by Prompt Personnel | Oct 25, 2021 | Human Resources
It’s a brave new business world and it has its own advantages and challenges. With flexible and remote working and modern views of the workforce, companies often find that the conventional type of employment is not always beneficial. This is where contractual staffing scores top marks.
Contract staffing is basically hiring based on a specific and predetermined agreement or a contract. This type of contract can be for the short-term or long term. This is beneficial for an organization that is looking to hire qualified staff for a short period of time whether it is for a project or for any other function. If planned properly, contract staffing can increase the productivity and profitability of a business significantly. Therefore, strategic contract hiring is so critical for every organization.
Let’s look at the 7 reasons why Strategic Contract Staffing is a must for every company:
- Dynamic Manpower Planning
A company has varied needs of manpower. These needs change from time to time and depending on the projects. HR managers need to analyze the organization’s existing permanent and flexible employee strength and also plan for the future so that they always have optimum manpower to fulfill the company’s objectives.
Strategic contract staffing helps plan out these aspects beforehand and gives a clear picture of how much contractual staff a company will require in the future. This type of planning helps a company stay on top of its game and eliminates the risk of insufficient manpower.
- Critical Cost & Time Saving
Strategic contract hiring plans things ahead so that you know when and how much additional contract staff you will need. Companies don’t need to pay the contractual workers benefits such as PF, Gratuity, etc. so they save a lot of money by hiring such employees.
There are agencies who can provide contract staffing services so there is a huge time saving as well. Strategically, a company can hire permanent employees for day-to-day and long-term activities while contract staff can perform short-term project-based tasks. This combination is an efficient tool for time and cost-saving.
A company is constantly on the lookout for contract workers. The HR department can assess their performance and can rehire them for the future if they fare satisfactorily. This way, an organization gets tried and tested temporary staff who is qualified and skilled. Isn’t it a smart move strategically?
- Reduce the Risk of Urgent Hiring
In strategic contract staffing, a company conducts annual and quarterly manpower planning. This way, the HR department knows when the hiring needs are going to increase or decrease so they can adapt easily.
Let’s say if even a permanent employee leaves the organization or there is a sudden increase in customer demand, a contractual staff can take care of the urgent work for the time being till the permanent replacement is found. A company becomes secure from the lack of manpower due to contractual staffing and it also reduces the risk of urgent hiring.
This is one of the biggest reasons for an organization to practice strategic contract staffing. The conventional way of hiring can be rigid and letting them go is a complicated process. However, a contractual staff is already aware of his/her duration in the company. When the project is over, you can let them go and can rehire them in future if needed. Such flexibility and ease are critical for a business to run its operations smoothly.
- Inclusive Company Culture
Today’s business world is ultra-modern and employees have varied expectations from the companies. From remote working to flexible work hours, their needs are ever-evolving. Companies that have a great mix of permanent, contractual and temporary employees have a huge advantage today in terms of diversity and engagement. Contractual workers are also very specialized in their jobs and their industry expertise is highly beneficial for a company.
This mix of different types of manpower creates a positive company culture inclusive of engagement and performance.
When you hire the contractual staff, the workload of permanent employees reduces to a serious extent. This way, they can also focus on their core activities better. Ultimately, the productivity of the entire company increases and it helps in growth and profitability.
Prompt Personnel is one of the leading contract staffing companies in India. We provide end-to-end contract staffing services and also take care of the onboarding and payroll. We have a PAN India presence through 8 metro cities, an extensive database and a dedicated team.
Want to explore more on how strategic contract staffing can help your organization? Contact us and let us help you.
by Prompt Personnel | Sep 30, 2021 | Human Resources
Hiring and recruiting plays an integral role in the success of any company. But it is also believed by the experts to be a time-consuming task. So even though it is a highly crucial function of any organisation,
it might not always be among the top priorities listed by the company. On the other hand, outsourcing has proved to be a blessing for many companies whose recruitment mechanism was not up to the mark or those who had to focus on different aspects of their company.
Recruitment Process Outsourcing is a system wherein a company or an organisation transfers all responsibility regarding recruiting new members and is invested in a trusted ally, a whole different organisation of its own.
