by Prompt Personnel | Apr 28, 2023 | Permanent Staffing
Overview
Permanent Staffing is an integral process for businesses across various industries. It involves identifying, attracting, and hiring the right talent for the right job on a long-term basis. However, with the ever-changing job market and continuous technological advancements, finding and attracting the right talent has become increasingly burdensome.
This has led to several challenges in Permanent Staffing, making it difficult to finding candidates with the relevant skills and expertise. In this blog, we will explore some of these challenges in depth and discuss how partnering with a leading HR consultancy like Prompt Personnel for Permanent Staffing Solutions can help businesses overcome this ordeal.
Challenges faced in Permanent Staffing Permanent Staffing remains one of the most daunting tasks for organisations across various industries. With the ever-changing job market and continuous technological advancement, finding and attracting the right talent has become increasingly burdensome. Permanent recruitment is an integral process for any business.
However, organisations face multiple challenges when it comes to talent acquisition.
- Shortage of Expertise – One of the most common challenges is the shortage of skilled workers. Finding qualified candidates with the required technical expertise and experience can be a challenging process, especially in a highly competitive job market.
Solution – To overcome these challenges, organisations can partner with the best HR consultants who specialise in Permanent Staffing Solutions. This will give businesses access to a wide pool of qualified candidates with the required skills and flexibility to succeed in a rapidly changing environment
- Change in Consumer Behaviour – Another challenge is the need to constantly adapt to changes in consumer behaviour, industry trends, and modernisation of technology. This puts pressure on organisations to find employees who can navigate through these changes and bring innovative solutions to the table.
Solution – Partnering with a reputable HR consultant can streamline the hiring process, increase efficiency, and improve the quality of hires, hence being familiar with such disadvantages. Permanent staffing solutions can provide organisations with a competitive advantage in their industry and help them stay ahead of the curve.
- High Turnover Rate – Organisations face additional challenges in permanent staffing due to the high turnover rate, making it difficult to find and retain top talent. This is especially true in industries with demanding and fast-paced work environments, such as logistics and retail.
Solution – Permanent staffing can help to address turnover in the retail industry because it provides employees with job security and stability, which can increase their job satisfaction and reduce the likelihood of them leaving for other opportunities. When employees know that they have a stable job with consistent hours and benefits, they are more likely to feel invested in their work and stay with the company for a longer period of time
- Retaining Top talent – In today’s job market, businesses must offer more than just a job title and a pay check to attract top talent. To win over potential employees quickly, you need to impress them with a comprehensive package that includes competitive salaries, flexible work arrangements, room for growth, and attractive benefits packages. In addition to these offerings, it’s crucial to understand that job seekers entering the market are well-informed about their worth and the opportunities available to them. They won’t settle for less when there are better options out there, and they are ready to negotiate for the best possible deal.
Solution – Permanent staffing service can also help to retain top talent by providing opportunities for career growth and advancement within the company. When employees are hired on a permanent basis, they have the opportunity to develop their skills and knowledge over time and to take on new responsibilities as they become more experienced. This can help to create a sense of purpose and fulfilment in the work and can encourage employees to stay with the company for the long-term. Additionally, partnering with a reputable HR consultant can streamline the hiring process, increase efficiency, and improve the quality of hires.
Permanent staffing solutions can provide organisations with a competitive advantage in their industry and help them stay ahead of the curve. With the support of HR consultants, organisations can focus solely on their core operations while the they take care of the end-to-end talent acquisition process. This makes permanent recruitment a hassle-free experience for businesses of all sizes and industries.
How Prompt can help your venture with Permanent Staffing
Eliminating Risk – At Prompt Personnel, we understand the importance of finding the right talent for your organization. Our permanent staffing solutions have helped us build long-lasting relationships with key industry players, by providing hassle-free employee qualities that minimize errors and iterations.
