HR Policies

General Premedical Test Policy

Here is the General Premedical Test Policy.

Supervisors are advised that any person who may require assistance in understanding any aspect of this document, particularly for language or literacy reasons, can be referred to the OH&S Unit in Human Resources.

1. Overview
2. Scope
3. Policy
4. Responsibilities



To safeguard both itself and any potential staff member, the University reserves the right to require a potential staff member to undergo a pre-employment medical examination as a condition of appointment. This Policy and associated procedure set details of the University’s requirement for pre-employment medicals.


This Policy applies to all prospective staff members employed by the University of Adelaide, with the exception of:

(i) casual academic and general staff;
(ii) visiting academic staff;
(iii) honorary academic staff.


3.1 The University reserves the right to require any successful applicant for a position in the University to undergo a medical examination to determine fitness for work.

3.2 All offers of appointment shall be made subject to satisfactory completion of a pre-employment medical examination, if such an examination is deemed necessary by the University.

3.3 The purpose of the pre-employment medical examination shall be to verify that the prospective member of staff is physically fit to perform the inherent duties of the position for which he or she has applied, and to help guard against work-related illness and injury occurring subsequent to the person’s employment in the University.

3.4 Where required, the pre-employment medical is to be conducted by a registered medical practitioner of the applicant’s choice.

3.5 The decision to require an applicant to undergo a medical examination as a condition of appointment will take into account the inherent duties of the position for which the applicant has applied, the occupational hazards identified for the position and the applicant’s personal health declaration in relation to the position.

3.6 A successful applicant who is required to undergo a pre-employment medical examination may not commence duty with the University until he or she has received confirmation from the University stating that he or she is fit to take up the appointment.

3.7 All medical information obtained as part of this process is confidential and shall remain the property of Human Resources.


4.1 Human Resources

Human Resources shall be responsible for the following:

(i) determining those successful applicants who are required to undergo a pre-employment medical as a condition of appointment, in accordance with guidelines developed by the General Manager, Human Resources;

(ii) communicating to applicants the requirements of this Policy and associated procedure;

(iii) confidentially storing any documentation associated with this Policy.

4.2 Area Managers

Area Managers are responsible for the following:

(i) developing the Duty Statement for vacant general staff positions;

(ii) determining potential occupational hazards for the position to be filled;

(iii) identifying those positions for which a pre-employment medical is required;

(iv) ensuring that no applicant commences an appointment until his or her appointment has been confirmed.

Area Managers may delegate the above authorities to Heads of Department.


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Posted by admin - October 10, 2012 at 1:46 PM

Categories: HR Policies   Tags:

Procedure of the Activities of Human Resource Department

A) Activities Handled at a glance.


i)Service File (Employee’s file)




v) Resignation


B) Detailed procedure of the activities handled alongwith documentation involved:


  1. i. Service File:

Curriculam Vitae

Proof of Educational Qualification (Marksheets and Certificates)

Senior secondary certificate/ marksheet

Higher secondary certificate/ marksheet

Graduation marksheet

Post Graduation marksheet

Professional qualification / marksheet

Copy of appointment letter.

Detail sheet in original (annexure  to interview call letter)

Two recent passport size photographs

Experience certificate/s

Relieving letter if possible

Promotion letter

Increment letter

Renewal letter


ii) Recruitment


Obtaining approval from competent authority – COO

Releasing an advertisement for recruitments.

Receiving applications.

Scanning / Scrutinizing the applications on the basis of criteria mentioned

Shortlisting the candidates

Sending the interview call letters

Sending invitation letter to panel members

To obtain confirmation calls and mails from respective candidates

Conduction of interview and selection of candidate/s, verification of  concerned certificates

Sending the appointment letter/s (in duplicate)

Receiving the acceptance copy duly signed



To get the details of a training program.

To assess the need for providing the training of that particular program.

Getting it discussed with competent authority and obtaining the approval of CEO (via note)

Sending suitable candidate / s concerned in that particular stream or area for the program.



One month prior notice is to be given.

Obtaining the approval from competent authority – COO (via note) and getting the acceptance.

Handling over the all relevant document to the person concerned duly acknowledged.

Clearance or recovery of dues if any related to company.

Issue of experience certificate and relieving letter.


Sanction of Leave

Balance of leave is to be checked before applying.

Applying for the leave in the prescribed format and getting it signed by the recommending official.

Forwarding the same to the to COO for sanction.

Submitting the same to HRD.