It is the responsibility of the trusted partner to recruit people under the company label, a candidate who has the necessary skills to fill up the space for the company. Around 59% of businesses adopted the method of outsourcing because it reduces expenses.
Moreover, approximately 78% of the surveyed companies conveyed that they enjoyed the positive outsourcing relationship established with the outsourcing organization.
Outsourcing is increasingly becoming a widely chosen option for recruitment processes by companies because of the several benefits that accompany it.
Prompt Personnel is one of the best HR outsourcing companies in India. With much experience in HR outsourcing services, Prompt Personnel records a high rate of company satisfaction, as well as a high success rate in their performance.
Some of the essential primary benefits of incorporating the outsourcing system are listed below:
Access to the latest technology
Along with having a well-structured procedure of recruitment, an outsourcing organization also has more awareness about the latest technologies, which would bring out the most productive of its staff.
Since all outsourcing companies focus mainly on recruitment, they are willing to invest in the latest technology to have the most up-to-date selection mechanism. On the contrary, in an internal selection committee, the company might not always be willing to invest in recruitment because they invest more in areas that bring more direct yields.
Best practices and proven processes
The primary purpose of the outsourcing partners is recruiting, which, in other words, means that they are specialised in the procedure of recruitment.
Therefore, they have the most appropriate standards as well as the whole process. The selection committee of these organisations is also constituted of all experts in various domains, which help examine the potential of each candidate and, therefore, select the best candidate.
Expertise in digital marketing of recruitment
In today’s time, when almost every aspect of everyday life is becoming digitalized, any company must advertise recruitment opportunities. Since outsourcing companies are founded solely for recruitment,
investing the recruitment responsibilities in a partner company would ensure the best expertise in marketing recruitment opportunities. It specialises in all aspects of recruitment, from preparing the most candidate-friendly application to the best candidate selection.
Cost-efficient
Since recruiting new members for a company is with an RPO, the cost of carrying out the process comes from the outsourcing company itself. On the other hand, if a company chooses to recruit for themselves, they would have to invest a lot in establishing the selection mechanism.
A fully dedicated team
Since the sole purpose of outsourcing companies is to carry out recruitment for all companies, they have a team of experts dedicated to selecting the most deserving candidates. Its primary purpose is to strengthen and make the human resource of the company as productive as possible.
The recruitment team is a mix of professionals with expertise in various aspects to analyse each candidate in their totality and help them reach the top of their potential. In addition, they contribute to the company’s success by providing candidates that best suit their requirements.
Positive experience
RPOs, along with striving to provide the best candidates to their partner companies, also make sure that their ratings are high. In order to make sure that their unique outlook is impressive, they ensure the most positive experience for all candidates. Moreover,
this improves communication between the candidates and the recruiting staff. They work their best in order to leave an everlasting favourable impression on the candidates.
Get in touch with Prompt Personnel, which is among the rapidly flourishing HR outsourcing companies.
by Prompt Personnel | Sep 29, 2021 | Human Resources
Staffing is an integral part of any company and contributes directly and significantly to any business’s success. Any business needs to have its own permanent and committed staff in order to make the business successful. With this, the most critical factor is to check the cost advantages before hiring these resources. In any business, there are situations when the short term staffing is more efficient and provides better economic and other solutions because of inherent advantages gained from hiring resources for a short period.
Corporate sectors are aware of the advantages of having staff for a short time. There is a particularly crucial phase when short term staff is required in a business to complete a specific project and fulfil the requirements of the business. Even though a company has its permanent staff, it can need new staff when it is necessary to perform some critical operations requiring a large and skilled staff. It can also be necessary when there is a lot of workload on the already working staff. Plenty of advantages are gained by temporary staffing, convincing various organisations to adopt this method of staffing.
Temporary staffing services can provide the necessary support and produce results as the usual long term staff. With less payment, this factor makes hiring temporary staff desirable for various organisations. Furthermore, the burdensome and compelling facilities of the statutory towards the staff can also be turned to the services of contract staffing.
No matter where the team is required, the fundamental principles remain the same. Hiring short time staff saves a lot of capital and other resources for every business.
There are different complications associated with staffing for a short and extended time. The period for the short term may be a few days or weeks, and when the employment term period extends to more than 6 weeks, it is considered hiring for the long term. It may be for more than three years. All the complex issues associated with hiring staff for the long term are managed by the rules of the agreement signed between the company and the clients.
