AHP culture is the collective behavior of people that are part of an

organization, it is also formed by the organization values, visions,

norms, working language, systems, and symbols, it includes beliefs
and habits. It is also the pattern of such collective behaviors and
assumptions that are taught to new organizational members as a way
of perceiving, and even thinking and feeling. Organizational culture
affects the way people and groups interact with each other, with
clients, and with stakeholders.
Since our inception in 1998, AHP have worked hard to maintain a small
company feel. At lunchtime, almost everyone eats in the office caf,
sitting at whatever table has an opening and enjoying conversations
with all different departments. This is critical since AHP is committed to
innovation, and innovation requires that everyone feel comfortable in
sharing ideas and opinions.
AHP looks for attitudes that are positive and for people who an lend
themselves to causes. We want folks who have a good sense of humor
and people who are interested in performing as a team and take joy in
team results instead of individual accomplishments.
AHP believe that organization has the ability to build a strong culture
and it doesnt have to be complex. There are just a few key principles
to understand and ultimately apply on a consistent basis.
Everyone in the AHP culture must believe in the clear connection
between the distinctive values of the culture and how it makes a
substantial difference for customers.
The way the AHP leverages its culture, starting with its values, to
make a distinctive difference for customers, establishes its brand of
doing business.
One of the largest untapped opportunities for building a stronger AHP
culture is helping each employee discover their personal brand
(attitude, skills, beliefs, and values) and fostering alignment of their
personal brand and the brand of the company.
Customer-centric employee engagement is embraced as a sustainable
AHP strategy. Employee engagement and customer engagement are
two fundamental long-term strategies of sustainable, successful AHP.
AHP culture is predictive of the strength in customer satisfaction and
loyalty.

AHP Human resource identifies current and future human resources

needs for an organization to achieve it goals. Human resources
planning should serve as a link between human resources
management and the overall strategic plan of an organization.
AHP PHILOSOPHY
AHP aims to be happy, efficient and successful company in which
everyone participates and cooperates in facing the challenges of the
business.
Quality should be our goal, not only in the products and services we
offer our customers but in the way we treat people, in the work we do,
in the return we give our staff and in the role we play all around us.
COMPANY POLICIES AND PROCEDURES
PERSONAL RECORDS
It is the policy of the AHP that all personal records / files, medical,
provident fund, gratuity, attendance, leave, overtimes and other
administrative files are kept and maintained by the human resource
department.
Unauthorized access through computer data files or otherwise will be
regarded as serious misconduct and will be treated accordingly.
ATTENDANCE
Good attendance is essential to the company and poor unreliable
attendance, whatever its cause, will result in action under the
disciplinary procedure. The most serious disruption is caused when
staff fails to notify management in advance of their start time that
they will not be at work take time off without permission or leave their
duties during working hours without permission.
HOURS OF WORK
The normal hours of work are stated under. All employees are required
to treat attendants and time keeping as matters of the utmost
importance.
Factory Hours: Monday to Saturday
09:00-17:00
Friday
09:00-17:30
SHIFT HOUR
Working hours is subject to change by the company with one weeks
notice or to inform them as early as possible.
OVERTIME PROCEDURES
It is the desire of the management that the amount of overtime should
be minimum. All departmental managers should insure that the
distribution of workload are monitored and reviewed on regular basis.

