Resources and responsibilities continued This section sets out the policies we have in place to meet the responsibilities towards our employees, the ways in which these policies have been implemented, and the aims of the policies achieved, over the course of 2018. Bank of Georgia’s HCM department oversees these policies in coordination with the Board of Directors and ensures relevant updates according to organisational, strategic or systemic changes. Examples of some of our HR policies and procedures include, but are not limited to: • employee planning and recruiting; • staff administration; • compensation and benefits; • a code of conduct for employees; • employee development and training; • human rights; • grievances; • retrenchment; and • anti-nepotism. The Bank’s HCM department works closely with HR managers and executives from our subsidiaries in order to ensure proper implementation of the main principles In 2018, Bank of Georgia’s Tree of Life Foundation and the provision of necessary support in all HR- financed a social enterprise Green Gift, whose goal related matters. is to manufacture and promote products made of recycled paper. The enterprise cooperates with We recognise the importance of observing human rights a number of companies to collect used paper, process and are committed to implementing socially responsible it and manufacture useful and eco-friendly products. business practices. Our Human Rights Policy establishes With the grant from Bank of Georgia, Green Gift priorities and puts control procedures in place to provide aims to strengthen its resources, both in human equal opportunities and prevent discrimination or and technical terms. harassment on any grounds, including disability. Our Human Rights Policy applies to all employees and includes Employee matters procedures in relation to employment processes (including recruitment procedures and procedures governing the A key factor to our success is a cohesive and professional continuity of employment of employees who become team, capable of accomplishing the Group’s objectives. disabled during the course of their employment), training We are committed to attracting and identifying the and development. best professionals, caring and planning for their needs, investing in their development and fostering their We are committed to employee engagement. Ensuring commitment. that all employees at all levels of the business are aware of our Group is important to us and we strive to provide The Human Capital Management (HCM) department our employees with a continuous flow of information, and the management system it implements play a vital which includes but is not limited to information about our role in managing our most valuable asset – our employees. corporate culture, the Group’s strategy and performance, The HCM department develops Human Resource (HR) risks relating to its performance, such as financial and policies and procedures which determine key principles, economic factors, and our policies and procedures. We areas, approaches and methods that are crucial for provide information in a number of ways, including via building HCM systems for all our businesses. managers, presentations, new employees onboarding, intranet, email and regular town hall and off-site meetings. 80 Annual Report 2018Bank of Georgia Group PLC