The term of employment can be extended under special conditions and can also be made permanent depending on the wishes of the company as well as the clients. The employment agencies follow their own set of rules along with the regulations of the state’s government for both the terms of employment short and long. In this, the priority is to take good care of all the client’s rights, and the short term employees benefit the most because of their vulnerability in getting hired and fired, as the companies are required to follow the government rules they need to do in order to avoid government action.
Direct hiring services is another kind of specific employment provided by the companies. The clients are needed to be well-trained before employing them for permanent employment. All the advantages and disadvantages should be appropriately analysed before hiring any client for permanent jobs.
The solutions made for contract staffing provides proper remedies for every action complication that may arise. The temp staffing companies in India employ to fill the gaps in permanent employment in times of heavy workload. Short term employment is an alternative that can work in empty positions due to leaves, maternity, illness, disability caused by accidents, vacation, sudden departure etc.
As the companies only employ well-trained and skilled clients for long-term employment, they are better able to handle every situation. Therefore, they are considered more beneficial for a long time.
For the best staffing assistance, get in touch with Prompt Personnel.
by Prompt Personnel | Sep 28, 2021 | Human Resources
Looking for the best HR consultants in India or HR services in Mumbai? It’s a challenge for every organization to maintain its capacity as well as the capability of its HR team.
To deal with this challenge, various organizations believe in hiring HR firms or consultants, as they can take care of the resources and skills required by the HR team.
Choosing the best possible HR firms or consultants is not an easy task as due to easy availability and a lot of options in the market it’s quite challenging to select the right HR consultants needed.
Therefore, proper analysis is required before choosing one. Prompt Personnel, along with providing HR services in Mumbai, is also here to guide you in choosing the best HR consultants.
Being one of the leading HR consultants in Mumbai, we are happy to share the following list as prepared by our expert team. It comprises the top 10 things every company should be aware of when searching for the best HR consultants in India.
Why have they chosen to become HR consultants?
HR consultants take up this job for one of two reasons:
i) They do this job because they are passionate about it and will, therefore, put their best foot forward while doing any task. They give the best possible results.
ii) some are, in a way, compelled to do their job because they do not have a more favorable opportunity. In such cases, they are usually in a compromising situation and will only be doing the job until they find their dream opening.
These HR consultants will not put in the effort required for the job.
Must have a robust record
It’s very important to know all you can about their experience before opting for them as your consultant. Another thing to find out is if they are aware of general organizational and corporate dynamics and the work pressure faced by a company every day. After all, every organization needs to reach the required capacity and capability needed to deliver its expected outputs.
Ask for relevant and valid references of previous projects and clients
Analysing the past record of the consultants is a must before choosing one and it’s always advisable to break the deal if a particular company is not satisfied after the analysis. Give yourself ample time to conduct a thorough background check and/or research before confirming your consultant. If not satisfied, continue your search for HR consultants in Mumbai.
Excellence in at least one primary aspect of HR
It’s quite impossible to be excellent in every aspect of HR and, hence, companies should not expect this from any firm or consultants. Instead, you should first find out the particular area of the work for which they need to hire a consultant or firm in order to look for the right team of consultants.
Are they updated with the best and latest practices?
To get the best results for any kind of work, it is very important to be updated with the latest practices. The same goes for hiring the right team of consultants as well. For any company, in order to get the desired results, it should hire a team of consultants that follow the best and latest methods for working.
Trust and integrity
These are two fundamental values needed in any person before hiring them to be your consultants. It is important for every company to have a trustworthy team. Companies should make sure to find out if the team they are hiring is known for trust and integrity. If not, they should continue looking for staffing companies in Mumbai.
Consultants must be people-oriented and company employees must want to work amidst them
Teamwork is an important factor in getting the desired results. It should be kept in mind while hiring HR consultants so that the company employees are comfortable and willing to work alongside them. They are, after all, representing one company.
Commitment Level
Successful consultants always strive to bring out the best in the company they are hired for. Make sure that the consultant is not occupied with multiple projects simultaneously and their main focus should be on your company’s task. It is of utmost importance that they are committed to your company and its cause.
