by Prompt Personnel | May 20, 2022 | Human Resources
Apprenticeship Training is considered one of the most efficient ways to develop skilled manpower for the country. It provides for an industry-led, practice-oriented, effective, and efficient mode of formal training. The National Apprenticeship Promotion Scheme is to promote apprenticeship training in the country.
What is NAPS?
The National Apprenticeship Promotion Scheme (NAPS) is a scheme established by the Government of India to promote apprenticeship training, incentivize employers who wish to engage apprentices, and increase the engagement of apprentices in the country.
Why choose NAPS? Highlights for Employers:
- There is no statutory amount (EPF, ESI, PT, Bonus) to be paid during the tenure of NAPS
- Employers can engage 2.5% to 10% of your total workforce, including contract staff, as apprentices.
How can you save costs?
- You can pay a stipend to apprentices from 7K to 25K
- Your CTC cost is considerably reduced if you hire manpower vis-a-vis a regular employee.
- Save costs on statutory obligations such as EPF, ESI, PT, and Bonus.
Benefits to the candidates:
- Candidates get an opportunity to learn while they earn from the age of 14 years
- They get exposure to a natural work environment through hands-on training
- Acquire skills and knowledge from industry experts
- Better employment opportunities after completion of an apprenticeship
How can Prompt Personnel help?
- Prompt Personnel will manage the payroll and processes of NAPS as a third-party service provider.
- Since ESIC is not applicable for Apprentices we will help you get insurance coverage for apprentices.
- Make monthly stipend payments to Apprentices.
- Manage the entire activity to be carried out on the portal as per the guidelines of NAPS.
Know more details on how your organization can mobilize apprentices
under NAPS. Avail of the benefits today!
by Prompt Personnel | May 5, 2022 | Human Resources
As an HR, it will be one of the key responsibilities to have a high retention rate in your organization. Post-Pandemic a lot of organizations have witnessed great resignation, even though it is crucial to hire the best employees, it is also essential to pay attention to what makes employees leave an organization. A comprehensive understanding of the reasons behind attrition can give you valuable insight into your company’s culture, health, and prospects.
Attrition is defined as the process of reducing something’s strength or effectiveness through sustained attack or pressure. Employee attrition also follows the same process. The term employee attrition refers to the phenomenon of workers leaving the organization without prioritizing their replacement.
Do you see the resemblance between the definition of attrition and employee attrition?
Employees may resign for various reasons like retirement, internal attrition, voluntary attrition, and involuntary resignation but this affects the workflow of the remaining employees. The question is how can we minimize this?
In this blog, we dive into some of the best ways to reduce attrition and improve employee retention in your organization. Continue reading for a look at some of the best strategies industry leaders use to scale down their attrition rates.
1. Don’t compromise on the compensation
Research shows that if your compensation is even 10% lower than your competitors, there are higher chances that employees will opt for voluntary resignation. Benchmarking and salary banding can help you know the industry standard which will attract and retain the right talent in your organization.
2. Structured Retirement and Resignation Plans
It is always better to have an evaluation a few years ahead of time that who all are exiting from the organization in the next few years. It could be voluntary resignation, termination of employees who are not performing well. or retirement. This will give you time for hiring in advance as per the situation demands.
3. Professional recruitment strategy
Hiring is the new challenge post-pandemic. Finding the right candidate will help you stand the test of time and is really essential no matter which industry you belong to. Keeping up with the battle to find the top talent is not easy. In such scenarios department of human resource management plays a crucial role as they will have to implement professional recruitment strategies. Your description should contain unambiguous information, a valid task preview, and showcase the company’s values (strong employer brand via e.g., social media and website).
Have a clearly defined recruitment process that gives the candidate a transparent picture of the flow. Unclear processes lead to unpleasant onboarding and this forces them to look for alternatives. It is necessary to have a justifiable reason for working in a field that is not related to their own. Background checks should be conducted on jobs that deal with finances or tangible resources.
If you still find recruitment a challenge, then you need an HR consultant and staffing company like Prompt Personnel that will not just help you hire better but also help you get verified candidates.
4. Job rotation within the same organization
As the employee evolves with time there is a change in their mindset which in turn leads to a change in career. After understanding the skill sets and the roles available in an organization it is beneficial to have job rotation in a defined duration across departments. This will reduce monotony, upskill employees, and keep them engaged in the organization for a longer duration. Alternatively, consider giving some employees the privilege to switch across any department within the organization. This will not only give the employee the freedom to choose the career of their choice but will help reduce the amount of voluntary resignation and turnover rates. To ensure a smooth transition, human resource management should be involved in this process.