For Sunday working special fixed compensatory allowance shall be paid

to the staff of group 4 and 5.
RENUMERATION
The salary will accrue on the basis of the number of days worked and
is paid on or about the first of the month.
SALARY REVIEWS
Salaries are normally reviewed which comes into effect from 1 st of July.
However, salaries of members of staff who are on probation will not be
eligible for review until after the probationary period is completed
satisfactorily.
BENEFITS AND ONSIGHT FACILITIES
BONUS
The company has maintained its annual bonus award of 33.33%,
which is approximately four months salary.
BONUS ENTITLEMENT
Where on the relevant date in any year an employee has completed
one year service (with pay) the employee shall be entitled to be paid
full year bonus based on annual rate of salary.
However an employee, who, on relevant day has not completed one
year service, shall be entitled to be paid pro-rata bonus payments
according to completed moths of service.
PROVIDENT FUNDS
As per the provident fund Act, the company has established the
provident fund trust account for the benefit of the employees.
Provident fund is subject to Zakat deduction as per law.
To facilitate our employees the company operates Loan Policy
against provident fund.
MEDICAL REIMBURSNMENT
Up to seven percent of the annual rate of salary will be reimbursed
against the actual medical bill of the employees or their immediate
families.
ANNUAL LEAVE
The leave period begins from 1 st July to 30th June. All permanent
employees shall be entitled to 35 days leave per year. Break up of
which as follows:
Casual Leave
Sick Leave
Earned Leave

10 days
10 days
15 days

For the benefit of the employee part or whole of causal and sick leaves
can be en-cashed after 30th June. While earned leave could either be
en-cashed or carried forward to next year entitlement. However the
total balance of earned leave should not exceed 45 days at any time.
SHORT LEAVE
All permanent employees are also entitled for 2 short leaves of 2 hours
per month for Emergency Purpose only.
PERSONAL LOANS
Personal Loans are available to the permanent employees, against
their provident fund only.
ANNUAL CASH REWARDS
To encourage members of the staff, company selects at least 3
employees on the basis of their outstanding overall performance
through out the year. Annual cash rewards of Rs.3000/ each in the
shape of prize bonds are distributed among the winners.
EMPLOYEES WELFARE
GROUP INSURANCE
All permanent employees are covered under group insurance policy
with EFU Life Insurance Limited.
WORKMENS COMPENSATION
All workers are covered against accidental death or injury under the
provision of Workmens Compensation Act 1923.
SOCIAL SECURITY
For employees who are not covered under the companys medical
reimbursement are covered under the provision of Employees Social
Security Ordinance 1965.
EMPLOYEES OLD AGE BENEFITS (E.O.B.I)
All permanent employees are registered under the provision of
Employees Old Age Benefit Act 1976.
INDIVIDUAL GRIEVANCE PROCEDURE
The object of this procedure is to ensure that any queries of difficulties
you have can be resolved as quickly and simply as possible. The
company greatly values its employees, making every endeavor to
provide a fair basis for the resolution of all grievances.
STAGE 01
If you have any grievance relating to your employment, you should
take up the matter with the immediate supervisor or manager who will
attempt to resolve the complaint as quickly as possible.

STAGE 02
Failing the satisfactory settlement of your grievance at Stage 1, you
may take the matter up with your Department Manager.
STAGE 03
If the Stage 2nd fails you may refer the grievance to the representative
of HRD, who will discuss the matter with your Departmental Manager
as your representative. He will give in written reply to you normally
within 7 working days of your raising the matter with him.
If you are still not satisfied then your appeal will be heard by the Dy.
Managing Director or in some cases the Managing Director. You must
submit the written notice of your appeal and specify the reason to the
Human Resource Department.
DISCIPLINARY PROCEDURE
The disciplinary Procedure exists to enable the Company to reaffirm to
staff its standards and expectations generally, and to express concern,
and outline possible consequences in a fair and uniform manner when
they fall short of these.
STAGE 01
You will be interview by your Department Manager in the presence of
another member of management, normally from the Human Resource
Department.
STAGE 02
If your improvement is not forth coming, or you commit another
breach of discipline, you will be interviewed by the appropriate
Directorate in the presence of another member of the management as
in Stage 1.
This should be regarded as a Final Warning. A further repeat in
breach will result in your dismissal.
STAGE 03
Where you have received final warning and your performance or
conduct doses not improve or there is a further breach of discipline
Stage 3 will apply.
The Company shall be entitled to suspend you with or without pay for
as long as may be necessary to carry out a proper investigation.
DISMISSAL
You appointment may be terminated forthwith by the Company
without prior notice if you shall at any time be given of serious

misconduct or any other conduct likely to affect prejudicially the

interest of the Company.