.

2.3. Creation and maintenance of the organizational order in the Company, strengthening of the efficiency, responsibility of the personnel for fulfilled duties, strengthening of the labor and industrial discipline. 

2.4. Creation and development of the education and advanced training system for specialists and managers.

2.5. Forming and strengthening of the corporate culture of the Company.

 

3. Optimization of the personnel

3.1. Optimization of the personnel supposes rotation both of internal employees, i.e. shake-up inside the Company, and external, which means firing of employees not corresponding by their qualities and professional competences to the requirements, which are made to the employee on the certain working place or position.

3.2. Assessment of professional level and quality of execution of the job description of the employees is made in accordance with elaborated and approved procedure of the scheduled qualifications.

3.3. Realization of the professionalism principle and personal competences is made through the multistage procedure of selection and acceptance on a competitive basis. Herewith, evaluation of the professional competencies is made by the direct manager of the future employee (first stage). Evaluation of personal and business qualities of the candidate is made by the head of HR department (second stage). Conclusion on the correspondence of knowledge, skills, experience, business and personal qualities to the Company’s corporate culture is brought to the manager’s knowledge and is critical during recruiting to the Company.

3.4. Procedure of arrangement of work for optimization of the Company’s personnel:

3.4.1. Define required and sufficient quantity of departments on the basis of functional tasks and scope of performed work. The basis for forecasting of requirement of personnel is the Company’s strategy, long-term purpose system, situation in the regional labor market and results of personnel monitoring.

3.4.2. Define qualification demands to the certain positions and jobs.

3.4.3. Perform search and selection of personnel to the job openings in accordance with requirements to the qualification level and professional competence of the candidates, to their personal, professionally important psychological and social qualities. Selection of managers and specialists is made both of external and internal sources.

3.4.4. During recruitment of personnel, the requirements of the RF Labor Code are coplied, probationary period is established. Final decision on the recruitment is made according to the results of probationary period.

3.4.5. All employees hired to the Company shall pass induction procedure.

3.4.6. Professional adaptation of the new hired employees is made in places in accordance with individual plans using mentoring.

 

4. Creation of effective system of personnel motivation and inspiration.

4.1. The task of functioning of the system of personnel motivation and inspiration is in provision of straight and sustainable interest of each Company’s employee in achievement of planned effectiveness in personal labor activity and collective work results, and if possible, in improvement of results in comparison with planned ones.

4.2. Basic component of the motivation and inspiration system is mechanism of material remuneration, providing connection between payment and labor results. The basic principle of material remuneration is equal payment for the equal work, which means same level of wages for the employees having positions (jobs) with the same level of difficulty and importance and showing same levels of efficiency.

4.3. Material remuneration of employees consists of the permanent guaranteed part of the wage, as the basic salary and variable part, which is a function of efficiency of activity of employee himself/herself, employee’s department and the Company as a whole. Except otherwise provided in the contract with employee.

4.4. The variable part of the remuneration is paid in the form of bonus:

  • for the Company’s management – according to the results of all the Company work on the basis of financial measure of efficiency
  • for heads of departments and auxiliary services personnel – in the form of bonus for high level of professionalism;
  • for managers and employees of the main departments according to the monthly economical results of department work.

4.5. In the course of raising of financial and economic activity of the Company, the employment benefit will be extended, which now includes partial remuneration of the employees feed in the working time, additional health insurance, live assurance, transport expenses compensation, arrangement of leisure time.

4.6. Procedure and mechanisms of payment for the Company’s employees work is regulated by internal normative documents - Compensation & Benefits Policy and Bonuses Policy. 

 

5. Creation and maintenance of organizational order

5.1. The most important condition for achievement of the Company’s strategic target is unconditioned execution of the job description by all employees, strict compliance with the labor and industrial discipline, managers’ exigency to the subordinates, strict execution of subordinates of orders, instructions, and work tasks.

5.2. The basis of due diligence is organizational order in the Company, when employees know and perform their duties, fixed in the job descriptions, managers bear responsibility for taken decisions within their area of responsibility, planning, reporting and control over the taken decisions is made in accordance with taken and approved rules, procedures and instructions.

5.3.  Rules of working behavior are regulated by the Labor Regulations, ethical norms are regulated by the Code of ethics, job obligations, rights and responsibilities are fixed in the job descriptions, regulations and rules of the Company.

5.4. As the organizational order is the basis of the Company’s main activity, then any violation of the requirements of the documents, regulating this order will be considered as a serious misconduct, subjecting to corresponding punishment both of financial and administrative character, up to fire of the guilty employee.

 

6. Creation and development of education and advanced training system.

6.1. The high level of professional competences of the Company’s personnel shall be maintained and progress in the system of constant education and advanced training.

The main emphasis in this process shall be made onto internal corporate education, which can be represented differently: in-pace training, mentoring, internal seminars and trainings. Striving of personnel to the advanced training will be supported and stimulated by the Company’s authorities, both in mental and in financial ways.

6.2. For estimation of the  need in education, the Company shall on the regular basis perform procedure for personnel assessment and certification, namely:

  • certification shall be performed for all employees according to the frequency, established in the Provision of certification;
  • assessment of the departments’ work shall be made on the monthly basis, within frames of accounting and control of efficiency of execution of the current tasks;
  • assessment of the results of activity of managers shall be made annually;
  • assessment of specialists shall be made in a random manner according to the managers’ recommendations.

Plans of individual development are made on the basis of assessment results.

6.3. Education is planned and performed with the purpose to prepare personnel to the resolution of the tasks standing before the Company and upgrading professional level of personnel.

6.4. Company’s expenses for education shall be approved on the board of management and shall not exceed 0.2 present of income.

6.5. In case of working requirement the payment for personnel education is possible at the Company’s expense. After education, specialist has to work in the Company for the period, established in the educational contract, or reimburse expenses for education to the Company.

 

7. Formation and strengthening of the corporate culture.

7.1.Strengthening of the corporate culture shall be made through the internal activities, aimed to raising sense of community, affiliation with the Company’s, loyalty and reliability in work. Creation of positive image both inside and outside of the Company will promote upbringing and popularization of corporate spirit and positive social and psychological atmosphere in the working team.

7.2. The principles of corporate behavior and demand to the corporate culture are showed in the Corporate Code and Ethics Code.

7.3. The main responsibility in case of non-efficient realization of the Corporate Code provisions lays on human resources department, which shall realize purposes established in i.6.1 in close cooperation with departments and managers.

 

8. Final provisions.

8.1. For realization of the HR policy, HR officers shall elaborate corresponding programs and regulatory documents, which let perform achievement of set purposes.

8.2. Control over realization of HR Provision shall be made by the head of HR department.

8.3. For execution of the Company’s HR policy efficiency assessment, HR department shall perform monitoring which includes the system of indicators, showing efficiency of HR work in the Company, method of its assessment and development of recommendations.

8.4. Responsibility for execution of monitoring and development of amendments to the Regulation on the HR Policy lays on the head of the department.