5. Train your Middle Managers
There is a famous saying, “People leave their bosses, not their job”. Statistics show that 92% of people resign from their jobs due to inappropriate behaviors of their reporting managers. It is important to sensitize leaders on people management skills, empathy, and work-life balance. Ensure that your middle managers and supervisors are properly trained to deal with their subordinates to reduce attrition.
6. Engaging Your Employees
Those bosses who know how to motivate their employees for even the most mundane tasks are true bosses. It is difficult to scale down employee turnover rates without practicing employee engagement. Practice having regular feedback sessions to evaluate the state of your employees.
There are employees who will engage in the activities within the organization activities and be in alignment with the company goals and values. But there are some who won’t be aligned with the company goals and values they are bad apples, and a disengaged employee may ruin everything around them. Those around him are likely to be negatively impacted by his actions. A disengaged workforce significantly contributes to the increased attrition rate.
Offer training seminars and short courses to improve your employees’ skills. It will not only reduce employee turnover but will also introduce your company to new talent.
7. Exit Interviews
A critical factor in reducing attrition rates is conducting exit interviews
So, what is an exit interview?
An exit interview is basically the communication between the HR of the organization and the employee who is exiting the organization after he/she has submitted the resignation. This will give you a brief insight into why the employees are exiting the company. The reason why they choose to quit can be different, but an exit interview will help you figure out the pattern that the employees tend to follow before they resign.
Exit role if taken seriously will substantially reduce the attrition rate
However, here’s a little pro-tip. For a successful exit interview, it is imperative to ask some impactful questions.
Sometimes the work culture or the management style in the organization doesn’t have anything to do with it. Sometimes an employee isn’t just the right fit. This also gives you an idea of how to enhance your hiring process.
Obviously, attrition costs a company a great deal of money. The costs of managing human resources are enormous. The real cost of attrition is calculated by how much it is going to cost your company to train the new employees because of retirement or resignation.
When the employee driving major revenue leaves the organization it is a huge setback for the organization. The blow happens when the employees leaving the company are the ones driving the revenue. As their replacements are hard to find, be sure to engage these employees successfully. It will take a considerable amount of time to get the replacement up to the same level even if you do find a suitable replacement.
Employee satisfaction and needs should be the primary focus of the company. You cannot eliminate the attrition completely. But you can minimize it by using the strategies we mentioned.
Finally, it should be clear that you value remaining employees and are focused on improving your bottom line.
by Prompt Personnel | Apr 22, 2022 | Human Resources
Employees are the most essential part of any organization. Depending on their performance, employees can be both liabilities and assets for a company. To evaluate employees, an efficient HR department is necessary for organizations of all sizes. The HR professionals look after the overall organization and employees to ensure a smooth process. Undoubtedly, HR professionals understand the basics of human resource management; however, while looking after the organization at the macro level, we sometimes sideline the basics of HRM. Isn’t it?
For HR professionals who are starting their career new or who have already been working in the field for years, here is a quick revision guide that explains seven human resource management basics that you should know.
But before we jump directly to understand what are the 7 HR processes, let us understand the HR fundamentals first.
What is Human Resources?
Human Resources is an important pillar of any successful organization. It is often referred to as the “people department.” HR serves a critical role in creating a positive work environment, attracting top talent, and ensuring the smooth operation of the entire company. The HR fundamentals encompass a broad range of activities, from strategic recruitment and onboarding of new hires to managing employee relations, compensation, and professional development. By effectively dealing with these HR fundamentals, businesses can empower their workforce, optimize performance, and achieve their strategic goals.
What is Human Resource Management?
The Human Resource management process consists of recruiting, employing, deploying, and, most importantly, caring for the organization’s human assets. In other words, it is the practice of managing people to accomplish better performance.
The Human Resource Management team is largely responsible for enhancing the company’s performance through efficient management of human resources.
Human Resource management can be done within the company if you have HR on board, or you can outsource your HR management to a reliable HR consultant like Prompt Personnel. With expertise and experience, the professionals help you hire candidates for contract staffing and permanent staffing, helping you manage your human resources smoothly.
What Are The 7 HR Processes?
1. Recruiting & Selection
This is one of the most important and basic of HR duties that every HR professional carries out. They are responsible for recruiting and selecting the best individuals to work for the company. The HR department receives the request from the manager when the existing job position opens, or a new job opening is created. A job description for the same is given, and the hiring process is initiated by the HR professionals. In this process of hiring, HR uses different software like an applicant tracking system and different recruiting portals like Naukri, indeed, LinkedIn, etc. The process includes interviews, different assessments, reference checks, negotiation, and various other aspects. They conduct different levels of interviews for candidates before they are onboard.
