by Prompt Personnel | Oct 24, 2020 | Human Resources
Are you looking for a candidate with the right skills and expertise for your organization? Finding a candidate with the right qualifications is becoming more and more difficult for many companies especially in the given scenario. Outsourcing your recruiting needs to an expert can help you overcome this challenge..
Here is how HR outsourcing companies can add efficiency to your recruiting efforts:
Possess the perfect skills to locate the right employees
Most of the HR companies that provide outsourcing services possess the skills and a team of experts to help employers source the right candidate. They implement new-generation strategies and solutions to find the ideal candidate. With their extensive search methods and sourcing techniques, they are able to find the right candidate through a large talent pool which is readily available with them.
Know your ideal candidate
One of the benefits of outsourcing HR activities is that these HR professionals try to understand who will be the right candidate for the organisation by their in-depth understanding of the position and what is expected from the candidate to fill in the position. In order to recruit the right candidate, assessing the skills, preferences, and characteristics of the candidate is necessary. This is achieved through screening and extensive interviews conducted by the HR professionals.
Use the right HR tools
For many occasions, the candidate that you choose may not suit for the position because of your traditional methods and techniques of recruiting. On the other hand, HR companies are able to recruit the right candidate because of their excellent screening processes & tools. Most of the Hr outsourcing firms ask candidates to complete online applications, assessment forms, graphology tests, and various other tests that highlight their knowledge, expertise, and skills.
Access to reach more candidates
Many organizations find it difficult to recruit qualified candidates because of the competitive and tough job market. In addition, limited locations for the purpose of recruiting and shortage of the right skills are also why they find it difficult to find the perfect candidate for a position. In such situations, companies seek help from outsourcing companies. One of the great advantages of outsourcing is that they have the access to reach more eligible candidates. They can easily access many passive candidates for a particular position through online portals, sourcing tools, social media/social recruiting, own database, network and their connections
More efficient to find the right candidate quickly
Finally, all the above benefits can in fact result in an efficient overall hiring process in a timely manner for your organization. Manpower planning can be done more effectively with the support of the right HR partner, and help organisations to fill old or new positions as per their needs.
Efficient and right employees are the most important assets of any business. But hiring employees who are skilled and capable is not so easy for any business. Hence, one can look at HR outsourcing companies to support their hiring needs as they are the experts in this field who can effectively deal with the recruitment problems that companies face.
by Prompt Personnel | Oct 5, 2020 | Human Resources
When Business goes through challenging times it becomes imperative to achieve more with less resources ..Restrictions in budgets non availability of skilled manpower and resources, short time frame for completion of projects forces Organizations to think differently and re-align their process to hire skilled manpower for fixed term contracts or outsource hiring to HR consultants for Temporary staffing. This allows a business to add to their workforce selectively and in a dedicated area for a set timeframe, Employing staff on a fixed term contract or temporary basis saves money and resources and allows the enterprise to focus on the long-term business and core function areas ..
Contractual staffing or Temporary staffing hires skilled talent for specific short-term projects, or on contracts on the agency’s or Outsourced HR partners payroll. This in turn reduces cost and statutory liability in a huge way as it is taken over by the HR business partner
Temporary staffing also helps in reducing hiring risks, speeds up hiring process, increases flexibility, gain access to highly skilled employees/ manpower with broad experience. All of this in a short span of time..
Temporary Staffing is one of the latest global trends. It provides great flexibility to the Human Resource department as well. Temporary Staffing aims at meeting the exact requirements of an organization with ease. Contract Staffing is not a new phenomenon it has been prevailing in our society since ancient times. Earlier, specialized professionals were hired to get the project completed in the given timeframe. Today, this concept continues to exist. Expert professionals are hired on a contract basis to get the project done.
Temporary Staffing helps companies to channelize their work and improve their focus. It provides great liberty to business and allows them to avail of professional services without any burden or liability of staffing. Contract staffing helps businesses to make efficient use of their resources.
Reasons for the development of temporary staffing and contract staffing development
Allows a company to focus: The digitalization and volatile nature of the market demands attention and planning. It has become imperative for organizations and corporates to be on their toes all the time and plan their work accordingly. One has to adapt to the latest industry trends to get a competitive advantage. Hiring specialized individuals for a long term basis can cost companies great overhead costs. Whereas contract staffing and hiring professionals allow a company to avail of professional service for a limited period. Contract staffing reduces the stress on the companies and helps them explore business opportunities.
Plan Business Strategies: One of the greatest reasons why temp staffing is gaining popularity in the HR field is the flexibility it offers. Temporary staffing aids you to make an informed decision and set specific business goals and objectives. Temp staffing makes you prepared to face the ever-growing completion in the market and discover opportunities for diversification and expansion. Temp Staffing makes it easy to handle a marginal aspect of the workforce and take wise decisions.