Accordingly updations to be made


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Posted by admin - November 23, 2011 at 10:09 PM

Categories: HR, HR Policies   Tags: , , ,

7 Reasons to Consider a Career in Human Resources

I attached a interesting one.

Click Here To Download 7 Reasons to Consider a Career in Human Resources

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Posted by Hrformats - October 21, 2011 at 9:47 AM

Categories: HR Policies   Tags:

HR Analyst JD

A summary of HR Analyst Responsibilities:-

  • A human resource analyst is concerned with all aspects of the manpower policies and practices of a company.
  • His job is to review HR policies regarding recruitment, selection, training, orientation, development, employee benefits and compensation and suggest appropriate improvements.
  • He also needs to be good at handling the human resource database using human resource information systems (HRIS).
  • Good persuasion and analytical skills are needed. Considering the nature of the job, experience in applying skills related to communication, convincing and coordination are most important.


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Posted by Hrformats - October 17, 2011 at 11:31 AM

Categories: HR Policies   Tags: , ,

HR/Funny Games on Diwali Eve

The common activities in organizations are :

Rangoli competition, Best dressed male and best dressed female contest (traditional clothes), Diya lighting contest, tug of war, poster making contest, Greeting card making contest, work station decorating contest, music competition, Diwali songs Antaakshari, Dumb charades and pot luck lunch

These activities are common and easy to coordinate. Not much preparation is required from the HR front.


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Posted by Hrformats - October 17, 2011 at 9:13 AM

Categories: HR Policies   Tags:

Create a Payroll Area

Hers’s the Path for Creation of Payroll Area.

SPRO– IMG–Personnel Management –Personnel Administration –Organizational Data –Organizational Assignment –Create payroll area

Payroll Area is used to group employees whose payroll is run with same frequency and same payment date in organization.

Control Record can be created via T Code PA03.

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Posted by Hrformats - October 17, 2011 at 8:58 AM

Categories: HR Policies, Payroll Format   Tags:

7 disciplines for High Performance

There are 7 disciplines you must develop if you want to achieve all that is possible for you. You can learn these disciplines through practice and repetition until they become automatic.

Goal Setting

Every morning, take 3 to 5 minutes to write out your top goals in the present tense. Get a spiral notebook for this purpose. By writing out your 10 goals at the beginning of each day, you will program them deep into your subconscious mind. This daily goal writing will activate your mental powers. It will stimulate your mind and make you more alert. Throughout the day, you will see opportunities and possibilities to move more rapidly toward your goals.
Planning and Organizing Take a few minutes, preferably the night before, to plan out every activity of the coming day. Always work from a list. Always think on paper. This is one of the most powerful and important disciplines of all for high performance.

Priority Setting The essence of all time management, personal management, and life management is contained in your ability to set proper priorities and use of your time. This is essential for high performance.
Concentration on your Highest-Value Activities
Your ability to work single-mindedly on your most important task will contribute as much to your success as any other discipline you can develop.
Exercise and Proper Nutrition

Your health is more important than anything else. By disciplining yourself to exercise regularly and to eat carefully, you will promote the highest possible levels of health and fitness throughout your life.
Learning and Growth

Your mind is like a muscle. If you don’t use it, you lose it. Continuous learning is the minimum requirement for success in any field.
Time for Important People in your Life Relationships are everything. Be sure that in climbing the ladder of success, you do not find it leaning against the wrong building. Make time for your relationships every day, no matter how busy you get.

Action Exercise
These 7 disciplines will ensure that you perform at the highest level and get the greatest satisfaction and results from everything you do. Study these 7 disciplines and then make a plan for how you can incorporate each of them into your daily life.

Click Here To Download 7 disciplines for High Performance



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Posted by Hrformats - October 17, 2011 at 8:20 AM

Categories: HR Policies   Tags:

Method of Performance Appraisal

360 degree PAS used by many corporate companies in a successful manner.

The system is not clicked in few industrial setups.
The appraisees must be matured enough to accept the ratings from their subordinates and peer group. If there is a healthy and harmony in interpersonal relationships then this system will yield very good results.

Now the 720 degree systems are in place.


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Posted by Hrformats - October 15, 2011 at 11:51 AM

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HSE Induction

Please find the attached file for safety induction. You can add more with other slides. Environment part is also to be added.

Click Here To Download Safety Induction Orientation

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Posted by Hrformats - October 15, 2011 at 6:50 AM

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Fatality Alert & Sharing Learnings

Go through the attached and do the best from your side to prevent such occurrence in your area of control.

Click Here To Download Safety Alert Wadi


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Posted by Hrformats - October 15, 2011 at 6:28 AM

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