2. Performance Management
A performance management system is a structure that permits employees to get feedback on their conduct and optimize and improve simultaneously. Performance can be measured using various parameters depending on the work profile. In the annual performance management cycle, companies plan, monitor, review, and reward employees based on their performance. The direct manager and HR are involved in analyzing and evaluating employees’ performance. Depending on the employee’s performance, the company decides if the employee is a good fit for the organization.
3. Learning and Development
Every human is shaped by their life experiences, the place and era they grow up in, and a range of cultural influences. Learning through training programs organized by HR will help employees adapt to changes in processes and technology and thus upskill themselves. Organizations have fixed budgets for L&D efforts. Training provides employees with the opportunity to bridge skill gaps and become more effective leaders. HR managers should follow these basics of HRM and, along with the managers, can collectively decide what kind of training will help employees improve their skills.
4. Succession Planning
Planning for the eventuality that key employees leave a company is called succession planning. In case a senior manager decides to leave, it is the responsibility of HR professionals to find the appropriate replacement. They also need to look internally in the organization for potential leaders suitable for higher-level positions. This ensures continuity and saves a great deal of money for the company.
5. Compensation and Benefits
Compensation includes primary compensation and secondary compensation. Primary compensation is connected to directly paid money for work, which often is a monthly salary and sometimes performance/incentive-based pay. Secondary benefits are all non-monetary profits. There are many benefits available to employees, including a company car and laptop, extra holidays, flexibility in working times, daycare, pensions, and a lot more. The main objective here is to reward people in ways that motivate them.
6. Human Resource Information System (HRIS)
This is not the basics of HR but a tool or software that is used to ensure smooth maintenance of the HR processes. It includes an applicant tracking system, a performance management system, a learning and development system, a payroll management system and more. Ultimately, HR has a significant digital component, which is why the HRIS is the final element when we discuss basics of HRM.
7. HR Data and Analytics
The Human Resource Information Systems will track data which will help HR to make better decisions when it comes to workforce needs, employee turnover intention, the impact of the (recruitment) candidate experience on customer satisfaction, and many others. With technological advancement, even the HR sector has become more data-driven, and this is the reason HR data and analytics have been included in this section of HR fundamentals.
The above-mentioned HR management basics are fundamentally linked with each other and do not work in isolation. You should consider these seven basics of human resource management that collectively empower the HR department in the organization to manage its workforce and help them perform to the best of their capabilities. However, if you are thinking of outsourcing human management services, choose Prompt Personnel. Being one of the leading HR outsourcing companies in Mumbai, we have been helping organizations streamline their HR functions for over 25+ years. Having clients at the Pan India level, our services include temporary staffing, contract staffing, permanent staffing, talent management, labour law advisory and compliance, and many more.
Our dedicated professionals understand your organization’s requirements and provide an effective HR solution. This has led us to win numerous awards and recognitions over the years. The recent one includes a future-ready organization in the large-scale category and is certified as a great place to work in India in 2023.
Get in touch with Prompt Personnel today to fulfil your HR operation needs!
by Prompt Personnel | Apr 15, 2022 | Human Resources
Staying compliant is important for all businesses irrespective of whether they are big or small. It gives a company structure and order so that business is done with relative ease. You can belong to any industry but you should be aware of the various laws and regulations and their implications.
Before getting into how experts can help in today’s dynamic business environment, let us take a look at what labour law consulting can help you.
Labour consultants are professionals and subject matter experts who advise on labour, labour-related matters, and are intimately familiar with all labour law regulations.
How Experts Can Help In Today’s Dynamic Business Environment?
1. It Leads To Business Success
Providing quality services is one of the main benefits that labour law consultants provide to companies. Through their services, they help companies cut down on operating costs, adhere to regulatory compliances, improve their overall performance which eventually leads to sustainability and growth. In addition, it also provides clarity of the various rules and regulations to fall back on and helps companies avoid penalties and legal action.
From an institutional perspective, it is an important strategy to retain employees which leads to greater representation and influence.
Labour law compliance has immense potential in creating good relations between employees and employers. When companies provide a proper work environment, benefits, and rights, employers are more likely to work closely with a company to achieve business goals. Along with that, employees will also take pride in associating themselves with the company and will work sincerely to become the company’s top-performing employee. That is why having knowledge of the various labour laws is important for handling any untoward incidents that may arise.
2. Protects The Rights Of Employees
All employees have certain rights that protect them in their working environment. These rights include healthy working conditions, fair working hours and more which protect them from exploitation. Moreover, employees are also given sick leaves and other regular leaves which are well defined in the company’s agreement. The HR department implements these benefits.
