by Prompt Personnel | Jun 30, 2022 | Human Resources
The conventional methods of luring top talent with salary bumps have become less effective because of rigid or non-existent flexible working arrangements. The coronavirus has impacted the worldwide workforce. Safety protocols and distancing measures compelled us to adapt, with technology driving force behind all changes. We now have virtual spaces, which provide a safer and more efficient opportunity for physical spaces.
Flexibility in working policy is defined as an agreement among employers and employees and has 3 components:
- Employees can choose where they work.
- They can create their work schedules.
- They schedule their workday however they want.
How Do The Companies Benefit By Providing Flexibility?
There are many advantages of working at home and flexible hours. This maximised productivity, specifically in work that can be accomplished outside the office.
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Prioritisation Of Mental Health
Both companies and employees alike have had to cope with the pandemic. One of the advantages of flexible work arrangements is that it promotes a healthy work-life balance and brings more attention to mental health. By incorporating flexible arrangements, employees can benefit from improved mental health.
A hybrid work setup may be the quality way for companies to attract and retain talent. It will provide employees flexibility and the choice to keep working remotely or in the office. A recent April 2022 showed that 77% of companies had adopted the hybrid workstyle.
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Flexible Working Arrangements Help Recruitment
Recruitment is the main key area for employers, so presenting as an understanding company that provides flexibility and trust and accommodates its employees can upgrade the company’s popularity in the market. By making the flexible working arrangement a success, companies can attract employees to work.
What Are The Problems In Attracting Talents Due To No Flexibility?
But there are a lot of employees who want flexible hours but don’t have access to it.
The Lack Of Flexibility:-
- Lack of flexibility places a vast burden on how employees take care of others, including children and ageing parents. A survey on LinkedIn shows that 83% of women are considering quitting their jobs because they are not offered the right flexible policies.
- Lack of flexibility also significantly impacts employers’ potential to care for themselves. Younger workers, in particular, struggled with this; 39% of Millennials reported that their workday’s structure makes it challenging for them to make time for workouts and healthy living.
- We found that a loss of flexible work arrangements can also harm the company’s overall performance and productiveness.
Employers can enhance employee engagement and maintain quality people by presenting flexible work arrangements
The Bottom Line:
Companies inclined to offer a flexible work arrangement demonstrate a dedication to their employees and ultimately benefit with higher productivity, committed employees, and a successful organisation. Flexibility is what the employees value the most out of all. With the right tools and a progressive, flexible work policy, recruitment teams will have a powerful draw for future talent while simultaneously giving current employees motivation and engagement.
Prompt Personnel established in 1997, is one of the staffing companies relentlessly delivering reliable and seamless end-to-end HR services to our partners. We are currently engaged with over 160+ clients in IT and Non-It sectors handling a huge Temporary and contractual staff deployed at over 2200+ locations in 28 states and 5 UTs. With 2 decades of staffing expertise, we at Prompt Personnel have mastered human resource management as a service and provide customized solutions as per our client’s needs. We aim to provide services encompassing the entire life cycle of your workforce – right from hire to retire.
by Prompt Personnel | Jun 27, 2022 | Human Resources
Employees on your internal team bear a great deal of responsibility; therefore, you must assure the hired team performs as expected and has adapted well to the culture of the company. But there will be times when the candidate is not able to adapt well or perform well—that’s the time the company should let them go.
Of course, you don’t want their absence to cause an enormous uproar, resulting in disgruntled clientele and interrupting the flow of business. The person’s leaving will be noticed, but the disruption should be minimal. Use these five techniques to replace an employee through a structured replacement process in companies.
When is the Optimum Time to Start thinking about Replacements?
Before an employee retires, it’s best to start thinking about successors. That way, you won’t have to scramble for a replacement at the last minute. It’s never too late, though, to start thinking about replacements. Even if an employee has already gone, you can appoint short- and long-term replacements to take up their responsibilities until a permanent replacement can be located. You can also appoint staffing companies in Mumbai for professional assistance on temporary staffing. This proactive replacement planning ensures you’re never caught off guard.
Why is it important for organizations to start thinking about replacements?
- In order to keep the competitive edge
- Because of economic considerations
- To fulfil customer requirements
- To get the most out of expansion opportunities
- To progress and accomplish
How Does Replacement Planning Benefit The Business?
Replacement planning focuses on identifying an immediate need for a specific role. It acknowledges “backups” for roles and is more of a necessity-driven response. Replacement work is traditionally reserved for top-level positions, but it may be applied to any critical roles within an organization with the help of HR consultants in India.
The terms “replacement planning” and “succession planning” are frequently used interchangeably. It does not, however, have to be determined as a substitute for succession planning. If the company has a succession plan in place, the replacement may have already been identified, or it could be a step in the present process. Even if the firm is using talent pools for staff growth, replacement planning might add benefits.
What steps should you take to put your employee replacement plans into action?
Staffing companies in Mumbai believe that it’s critical to put your replacement chart into action once you’ve finished it. This can be implemented in a variety of ways, for instance:
- Keep your staff informed about your plans.