Extensive Screening – Our exhaustive screening process ensures that we provide the best candidates, accurate to your organization’s needs. This enables higher-quality employee hiring, leading to improved business efficiency and longer employee retention. As a result, organizations can enjoy long-term business benefits and reduced hiring expenses.
Personalisation – We provide real-time tracking of the entire recruitment process. This allows you to track and stay updated on every process detail as required. With a personalized dashboard tailored to your needs, you can easily know who, when, and how efficiently candidates come into your organization.
At Prompt Personnel, we strive to provide the best Permanent Staffing Solutions to our clients, ensuring their success in the long run. Contact us for more details.
by Prompt Personnel | Apr 22, 2023 | Uncategorized
The workforce landscape is changing rapidly, and the recruitment experience for job seekers has become increasingly important. So much so, that a sub-optimal hiring experience can possibly lead to a loss of potential candidates. In other cases, it can cause irreparable damage to an organisation’s reputation. Gen Z, the newest generation entering the workforce landscape, is particularly sensitive to hiring experiences.
In this blog, we will explore why a majority of the Gen Z population disappears due to a poor hiring experience. Permanent staffing refers to the hiring of full-time employees, as opposed to temporary or contract workers. It is an important component of any company’s recruitment strategy. It allows for planning long-term while taking into consideration the continuity of operations.
The Issue in Gen Z Hiring Process
Communication – Gen Z has grown up in an era of immediate gratification and constant feedback. They expect companies to respond quickly to their inquiries, and to provide clear and transparent communication throughout the hiring process. This includes everything from job postings and application forms to interviews and offer letters.
High Turnover Rate – Unlike previous generations, the current generation is not afraid to switch jobs frequently if they feel that their needs are not being met. A bad hiring experience can cause them to abandon a company before they even start working there. In fact, a recent survey found that 72% of Gen Z job seekers are willing to abandon a job offer due to a poor hiring experience.
Volume – One key reason is that the Gen Z population is set to become the largest generation in the workforce in the upcoming years. By 2025, Gen Z is expected to comprise 27% of the global workforce. This means that companies that fail to attract and retain Gen Z employees will be at a strategic disadvantage in terms of talent acquisition and retention. In addition to the impact on talent acquisition and retention, their hiring experience can also have a significant impact on a company’s reputation.
Transparency – Gen Z is a highly connected generation, and they share their experiences with others online. This means that a poor hiring experience can quickly spread through social media and online review sites, causing reputational damage to an organisation.
So what can companies do to avoid losing Gen Z?
Modernisation – One key step is to modernize their recruitment practices. Being unorthodox is key. This means using digital tools to streamline the application process, providing real-time feedback to candidates, and being transparent about the status of their applications. Companies should also ensure that they have a strong employer brand that aligns with Gen Z’s values and expectations.
Prioritize Candidate Experience – Another important step is to focus on the candidate- experience throughout the recruitment process. Gen Z candidates want to feel valued and appreciated. They want to know that the employer is interested in them as a person, and not just as a resume or a set of skills. Companies need to personalize their approach to hiring by taking the time to understand each candidate’s goals and aspirations. Failure to do so can make candidates feel like they are just another name on the list, and can result in them losing interest in the company
Company Culture– Another reason is the lack of a strong company culture. Gen Z candidates are socially aware and value organisations that share their values. They want to work for companies that have a positive impact on society and the environment. They also want to work for companies that value diversity and inclusion. Companies that fail to demonstrate a strong company culture are likely to lose Gen Z candidates to companies that do.
Technological Advancement – The lack of a seamless digital experience can be a decisive factor as well. Gen Z candidates are known for their tech-savvy nature, and they expect a seamless digital experience when it comes to job searching and hiring. This means that companies need to have a user-friendly website that is easy to navigate, as well as an efficient application process that can be completed online. Failure to provide a seamless digital experience can result in Gen Z candidates losing interest in the organisation.