By giving top priority to the wellness of employees and ensuring fair treatment, companies can ensure that their employees stay in the organization for a long period of time. Through labour law compliance and employee contracts, any company can develop policies to create healthy relationships with employees.
3. Boosts Employee Retention Rate
By enforcing labour laws, companies can keep their employees motivated and happy. These laws help in creating a mutual understanding between employees and employers by minimizing disputes. If companies want to retain employees, they must adhere to labour law compliance which can act as a guide on how to run the company and treat employees. This strategy will improve the retention rate within a company and will make everyone feel appreciated. Companies with positive employee reviews have a good reputation in the market which increases the overall value of the organization.
Prompt Personnel Private Limited is an HR solutions company in India that provides labour law consultancy services. We have successfully helped many companies avoid losses due to noncompliance with labour laws through our expertise and knowledge. Our advisory services include advisory services, payroll compliance, regulatory compliance, and vendor compliance audit.
by Prompt Personnel | Apr 8, 2022 | Human Resources
Post-Pandemic the whole game of hiring has changed drastically. The advancement in technology has bought a revolution in the way we hire. The applicant tracking system may help you only filter candidates but not entirely help you to hire them. Besides, all of us are aware of the fact that business just doesn’t run on products and services we sell, we need people.
Hiring the right candidate will help you stand the test of time and is really essential no matter which industry you belong to. Keeping up with the battle to find the top talent is not easy. Remember the cost of hiring the wrong candidate is far higher than the cost involved in finding the right one.
Being dependent on your instinct is not enough. One needs to have the right skill and strategies which are equally important when it comes to hiring.
Here are useful strategies when hiring great employees.
1. Know and comprehend your company values:
Working in the business and leading a team takes a lot more than just skills. Leaders and business owners must communicate company values and vision to candidates as it will be reflected in your customer service and all other things the team delivers. The candidate you hire must be in alignment with your values.
2. Avail of the benefit from your networks:
Tony Robbin rightly said, “It’s not the lack of resources, it’s your lack of resourcefulness that stops you.” Here he refers to resourcefulness as seeking what you are looking for within your network, which consists of referrals from current employees, different network groups you are part of, your mentors and even social media.
They say, “If people enjoy their work and their work environment, they’ll recommend people they know.” Ask the existing employees and see how it serves you. This is one of the best strategies for permanent staffing.
3. Emphasize more Communications Skills:
Communication plays a significant role in today’s world thanks to the hybrid work environment. We are compelled to communicate on all different channels like phone (calls), virtual calls, WhatsApp, email, and all social media platforms. Hence, equal importance needs to be given to soft skills as we give to technical skills.
The right way of communicating across multi-channels will not only help in time management but also improve the effectiveness and efficiency of the team. At Prompt Personnel, our screening methods emphasize soft skills by using tools such as DISC assessments to understand the candidate better.
4. Be Crystal Clear with your Requirement:
Make sure that your job description clearly defines the role and responsibilities for the position you are hiring for. Mention the salary range that you can offer – many companies shy away from disclosing the salary, however providing this information shows transparency and also skims out irrelevant candidates. Besides, don’t forget to keep it short and crisp.
5. Ask them what are they not good at:
Avoid asking it directly as the candidate may not tell you out of the fear of being rejected. You can ask them questions like what do you say when you miss out on an important deliverable or what will you say when someone criticizes your work and how will you put forth your point. You will also get a chance to see how they will act in uncomfortable scenarios.
6. Pay attention to the questions they ask:
This will give you a brief idea of how well they have researched for the company, how eager they are about the role they are being offered, and what excites them about the role they are being offered. Such details will say a lot more if you pay attention.
7. You can hire Apprentices:
One of the tried and tested methods to have the right mix of workforce is hiring apprentices. This gives you an opportunity to train them on-the-job and convert them into permanent hires based on their performance. One of the best ways to hire apprentices is under the National Apprenticeship Promotion Scheme (NAPS) Scheme.
There are multiple benefits for employers under NAPS, especially cost-savings, as there are no statutory costs such as PF, ESI, etc. You can engage a third party service provider like Prompt Personnel to manage the payroll and processes under NAPS. Know more about National Apprenticeship Promotion Scheme.
Your hiring process can make or break your business. By understanding how to hire employees and onboard them strategically, you will significantly contribute to the company’s growth.
About Prompt Personnel
Prompt Personnel is one of the leading staffing firms in Mumbai. We serve a wide range of industries such as healthcare, education, pharmaceuticals, automobiles, chemicals, shipping, airlines, and BPO. Our HR services are available in Mumbai, Chennai, Kolkata, Bangalore, and Hyderabad.