- Employee education is important.
- Substitution plans are made.
- You can ensure that your replacement charts are successful and support the smooth operation of your organization by putting these procedures in place.
Getting HR services in Mumbai and communicating with your staff is a key part of implementing your replacement plan. Hold meetings, send emails, or display your plans in a conspicuous spot to do this. This way, your personnel will be aware of your intentions and will know what to do if they are called upon.
Prompt Personnel: Put Your Plans into Action with The Leading HR Consultants in India.
Prompt Personnel, established in 1997, is one of the leading people-oriented HR solutions companies relentlessly delivering reliable and seamless end-to-end HR services to our partners. Enterprises benefit from Prompt Personnel’s cost-efficient, full-service, and adequate staffing services. We have been HR consultants in Mumbai for over two decades, and our subject experience and comprehensive understanding assist clients with their end-to-end HR needs. We aim to provide services encompassing the entire life cycle of your workforce – right from hire to retire. Know more about how we can help you with your HR & staffing needs by sharing your requirements with us!
by Prompt Personnel | Jun 23, 2022 | Human Resources
A modern drift has been noticed recently toward extended notice periods. Many businesses are adopting this approach, but not all companies feel that a more extended notice period is a good idea. Both employers and employees have multiple aspects that might influence not only the professional relationship but also the business.
What is a notice period?
It is the period established by an employee between notifying their employer of their resignation and their final day on the job. When notifying your manager of your intention to quit, specify your last day to determine the length of your notice period. Moreover, an employer is required by law to give the workers an opportune time of notice before the contract’s termination.
If an employee believes the company has committed misconduct, they have the right to resign without giving notice. Analogously, if an employee has participated in any significant misconduct, the employer has the right to terminate the employee’s contract. If you live in a location where at-will employment regulations apply, you can also quit or be fired without warning.
The perspective of the Employer
Mumbai has many HR outsourcing companies. However, high-level expertise is harder to come by for large companies. That implies businesses must endeavour to keep that knowledge for as long as possible while giving themselves sufficient time to discover a successor in case a worker chooses to quit. Finding someone suitable can take three months or even longer in most cases. Then there’s the issue of handing over. This cannot be done in a week or two; therefore, a recruiter should plan a three-month notice period, especially for critical roles and senior roles to ensure that company projects are not disrupted.
Facts about employees’ long notice periods
Most workers would like to stay and leave on great terms with their bosses, so in many instances, they provide their bosses a whole three-month take note period. They understand the intricacies of projects and are ready to work through the notice period to assist in the training of their replacement and a thorough handover.
Employees are sometimes willing to provide more notice than is required. They must, however, tread cautiously. If the employer believes they don’t need the extra notice, they can fire the employee with only the required notice period, leaving them unpaid for a month or two before starting their new work. There’s also the concern of coordinating specific dates with staffing companies and ensuring that they’re willing to be patient and wait for three months or more.
It will eventually come down to the employment contract and the employer-employee relationship. It’s wise to leave on peaceful terms since you never know when your earlier contacts will positively influence your future possibilities regarding business exchanges. It is feasible to achieve a favourable outcome for all parties by acquiring HR services and establishing open communication and solid working relationships.
Let Prompt Personnel Step In
There are numerous incidents in which employees care about their organizations but do not receive adequate support and care from their employers, resulting in a change where employers have a good understanding of their employees. Still, they are unable to modify their approaches. Being one of the leading HR consultants in India, Prompt personnel serves as a liaison between employees and organizations, guaranteeing that a sincere relationship is kept up and that they work for both- the betterment of the employees as well as the businesses.
About Prompt Personnel
Prompt Personnel established in 1997, is one of the staffing companies relentlessly delivering reliable and seamless end-to-end HR services to our partners. We are currently engaged with over 160+ clients in IT and Non-It sectors handling a huge Temporary and contractual staff deployed at over 2200+ locations in 28 states and 5 UTs. With 2 decades of staffing expertise, we at Prompt Personnel have mastered human resource management as a service and provide customized solutions as per our client’s needs. We aim to provide services encompassing the entire life cycle of your workforce – right from hire to retire.
by Prompt Personnel | Jun 2, 2022 | Human Resources
HR departments face an uphill battle because they must cut HR costs while also boosting productivity and employee engagement. With super competitive markets and capricious economies, businesses are under incessant pressure to lower costs and maximize profitability. Human resources costs are among the unexpected costs that businesses may need to contemplate.
Here’s the good news! You can both reduce HR costs and boost employee engagement at the same time. Here’s how –
1) Making the right hires
When cost-cutting is taken into consideration, recruiting is one of the first things that is cut down. This is one of the first initiatives taken by businesses to reduce costs. Honestly, this may not be the ideal thing to do. This is the best time to figure out your recruitment process and to make sure that every person you hire adds value to your organization.
Recruiting becomes a costly affair when it is done incorrectly. It is an integral part of business growth, and poor hiring can directly affect employee motivation and engagement. If your company has a revolving door of undesirable recruits, it can directly impact staff morale and your employer brand.