Diversity and Inclusion – In addition, companies should focus on providing a seamless digital experience for job seekers. This means having a user-friendly website that is easy to navigate, as well as an efficient application process that can be completed online. Companies should also leverage social media and other digital platforms to engage with potential candidates and showcase their company culture.
Companies should invest in permanent staffing and recruitment strategies that prioritize diversity and inclusion. This can include partnering with organizations that focus on diversity and inclusion, using blind resume screening techniques to eliminate biases, and providing training for hiring managers to ensure that they are aware of unconscious biases and committed to hiring a diverse range of candidates.
Conclusion
In conclusion, the Gen Z population is entering the workforce with different expectations and preferences when it comes to job searching and hiring. Failure to meet these expectations can result in companies losing out on talented candidates.
To avoid losing Gen Z candidates due to poor hiring experiences, companies should focus on clear communication and transparency, personalized approaches to hiring, flexible work arrangements, building a strong company culture, providing a seamless digital experience, and investing in permanent staffing and recruitment strategies that prioritize diversity and inclusion.
Partner up with Prompt, the best HR consultants in India and boost your business with the most eligible candidates. By doing so, you can hire the next generation of talent and position them for long-term success.
by Prompt Personnel | Mar 29, 2023 | labour law advisory
Sexual harassment in the workplace is a sensitive issue that has been prevalent for a long time. It can have severe consequences on the victim’s mental and physical well-being, leading to anxiety, depression, and other serious illnesses. In the worst cases, it could lead to lifelong impressions on the minds of the victims. Prevention of Sexual Harassment Act addresses workplace harassment. It is an integral part of complete Labour Law Compliance and regulations. Dealing with POSH is very important for an organisation to safeguard its employees and itself from personal and legal consequences.
What is sexual harassment?
The POSH Act defines sexual harassment as any unwelcome sexually determined behaviour (whether directly or by implication) such as physical conduct and advances, a demand or request for sexual favours or making sexually coloured remarks or showing pornography. Any other unwelcome physical, verbal or non-verbal conduct of sexual nature, that has the potential to harm an individual’s dignity or create an intimidating, hostile, or offensive work environment. The harassment in relation to or connected with any act or behaviour of sexual harassment as follows amounts to serious misbehaviour, and the same is required to be viewed seriously. This includes an implied or implicit promise of preferential treatment in one’s employment or threat of detrimental treatment in her employment, or an implied or explicit threat about her present or future employment status or interference with work or creating an intimidating or offensive hostile work environment for her, or humiliating treatment likely to affect her health or safety- Through sexual advances, unwelcome touching, sexually explicit jokes or comments, and displaying sexually explicit material.
Do You Need POSH Implementation in Your Organization?
The Government of India enacted the Prevention of Sexual Harassment Act (POSH) in 2013, which mandates employers to establish a policy to prevent sexual harassment in workplaces. Every employer, having 10 or more than 10 employees in their organisation is obliged to constitute a committee at different administrative units or offices, divisions or subdivisions of his establishments. this committee should consist of the following members nominated by the employer:
- Presiding officers who shall be women employed at a senior level at the workplace
- two members who are committed to the cause of women or have any legal knowledge or have work experience in social issues,
- one member from the non-governmental organisation or association committed to the cause of women or a person familiar with issues related to sexual harassment.
This Act includes the following:
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Creating a safe working environment:
As an employer, you must ensure that the workplace is free from sexual harassment and that employees feel safe and comfortable while working.
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Forming an Internal Complaints Committee (IC):
Employers must establish an Internal Complaints Committee IC, which will deal with complaints of sexual harassment.
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Conducting awareness and sensitization programs:
Employers must conduct regular training programs for employees to create awareness about the POSH Act and sensitize them about sexual harassment.
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Providing support to victims:
Employers must provide support to victims of sexual harassment and ensure that they do not face any retaliation.
If an employee faces sexual harassment at the workplace, they can file a complaint with the ICC. The ICC will then investigate the complaint and take appropriate action against the accused. The ICC is empowered to impose a range of penalties on the accused, including termination of employment, suspension, demotion, or a warning.