Helps to accelerate business growth: The flexibility of temp staffing is one of the prominent advantages for a business. The contract professionals and staff are hired only till the time the project is on. This helps businesses to manage their funds properly and make the best use of available resources and time.
Better management of Cash Flow: Cash flow and fund management have a direct impact on the overall success of a business. Adopting a contracting business model can increase one’s strength and capability. It provides immense prospects to assent multiple projects at a time. It is a simple equation the more your contractors are working, the more you work.
Contract staffing is the latest phenomenon due to its numerous advantage and exceptional workforce flexibility it offers. It helps an organization to escalate their business and prosper exceptionally. However, it is essential to associate with some of the best temp agencies to hire proficient individuals on a contract basis and avail their proficient services. After all, the only things that matter for a business are the excellent workforce, skilled staff, quality of work, perfection, precision, and proper time management.
by | Oct 1, 2020 | Human Resources, Uncategorized
Introduction
Occupational Safety, Health and Working Conditions Code, 2020 emphasizes on health, safety and welfare of the workers employed in various sectors like industry, trade, business, manufacturing, factory, motor transport undertaking, building and other construction work, newspaper establishments, audio-video production, plantation, mine and dock-work and service sectors.
The Code makes mandatory provisions for the employers to provide a safe working environment and trying to cover the risk of unfortunate incidents arising in the course of employment.
Key Highlights
- The Code aims at lessening the burden of the employers as it would replace multiple registrations under various enactments to one common registration, one licence and one return which will ultimately create a consolidated database centrally and will be helpful under ease of doing business.
- The workplace should be kept free from hazards that cause or likely to cause injury or occupational disease to the employees
- Employers are required to conduct free annual health check-up for their employees.
- Issuance of appointment letter to every employee on their appointment in the establishment
- Workers / Employees are entitled to receive overtime amount at the rate of twice the wage.
- Employers or Contractors are responsible to provide welfare facilities to inter-state migrant workers.
- Employers are required to provide facilities such as ventilation, humidification, potable drinking water, adequate lighting, creche, washing facilities, bathing places, locker rooms etc.
- The licence issued by the appropriate authority for inter-state migrant workers shall be made electronically.
- Contractor operating in more than one state will have one licence from the Central Government and the validity of Licence will be 5 years and may be renewed thereafter.
- The contractor shall apply for amendment of licence along with security deposit in case if there is increase in number of the contract labour.
- Workers employed in Transport, Sales Promotion and Journalism have special work hour and leave requirements specified.
- Employer in construction business cannot hire workers with defective vision, deafness, or a tendency for giddiness, if there’s risk of accident.
- The employer to pay yearly journey allowances to every inter-state migrant worker a lump-sum amount of fare for to-and-fro journey to his native place from the place of his employment.
- Employer in plantation to make provisions for necessary housing accommodation including drinking water, kitchen and toilet, health and recreational facilities, to every worker employed in the plantation (including his family), crèches facilities for plantations having more than 50 workers (including workers employed by any contractor), educational facilities for children of workers between six to twelve years of age.
by | Oct 1, 2020 | Human Resources, Uncategorized
Introduction
Industrial Relations Code, 2020 consolidates and amends the laws relating to Trade Unions, conditions of employment in industrial establishment or undertaking, investigation and settlement of industrial disputes. The code combines and simplifies 3 Central Labour Laws – The Trade Unions Act, 1926, The Industrial Employment (Standing Orders) Act,1946 and The Industrial Disputes Act, 1947.
The legislation provides for a broader framework to protect the rights of workers to form unions, to minimise the friction between the employers and workers and to provide provisions for investigation and settlement of industrial disputes.
Key Highlights
- Provision for Gratuity has been made for ‘Fixed Term Employee’ if employee render service under the contract for a period of one year.
- The code provides that the fixed term employee will get all (Social Security) statutory benefits like ESI, EPF, bonus, wages, hours of work, etc at par with regular employees who are doing work of same or similar nature.
- The termination of the service of a worker as a result of completion of tenure of fixed term employment would not be a retrenchment.
- Definitions modified under the code i.e. Industrial Dispute, Railway, Employee, Employer and Industry etc.
- Trade union to give notice of 14 days before going on strike
- Arrangement for going to the Tribunal has been made for resolving disputes arising between Trade Unions.
- It raises the threshold for the requirement of a standing order from 100 to 300 workers.
- Efforts made by the Government for quickly resolving disputes of the workers :
- Introduced provision to refer the matter straight to the Tribunal in case the dispute is not resolved at conciliation stage.
- Provision for the Worker RE-Skilling fund has been made in the law to re-skill those workers who have been fired from their jobs. Employer to give additional 15 days salary to such employee.
- Employee of an Industrial raise dispute with the employer within the time limit of only 2 years instead of 3 years.
- The definition of worker will be based on the basis of wages being drawn by him and Worker/Employees with salary upto Rs 18,000 p.m.
- Industrial Relations Code Bill allows companies with up to 300 workers to lay off people without the state government’s approval.
