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.
by | Sep 25, 2020 | Human Resources
I am delighted to share with you all that Prompt Personnel has been awarded by People Q for the category “Customer Engagement” this month. I would like to thank PeopleQ for giving us an opportunity to share our insights with the community on how we have made a difference in the lives of our customers and employees, during a time like this.
Today’s work scenario is certainly going through some tough times. Nobody could have ever imagined or had the foresight or preparedness to face the pandemic that hit all of us earlier this year. Suddenly, there were scores of webinars, zoom calls, and trainings conducted to engage the workforce and keep them motivated. All the teams and offices had moved from office to home and began working remotely. But the looming question was, what is next? Every company was striving very hard to sail through the pandemic without risking the assets of the company.
We at Prompt personnel were no exception. From the 18th of March, the entire staff of Prompt Personnel was officially working from home. At this stage, as much as the employees’ welfare, the clients who had trusted Prompt as their HR Business Partner were also going through the same turmoil. It was now up to us at Prompt to show empathy and concern for them as much as possible.
So, what did we do to tackle the situation?
Due to the pandemic, salaries were being cut and employees were sent-off to save costs, companies were being shut and there was total chaos on the work front.
- We wrote an easy to understand handbook for our clients to update them on the various reforms that MHA and DMA were issuing from time to time.
- We ensured that all salaries of the employees deployed were not delayed for whatever reason and timely pay-outs were done.
- We issued Labour Law updates to our clients to keep them abreast of the changing work scenario.
- Handholding the customers, flexibility in our work approach, quick feedback and updates, closure of all pending tasks in short walking that extra mile for them.
- We did an online live training session through Facebook to appraise the customers on People Management and Employment laws.
- Started a short series of interactive session called Prompt Talks with HR heads for industry insights to sail through the pandemics crisis.
- Received testimonials for recruiting staff during the lockdown period and closing open positions on time.
- We were able to contribute relentlessly to the hiring of Nurses for various hospitals during the Pandemic and lockdown.
- Onboarding of employees/staff for our essential services clients on time, so that there is no dearth of short staff.
- We not only engaged the existing customers but also tied up for business with new customers through referrals of existing clients.