Ask them for a specific project plan
A proper plan is always the key to every successful task. Therefore, a good consultant would come up with project plans for each of the tasks assigned by the company. They would also take constructive steps toward making the project a success.
Must be able to provide customized and practical solutions
Some consultants try to use the same old solutions in every situation, not knowing or maybe not caring about the change in the situation they are finding solutions. This way of dealing with the problems is not desirable as different companies would need distinct solutions to solve their problems.
Choose Prompt Personnel, one of the leading staffing companies in Mumbai, to get your company the best HR consultant.
by Prompt Personnel | Aug 20, 2021 | Human Resources
Are you up to date with the changes in labour law compliance? If not, this article is for you. The Indian labour law underwent drastic amendments when it consolidated 29 separate central labour laws into 4 simplified
labour codes.
This move of the Indian government is considered a much-required change that has been pending for several years. Moreover, unlike any other typical law change, which disturbs the existing mechanism, the new amendments to the labour laws is a welcome move by almost all of the big industries and associations.
Let’s get the POV of a labour law advisor regarding these changes.
The most visible impact of the change is that it would make protecting labour laws less complex and would bring more clarity to its actual working. With 29 laws outlining the boundaries of the industry at work, it made the mechanism more sophisticated and confusing.
There are still some loopholes in the method of its implementation, something the industrial sector is demanding to be worked on.
While it looks quite easy to follow at the first glance, in order to truly understand the new changes, the crux of the major changes must be clearly understood.
Prompt Personnel, a popular labour law consultancy destination, has prepared a detailed list of the major changes that this amendment would bring.
- Understanding the new Labour Code
- The four new labour codes are:
- Health and Working Conditions Code 2020
- Industrial Relations Code 2020 and Occupational Safety
- Code on Social Security 2020
- Code on Wages 2019
Expert labour law consultants say that even though these received the president’s assent in 2019-20, some other aspects, such as identifying the workers for the purpose of social security through Aadhar and provisions related to minimum wages are yet to be brought into effect through some effective means.
The initiation of implementation of these codes would be delayed because each state is to identify their own rules under the new provisions. These would be finalised keeping in mind that the provisions, when implemented, must benefit a majority of the private sector.
Major changes
As per experts in labour law consultancy, some really important and noteworthy changes brought to the existing system by the labour law amendments are listed below: The most visible and appreciated change is that the new code lays down a standard definition of the term “wage”. Moreover, wages are to be maintained at a minimum of 50% in terms of the overall calculation of benefits and payments.
Changes in payments of wages are to apply to all employees and as well as establishments, irrespective of their pay bracket.
Another significant change is ensuring the compounding of specific offences along with the different conditions that apply in such scenarios.
One of the most important changes is also the introduction and explanation of the term “fixed-term employment”, which also brings along several prorated statutory benefits.
What is also added by the labour codes is that it lays down a limit on the period in which the due amounts can be determined. It also has a provision specifying that an enquiry against an amount due can only be initiated in the 5 years starting from the day when it was due and not after that.
It also lays down guidelines for the establishment of Negotiating Council and Negotiating Union for disagreement resolution.
Major challenges
Since the amendment brings a huge number of laws down to just a few, it certainly is not free of challenges. These challenges have mostly been voiced by the industrial sector in order to get their queries answered.
According to our labour law advisor, some of the most important challenges are listed below:
Mere consolidation or true reform exercise? An important question, which emerged during discussions revolving around the practicality of implementing the labour code, is whether the amendment which brings down the number of labour laws is truly a reform in the existing system or it is just a different mould of the same laws with fancier names.
These codes do not provide any details about the provision that deals with the obligation of the employer in specific situations like the pandemic.
There are many criticisms of the codes pointing out that, just like the old laws, it too fails to address the need to recognise and deal with unions in various sectors like IT, which do not have a lot of experience in this field.
The new code also fails to specify provisions in order to provide employees social security in MSMEs, small startups, etc.
The labour codes do not take steps in the direction of increasing job opportunities.
As an employer, ensure your firm follows labour law compliance. It is ever more critical to do so now.
Prompt Personnel is among the most sought after labour law consultants. Reach out to us for guidance and our experienced team will be happy to help.
