Regardless of the design, most HR systems fulfill similar business needs, including job planning, employee recruitment and selection, workforce development, employee safety and health and labor relations. if a union is involved. HR mangers may also design research methods to provide vital information to management about the workforce. Management must ensure that HR systems function within the law by providing equal opportunity employment and practicing nondiscrimination.
Planning, Recruitment, and Selection
Methods for job planning include establishing the requirements for specific jobs within the organization and creating systems that alert HR when it’s time to hire new employees. Business use different systems to forecast workforce needs. HR managers may look at a business’s objectives, link those objectives to specific tasks, create a job or jobs that include those tasks and then seek out and hirie an employee capable of performing the tasks.
Development
Employee development systems require HR planning and method design. Types of employee development include employee orientation, training and team building. A variety of systems exist to facilitate this HR function. Some business use classroom-style training, on-the-job training or online training. Other organizations use a combination of training methods. Similarly, team building comes in many forms, from teamwork contests to corporate retreats.
Safety and Health
HR departments are often charged with designing and implementing employee health and safety programs. Under the Occupational Health and Safety Administration, or OSHA, employers must provide a safe work environment for employees. Different industries require different safety systems. For example, construction sites and banks require different safety precautions. Some HR departments develop ongoing employee health programs designed to keep the workforce in good physical condition.
Labor Relations
HR personnel often act as intermediaries between the union and management. In this role, HR employees deigns methods for negotiation, attempting to smooth the interaction between employee unions and company executives. The HR department is also responsible for handling employee grievances, and must set up methods for dealing with official and unofficial employee complaints.
Research
Some industries have a pre-existing knowledge base, complete with training suggestions and best practices. HR departments may be responsible for sorting through existing research to create a knowledge base that fits the company’s needs. When research is sparse or nonexistent, HR employees may need to develop a system for locating and applying research. HR departments may also create and maintain a system for communicating research to employees.
- We work with our clients as Partners.
- We believe that we will grow by nurturing our partner’s growth over time.
- We believe in working as part of client’s team.
- we are always a call/email away.
Methodology – 1
People tend to love their jobs when the position matches their personality, attitude & skills.
We obey the thumb rules in recruitment:
1. Communication
2. Participation
3. Confidentiality
We understand the client company, its vision, goals & culture.
We understand business plans, key skill requirements, compensation structures.
Methodology -2
Phase 1
To understand the client’s HR vision and assignment specifications.
Phase 2
In-depth desk research identifying relevant industries and companies therein.
Phase 3
Identification and evaluation of probable candidates through discreet reference check.
Phase 4
Short-listing and evaluation of suitable candidates for
presentation to client, leading to interview.
Phase 5
Confidence building exercise by close monitoring
of selected candidates to ensure expected joining. Both client and candidate
kept informed at regular intervals. Besides, we also have a system for ongoing
client contact to review and assess new joiner’s progress.
HR Services Portfolio:
| Recruitment & Selection | Workforce Administration | Payroll Administration | Benefits Administration | Performance & Rewards |
|---|---|---|---|---|
| Sourcing Resumes, Screening, Scheduling Interviews, Checks & Verification, Offer Management | On-boarding Support, Employee data Management, Leave Management, Visa Processing, Exit Management, | Time & Attendance, Payroll Data Maintenance, Expense Reimbursement, Processing & Accounting, Distribution & Filing | Eligibility & Enrollment, File Processing, Provider Liaison, Health & Welfare, Retirement-Other Benefits | Market Data Management, Variable Compensation Administration, Employee Stock Plan Administration, Employee Communication Support, |
Back Office Offerings
| Finance & Accounting | Financial Planning & Analysis | Master Data Management | HR Services | Procurement Services | Document Management |
|---|---|---|---|---|---|
| Accounts Payable Travel & Expense Accounts Receivable General Accounting | Cost Benefit Analysis, Price Modelling, MIS & BI Reporting, Planning/ Budgeting & Forecasting, Financial Statements Preparation & Analysis, Financial Reporting Management Reporting | Customer Master, Vendor Master, Employee Master, Data Governance, MDM Process Development, Data Quality Management, Data Harmonization | Recruitment services, Staffing Services, HR Admin, Payroll & Benefits, Time, Attendance & Leave Management, Statutory Compliance | E-Sourcing Management, Requisition to Order Management, Supplier Management, Contract Management, Compliance Management, | Mailroom Management, Document Scanning, Barcoding and Indexing, Terms of Reference, Document Storage, Retrieval and Archival |