HR Management

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HR MANAGEMENT & OUTSOURCING

SCOPE OF WORK

  • STRATEGIC RECRUITMENT
    • It is essentially recruiting in response to the needs of the business and building your recruitment strategy around that.
    • Strategic recruitment should be carried out in the context of three core factors:
    • An understanding of corporate ethos and values. These provide the broader framework for the kind of organisation that exists (or more often, is evolving).
    • Overall business objectives, set at corporate and departmental level. By cascading goals down throughout the organisation, companies can ensure the resource decisions they make at a local level are in line with overall need.
    • The capability of the existing workforce. This sets the parameters for corporate development and provides the core information for strategic recruitment.
  • STRATEGIC IR PLANNING
    • Comming Soon...............
  • LABOUR LAW PLANNING
    • The body of law that governs the employer-employee relationship, including individual employment contracts, the application of TORT and contract doctrines, and a large group of statutory regulation on issues such as the right to organize and negotiate collective bargaining agreements, protection from discrimination, wages and hours, and health and safety.
    • Beyond establishing an economic relationship between employer and employee, work provides a powerful structure for organizing social and cultural life. The employment relationship is more than the exchange of labor for money. In U.S. society, self-worth, dignity, satisfaction, and accomplishment are often achieved by one's employment responsibilities, performance, and rewards. The development of employment law demonstrates the importance of work. Since the 1930s, employees have acquired more legal rights as federal and state governments have enacted laws that give them the power and authority to unionize, to engage in Collective Bargaining, and to be protected from discrimination based on race, gender, or disability.
  • PAYROLL & HR MANAGEMENT
    • In a company, payroll is the sum of all financial records of salaries for an employee, wages, bonuses and deductions. In accounting, payroll refers to the amount paid to employees for services they provided during a certain period of time. Payroll plays a major role in a company for several reasons.
    • rom an accounting perspective, payroll is crucial because payroll and payroll taxes considerably affect the net income of most companies and they are subject to laws and regulations (e.g. in the US payroll is subject to federal and state regulations). From an ethics in business viewpoint payroll is a critical department as employees are responsive to payroll errors and irregularities: good employee morale requires payroll to be paid timely and accurately. The primary mission of the payroll department is to ensure that all employees are paid accurately and timely with the correct withholdings and deductions, and to ensure the withholdings and deductions are remitted in a timely manner. This includes salary payments, tax withholdings, and deductions from a paycheck.
  • EMPLOYMENT ON THIRD PARTY ( OUTSOURCING )
    • In business, outsourcing is the contracting out of a business process to a third-party. The term "outsourcing" became popular in the United States near the turn of the 21st century. Outsourcing sometimes involves transferring employees and assets from one firm to another, but not always.[1] Outsourcing is also used to describe the practice of handing over control of public services to for-profit corporations.
    • Outsourcing includes both foreign and domestic contracting,[3] and sometimes includes offshoring or relocating a business function to another country.[4] Financial savings from lower international labor rates is a big motivation for outsourcing/offshoring.
    • The opposite of outsourcing is called insourcing, which entails bringing processes handled by third-party firms in-house, and is sometimes accomplished via vertical integration. However, a business can provide a contract service to another business without necessarily insourcing that business process.
  • LABOUR LAW PLANNING
    • The body of law that governs the employer-employee relationship, including individual employment contracts, the application of TORT and contract doctrines, and a large group of statutory regulation on issues such as the right to organize and negotiate collective bargaining agreements, protection from discrimination, wages and hours, and health and safety.
    • Beyond establishing an economic relationship between employer and employee, work provides a powerful structure for organizing social and cultural life. The employment relationship is more than the exchange of labor for money. In U.S. society, self-worth, dignity, satisfaction, and accomplishment are often achieved by one's employment responsibilities, performance, and rewards. The development of employment law demonstrates the importance of work. Since the 1930s, employees have acquired more legal rights as federal and state governments have enacted laws that give them the power and authority to unionize, to engage in Collective Bargaining, and to be protected from discrimination based on race, gender, or disability.
  • LEADERSHIP DEVELOPMENT ( MENTORING , COACHING , TRAINING)
    • Mentorship (Coaching or Traning) is a personal developmental relationship in which a more experienced or more knowledgeable person helps to guide a less experienced or less knowledgeable person. However, true mentoring is more than just answering occasional questions or providing ad hoc help. It is about an ongoing relationship of learning, dialogue, and challenge.
    • "Mentoring" is a process that always involves communication and is relationship based, but its precise definition is elusive. One definition of the many that have been proposed, is.
    • Mentoring is a process for the informal transmission of knowledge, social capital, and the psychosocial support perceived by the recipient as relevant to work, career, or professional development; mentoring entails informal communication, usually face-to-face and during a sustained period of time, between a person who is perceived to have greater relevant knowledge, wisdom, or experience (the mentor) and a person who is perceived to have less (the protégé)".
  • BRAND BUILDING OF EMPLOYER ( HR PERSPECTIVE WITH THE HELP OF DIFFERENT TOOLS)
    • Employer brand is about capturing the essence of an organization in a way that engages current and prospective talent. It expresses an organization’s "value proposition"—the entirety of its culture, systems, attitudes and employee relationships, providing a new focal point for the company.
    • Today, an effective employer brand is essential for competitive advantage. Increasingly, Indian corporations are becoming intentionally strategic to utilize the employer brand to attract and retain talent and, ultimately, to expand and grow. To gain an understanding of how the concept of employer brand is being leveraged by multinational corporations with operations in India, the Society for Human Resource Management (SHRM) interviewed Indian HR executives in three diverse industry sectors:
    • The banking and financial services industry (BFSI).
    • Global supply chain solutions.
    • Clinical research organizations (CRO).
    • Their stories reveal an intense focus to connect with their Indian marketplace by using many strategies successfully demonstrated in the global marketplace.