Process Flow Chart for Complaint handling for Sexual Harassment at Workplace
The POSH Act is a significant step towards ensuring the safety and well-being of employees in the workplace. Employers must create a policy to prevent sexual harassment, establish an ICC, conduct regular awareness and sensitization programs, and provide support to victims. Employees who face sexual harassment should not hesitate to file a complaint with the ICC and should take appropriate action to ensure that the accused is punished. By implementing the POSH Act, we can create a safer, more inclusive workplace for all.
In order for an organisation to be completely compliant, it has to look into Labour Law Compliance, regulations and the creation of committees relating to the POSH Act. To completely safeguard your organisation from the consequences of non-compliance, these steps are mandatory. if you are looking for a Labour Law consultancy to look at all your compliance challenges, look no further. Prompt Personnel, with over three decades of labour law and compliance expertise is the right partner for you. We at Prompt deal with not just Labour Law Compliance but also end-to-end solutions relating to the POSH Act. From the formation of an internal committee (IC), conducting an Awareness program for IC as well as employees to Audit of the grievance handling process. With Prompt, you can cover all aspects of your growing business. Permanent Staffing, Temporary Staffing, Payroll Management and implementation of the POSH Act. A complete solution to all your business requirements.
What is a PoSH Certificate?
A PoSH Certificate signifies proficiency in understanding and implementing the PoSH Act in the workplace. It serves as proof of expertise in creating safe working environments, establishing internal complaints committees, conducting awareness programs, and supporting victims. Organizations often seek employees with PoSH certification to ensure legal compliance and promote a respectful, safe culture.
How to Become a PoSH Certified Trainer
Becoming a PoSH certified trainer involves specialized training programs accredited by recognized institutions. These programs cover the legal framework of the PoSH Act, handling sexual harassment complaints, conducting awareness sessions, and facilitating effective PoSH policy implementation. Successful completion of the training and assessment leads to certification, enabling individuals to educate others on preventing and addressing workplace sexual harassment.
Introducing: The Certificate Course on PoSH at the Workplace
This course aims to train individuals and ICC members in the PoSH Act, covering legal aspects, case studies, and practical insights to enhance compliance. The training equips participants with the knowledge and skills to foster a safe and respectful workplace.
Why Choose This Course
Prompt Personnel has championed PoSH compliance in leading organizations across India. Our expertise empowers you to cultivate a culture of dignity and safety in your organization.
Course Details
Our Certificate Course on PoSH at the Workplace offers comprehensive training to individuals and ICC members on the nuances of the Prevention of Sexual Harassment (PoSH) Act. Here’s what you can expect:
- Duration: The course spans 20 hours of intensive training, with each session lasting 4 hours.
- Frequency: Sessions are conducted once a week over five weeks, ensuring comprehensive learning.
- Delivery: Enjoy the convenience of online learning, with interactive sessions held via video conferencing.
- Eligibility: Designed for HR and compliance professionals, in-house counsel, ICC members, students, and anyone interested in PoSH compliance.
- Certificate: Upon successful completion, participants receive a certificate of achievement, recognizing their expertise in PoSH compliance.
Additional Courses Offered:
- Develop Internal PoSH Trainers: Train-the-Trainer PoSH Course: Empower your organization with in-house PoSH trainers. This course equips selected individuals with the skills and knowledge to effectively train others within your organization on PoSH compliance.
- Corporate PoSH Mastery: Flexible Training Options for Your Workplace: Tailored to meet the specific needs of your organization, our Corporate PoSH Mastery program offers flexible training options, including on-site workshops, customized training modules, and ongoing support to ensure comprehensive PoSH compliance.
Register NOW
Take advantage of our HR experts, team of recruiters, and labor law consultants to open avenues of growth and success for your organization. We offer Temporary Staffing, Permanent Staffing, Labour Law Compliance Management & Advisory, and more.