- if over 50% of a company’s workers take concerted casual leave, it will be treated as a strike.
- A fine of INR 1,00,000, which may extend upto INR 10,00,000, is leviable on any person who contravenes this provision.
by | Oct 1, 2020 | Human Resources, Uncategorized
Introduction
The Code on Social Security, 2020 is a code to amend and consolidate the laws relating to social security with the goal to extend social security to all employees and workers either in the organised or unorganised or any other sectors.
The Social Security Code, 2020 brings unorganised sector, gig workers and platform workers under the ambit of social security schemes, including life insurance and disability insurance, health and maternity benefits, provident fund, etc. The Act amalgamates nine central labour enactments relating to social security.
Key Highlights
- New Category of workers have been included under this code ( i.e. Gig workers, Platform work and Unorganized worker) and discussed on their social security benefits.
- The Code on Social Security Bill extends social security funds to workers for app-based firms.
- Renamed the designation of Inspector as Inspector cum Facilitator who is expected to supply information and give advice to employers and workers concerning the most effective means of complying with the provisions of the proposed Code.
- Modified the definition of ‘wages’ and divided definition in three parts for easy calculation.
- Effort have been made to provide right to health security under ESIC to maximum possible workers.
- Establishments working in hazardous sectors would mandatorily be linked with ESIC, even if there is only one worker working in it.
- If any employer fails to pay ESI contributions, even then ESI has to pass on the benefits to the employee which ESIC can recover it from the employer to the extent of the capitalised value of the benefit net of any payment of contribution amount, interest and damages payable by the employer.
- No Exemption under EPFO and the coverage would be applicable on ALL establishments having 20 and above number of workers.
- Increase in penalty and term of imprisonment under EPFO.
- Provision for Gratuity has been made for ‘Fixed Term Employee’ and there would not be any condition for minimum service period to avail the benefits.
- The threshold Gratuity period for working journalists reduces from five years to three years.
- it has been made mandatory for all establishments with 20 or more workers to report the vacancy position in their establishments. This information would be given on online portal.
- Every woman is entitled for Medical Bonus of up to Rs 3,500/- where pre-natal confinement and post-natal care is not provided by employer whose upper limit can be amend by the Central government upto Rs 20000/-, this upper limit of Rs 20000/- has been removed under the code.
by | Sep 28, 2020 | Human Resources
Organizations accomplish higher success through a well-managed strategy, productive and accountable employees, smooth business operations, and incredible services to customers and clients. Whether SME, MSME or Large business houses, HR is an important vital link between various departments in the organization and the entire business process. Also once a business achieves a particular growth trajectory with overwhelming profits, HR Consultants do become a pivotal factor to the HR department as a business partner to handle the complexity of the growing business. While HR Consultant Services may still vary from business to business, there are numerous benefits they could give to any organization for seamless support and dependability in various ways.
Here we have discussed the top 6 benefits that HR Consultants can offer to an organization.
Enhanced Recruitment Process
HR consultants, hold specialization in areas like search selection and recruitment, can help you with the most effective and best recruitment strategies along with providing guidance on appropriate hiring of the candidates. The consultants will also aid in crafting a recruitment and selection methodology to choose the apt candidate. An HR consultant will, moreover, be a prime factor in creating a productive workforce for your organization while minimizing your cost per hire.
Extensive Performance Management
Performance appraisals and review is a crucial process in every organization. This assures and motivates the employees to incessantly contribute to the company’s success while inspiring them to perform incredibly for the organization. HR Consultants guide, strategize and sometimes even assist you in the performance management process by designing the KRA’s and KPI’s for each individual with his performance metrics. They guide you about how you should connect with your employees and convey your expectations.
Customized Training Solutions
HR Consultants also provide customized and full-fledged training programs that will help in upskilling your employees. The advanced training seminars can be conducted on a plethora of topics that will assist in accomplishing real business outcomes. Down the line, an HR Consultant will aid in retaining key employees, improvising staff skills, and incorporating leadership effectiveness.
Effective Communication
Assuring an accurate functioning of communication is of peak importance for any business and an HR consultant will assist you in analyzing the whole outlook of the employees. Analysis of the employee satisfaction, perks & benefits, and to work-floor management, an HR Consultant will always have a dynamic business strategy that will help move businesses forward and reach the epitome of success.
Application of HR Tech
HR technology has the utmost significance in the firm since there are a handful of tech-advancements introduced in the market. Setting up a special technical department for the HR space would be a difficult task. Hence, an HR Consultant will assist you with the technology developments along with aiding in set up. Additionally, if needed, the consultant could also render training to your employees about the technology.
At Prompt Personnel, we align our thoughts and work on complicated processes to give simple, affordable, and cost-effective staffing solutions for both Permanent and Temporary staffing. Besides, we also offer Labor Law Compliance services to our customers. having a clear conceptual understanding of the HR process and strategy we offer workforce solutions that aids in driving the business forward towards growth.