Recruitment is an end-to-end process and where HRs should speculate as to what didn’t work and find solutions the same. Ask the right questions – Is it the appropriate skill set? Was it the person’s charisma? Cultural fit? Was there a gap in your hiring process that overlooked an important aspect of the role? Invest your time to sternly evaluate the overlooked gaps and how they can be avoided in future hires.
The hiring perspectives may vary from business to business as different industries demand different criteria that need to be fulfilled. The act of engaging others is closely associated with team building, collaboration, and fostering connections with colleagues and teammates. Hire passionate, committed employees who are culturally a good match for your company during the hiring process thereby stabilizing unnecessary HR costs.
2) HR Automation can change the game
Human resources automation (HR automation) employs software to automate and optimize repetitive and time-consuming operations to assist an HR department in personnel management. By deploying new-age HR Tech, HR services can boost productivity and bring value to the company by focusing on more complicated duties like strategizing initiatives that deliver a bigger business impact. The time spent on employee onboarding can be reduced considerably with HR software. In addition to providing HR leaders with candidate tracking, employee onboarding and offboarding tools, people analytics to aid decision-making, and an employee database, most good HR software also offers performance management tools.
Automation of HR processes will increase employee engagement by also allowing them to self-serve and manage their requests for annual leave, training, and expenses. As a result, employees have access to their HR files, meaning they can easily find the information they need, and they are in control of their personal HR experiences.
On successful implementation of the right HR Tech, expect huge cost savings and improved employee experience which will have a long-lasting impact on the organization.
3) Incorporate the Right Training Programs
Most cost-cutting strategies make learning and development the first casualties. On the other side, upskilling through learning and development can save HR costs while also increasing employee engagement in the long run. While reduced employee turnover is unquestionably a benefit of investing in training, it can also help you boost your productivity. This is true not only while the employee is at work, but also when an employee is absent or leaves; if a colleague has gotten the same training, it is easier for them to take over their responsibilities.
Could you transfer some staff training online if it is inevitable that L&D spending must be cut? Employees can get virtual training for a fraction of the expense of in-person classes using tools like LinkedIn Learning. Alternatively, enlist the help of some of your employees to create online tutorials, films, or instructions that can be shared with the rest of the company.
Evaluate the cost for everything. Identify the gaps in what demands manual attention and what can you automate. This will eventually help you reduce your HR costs to a great extent without impacting productivity and employee engagement.
by Prompt Personnel | May 26, 2022 | Human Resources
The Indian government updates employment law regulations on a regular basis to facilitate compliance with Labour Laws and to benefit employees. Staying fully compliant is one of the most challenging things for any organization with such a huge workforce, as the nature of labour laws is ever-evolving. Every business needs to manage compliance, irrespective of the industry. Violation of compliance may result in prosecution, heavy penalties and fines, and in some cases, even imprisonment.
Organizations are largely dependent on internal HR teams to handle their compliances. It is not an ideal solution. A dedicated compliance consultant will help you stay updated in context to the changing landscape of compliance in India and help you align with the day to day compliance activities.
Are you a business owner wondering whether you should onboard a compliance consultant worth your time and money?
Lets have a look how Labour Law Consultant can help you:
1. Regulatory Compliance: A dedicated compliance consultant can help with the labour law compliance registrations and obtaining licenses, which is a time-consuming and a tedious process. Your compliance partner can get it done for you. Depending on the state laws and nature of your business there are a few details that will be needed from your end.
2. Payroll Compliance: Since the nature of Labour laws is ever evolving, keeping up with the real time updates will be challenging for your internal HR team. When it comes to payroll compliance, it is important to consider numerous elements / laws, such as adherence to minimum wages, provident Fund, ESIC, bonus, allowances, etc. Your Labour Law consultant will keep you updated about the latest changes in the law and will also help to know the impact of such amendments/changes.
3. Legal Expertise and Guidance: A Labour Law advisor can help you understand the different amendments/ notifications/ various labour law judgements in a simpler way. Apart from above, they can draft and validate various agreements from a legal perspective. They also help you to prepare for implementing Labour Codes.
4. Managing Legal Notices and Meetings: Managing legal notices / remarks and meeting authorities to resolve the same is a time-consuming affair. Very few business owners have the bandwidth to accommodate their time to iron out these issues. A dedicated consultant can take up the responsibility on the company’s behalf and thus let you focus more on your core business.
5. Vendor Compliance Audit: Being compliant is essential and verifying the same is equally important. Compliance consultants have an important roll to play in when comes to timely audits being done for you and your contractors, which will help you to understand the gaps and we shall also assist you on bridging the gaps thus making you 100% compliant. They aso help you in accessing whether your local vendors are compliant or not.
A compliance consultant can help you maintain end-to-end visibility in all compliance matters from any location, at any time, by storing data and making it available when needed.
Hence, to ensure a better future and unstoppable growth, you should consider partnering with Prompt Personnel.
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!