For more information, visit our Certificate PoSH course details.
by Prompt Personnel | Mar 27, 2023 | Temporary Staffing, Uncategorized
The Government of India implemented the National Apprenticeship Promotion Scheme – NAPS to aid businesses by providing financial incentives for hiring apprentices, as well as their training and development. It’s a scheme that helps businesses and individuals find apprenticeship opportunities. Check out this blog to get more information on NAPS and how it can be beneficial for employers.
What is NAPS?
NAPS is a two-fold scheme that aims to increase apprenticeship training. It’s beneficial for businesses registered under the scheme as well as individuals looking at gaining work experience in a particular industry. Apprenticeship is a type of training provided to individuals to help them hone their skills under the NAPS program. This training would be provided in the sector through the utilization of facilities that are accessible in the industry. In the apprenticeship, basic training and on-the-job training are offered. This leads to hands-on work experience for the apprentice and in turn, helps the organisation create an industry-ready workforce.
In this scheme, the Government of India shares the expenses of training an individual with the institutions enrolled under the program. This program will allow apprenticeship training to be used at its full potential.
Objectives of NAPS
The primary goal of the National Apprenticeship Promotion Scheme is to encourage apprenticeship training throughout the nation by offering multiple advantages to both employers and employees. In the NAPS scheme, the apprenticeship expenses are borne by both, the government and the employer, so that the financial pressure will not befall the employer alone. This scheme is aimed at laying the foundation of a skilled workforce, as apprenticeship training is one of the most effective ways to train and develop an individual with hands-on work experience. With the support of the NAPS program, an individual can get direct exposure to the industry, and the skills learnt can be put into practice. For an individual, it will help achieve confidence in the working environment. Moreover, this scheme would also increase employability, training quality, and experiential learning.
In order to enhance employment in India, the government is emphasizing apprenticeship training. The Indian government has set aside ₹3000 crores for this purpose. Additionally, the government of India has also collaborated with the United Arab Emirates for the development of skills, assessments, qualifications, and certification of employees. With the support of this partnership, a certified workforce can be readily deployed. This initiative is assumed to be taken forward by many more nations.
How is NAPS Beneficial?
There are multiple benefits for a business enrolling under the NAPS scheme. Apart from relieving the financial pressure of training, NAPS aids in the exemption of EPF and ESI contributions and also helps in creating an industry-ready workforce.
Here are a few benefits an organisation can derive from enrolling under the NAPS scheme:
1. Flexibility – NAPS provides businesses with the flexibility to assess their workforce requirements based on their demand. It allows companies to quickly respond to changes in workload without having to worry about the associated costs of hiring and firing permanent staff. An apprentice that can be trained and deployed with the relevant expertise is far more advantageous to an organisation than looking for a permanent hire.
2. Cost-effective – Hiring apprentices or temporary staff through NAPS is a cost-effective alternative for businesses, as they do not have to bear the cost of recruitment, training and other costs associated with permanent hiring. This scheme also provides financial incentives to businesses that take on apprentices. Additionally, businesses are exempted from EPF and ESI contributions that come with permanent recruitment.
3. Increased productivity – Hiring Apprentices through the NAPS program can help to increase productivity in the workplace, as apprentices are often highly motivated to learn and grow within their roles. They bring fresh perspectives and ideas to the workplace, which can help to drive innovation and improve processes while getting relevant work experience in practice.
4. Easy access to new talent – Staffing through the NAPS provides businesses with access to a pool of talented individuals who are looking to start their careers in various industries and sectors. This allows businesses to tap into a new source of talent and bring in newer individuals with raw talent, which can then be trained and deployed to the organization’s benefit.
Conclusion
The National Apprenticeship Promotion Scheme offers numerous benefits to both employers and apprentices. The scheme provides a valuable opportunity for young people to gain real-time work experience and training, while businesses can benefit from a cost-effective and flexible workforce. By taking advantage of this scheme, businesses can bring in new talent and drive innovation and growth within their industries while adhering to a cost-effective regime.
