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!
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!