A complete solution to empower your workforce would be combining the benefits of NAPS with Temporary Staffing Solutions by Prompt Personnel Pvt Ltd. There are numerous advantages to hiring temporary workers. Temporary staffing is a strategy that helps you hire temporary workers for your business. temp-to-hire can be very beneficial to fill in the talent gap and get work done without involving in the lengthy processes of permanent recruitment.
With over 25 years of industry experience, Prompt Personnel is the ideal staffing partner for leading businesses across PAN India. We provide end-to-end solutions to empower your workforce to suit your business needs. From being a third-party aggregator for NAPS to providing Temporary Staffing Solutions, we’ve got you covered.
by Prompt Personnel | Feb 24, 2023 | Uncategorized
In the Union Budget 2023–24, Finance Minister Nirmala Sitharaman made a number of announcements in the favour of the retail industry, continuing the focus on the “Make in India” drive. Sitharaman announced changes to the customs taxes on a range of goods and services. This was aimed at making the country a manufacturing hub and an investment destination.
Here are some key highlights from the Budget for the Retail Sector:
- The custom duty on television panels will be reduced to 2.5 per cent the move is expected to support manufacturers and help them compete with the international panel market.
- The Finance minister announced a cut on the import duty of certain inputs for mobile phone manufacturing. Consequently, mobile phones will be cheaper.
- On seeds used to create lab-grown diamonds, the basic customs duty would reduce.
- For the jewellery sector, basic customs duty on articles made out of gold bars has been increased.
- The FM declared a 16% increase in the NCCD for cigarettes. Cigarettes should cost more as a result of the increase, which could affect volume sales.
- Customs duty on kitchen electric chimneys has also been raised to 15 per cent from 7.5 per cent and that on heat coils reduced from 15 per cent to 20 per cent. Additionally, cess on toys and bicycles is reduced.
- A 20% increase from the previous year, the corpus for the MSME credit guarantee plan has been revised to Rs 9,000 crore. Beginning on April 1, 2023, the revised credit guarantee programme will go into force. This will let MSMEs receive an additional Rs 2 lakh crore in collateral-free lending.
- The FM announced, India would establish three centres of excellence (COE) for AI at prestigious universities to create state-of-the-art AI solutions in the nation.
Given the enormous size of the electronics sector, AI has created a wide range of opportunities in the consumer appliances and electronics category.
Temporary Staffing for the Retail Sector
The market has been growing significantly for the retail industry, hence there is a significant need to deploy employees. The demand for temporary staff is projected to increase over the years owing to the rising number of projects being launched by various governments.
Organisations are often faced with a shortage of manpower, usually during peak periods or other emergencies. Organisations tend to favour temporary staffing services during such circumstances. Additionally, as technology continues to evolve, the demand for workers with specific skills in design, engineering, digital marketing, and software application, among others, is on the rise. Temporary workers can help organisations in closing this gap.
In retail stores, where demand particularly tends to increase during public holidays and festive seasons, hiring short-term employees ensures organisational effectiveness. Temporary workers are also employed to cater to the increasing demand in the logistics sector for on-demand delivery services associated with online shopping.
In retail, it is preferable to hire experienced clerical workers temporarily for short assignments and multiple positions. The main job categories are receptionists, typists, general office clerks, secretaries, and computer operators.
To keep up with customers’ changing demands, organisations in the retail industry are hiring skilled workforce temporarily. These trends are projected to benefit the growth of the temp staffing segment overall.
Conclusion – Staffing requirements are dynamic. They differ based on a company’s seasonal or permanent requirements. Keep up with your staffing needs, regardless of your industry. Retail, Healthcare or Logistics, Prompt Personnel, provides temporary staffing services based on your business requirements. These temporary staffing solutions are bulk, volume hires, trained and deployed on our payroll. All HR-related services for meeting the demand of the retail sector.
