by Prompt Personnel | Jan 30, 2023 | Human Resources
One important role of a human resource leader in a business is to ensure that employees have a safe, healthy, fair, and equitable workplace. This entails monitoring an organisation’s adherence to regulations and labour law compliance in India in order to ensure HR compliance.
What does HR Compliance Refer to?
HR compliance refers to the adherence to laws and regulations related to human resources management, including issues such as equal employment opportunity, wage and hour laws, and workplace safety. This can include creating and implementing policies and procedures, providing training to employees, and ensuring that all HR activities are in line with federal and state laws. Employers must also ensure that their HR practices do not discriminate on the basis of race, sex, age, national origin, religion, or another protected status.
What is included in an HR budget?
Because human resources encompass so many areas, how can you be sure that an HR budget includes everything? Even small businesses can underestimate the costs of recruiting, hiring, training, and other measures to provide a positive employee experience. It is also an area that can quickly destabilise an organisation from both internal and external sources.
To ensure effective HR management throughout the year, labour law consultants advise all organisations to reevaluate their HR budgeting strategy in light of shifting priorities. An HR budget template can help you plan a reasonable budget for the coming year.
Importance of Maximising Your HR Compliance Budget
According to labour law advisors, maximising your HR compliance budget is important because it helps ensure that your organisation is adhering to relevant laws and regulations and protecting the rights of employees. This can help reduce the risk of legal action and fines and promote a positive work environment. A strong compliance program can also improve your HR operations’ overall efficiency and effectiveness. By allocating resources effectively, you can also help to identify and address potential compliance issues before they become serious problems.
Tips to Maximise Your HR Compliance Budget
There are several ways to maximise your HR compliance budget in 2023:
- Prioritise high-risk areas: Focus on areas that have the highest potential for legal or financial penalties, such as wage and hour laws, discrimination, and harassment.
- Leverage technology: Use software and tools to automate HR processes and ensure compliance.
- Train employees: Provide training and education to your employees on compliance issues and your company’s policies and procedures.
- Partner with experts: Work with legal and HR professionals to ensure compliance with all relevant laws and regulations.
- Keep up-to-date: Regularly review and update your compliance policies and procedures to keep up with any changes in the law.
- Audit: Regularly conduct compliance audits to identify and address any issues that could lead to non-compliance.
- Communicate: Communicate effectively with employees, managers and other stakeholders on compliance-related matters.
- Be Proactive: Be proactive in identifying and addressing potential compliance issues before they become major problems.
Overall, it’s important to be strategic and intentional in allocating your HR compliance budget to ensure that you effectively mitigate risk and protect your organisation.
Prompt Personnel: One of The Leading Labour Law Consultants in Mumbai
As labour law consultants, Prompt Personnel thinks it’s important to educate the clients about labour law regulations, familiarise them with compliance obligations and responsibilities, and help them protect themselves from related litigation. By utilising Prompt Personnel’s labour law consultancy and in-depth knowledge of the subject, extensive experience, and distinguished understanding of regulatory and statutory compliance, they ensure the safety of their clients and keep them safe from danger and potential losses.
by Prompt Personnel | Nov 23, 2022 | Human Resources
Labor laws or employment laws define the employer’s obligations regarding their employee’s security. The law serves as an outline to guard employees, be they on-premise, contract workers, or remote employees, against injustice or discrimination. According to the best labour law consultancy, labour laws include objectives like:
- The physical and mental well-being of employees
- Equal pay and opportunities
- Safety and welfare of employees
- Workplace diversity and inclusion
As any labour law advisor would suggest, non-compliance to remote employee labour laws may lead to legal consequences for the employer.
Below are the categories of remote employee labour law employers must know about:
Minimum Wage Requirements
For non-exempt remote employees (those who work hourly), the employer must comply with the state minimum wage requirements law where the employee works from. However, if the centralized, state, and local minimum wage differ, the highest amount will apply to the employee.
Payroll Regulations
The best labour law consultants will advise, and guide you about payroll regulations; there are a few different aspects of it. Further, differences in payroll requirements exist between states and localities. Hence, employers must know what regulations apply to their remote employees.
- Tax: Filing taxes as an addition to central tax laws for remote employees
- Deductions: The mandatory payroll tax deductions, job-related expenses, and health insurance premiums.
- Payday: The employee payment frequency – weekly, bi-weekly, monthly, or semi-monthly.
- Paystubs: The information on paystubs, including paid sick leave accruals
- Delivery: The way employers deliver the paycheck.
Overtime Requirements
For non-exempt remote employees, employers must comply with the official overtime requirements. Per the guidelines, employers must pay at least the minimum wage for the first 48 hours of the working week. The organization must compensate employees twice times their regular rate for overtime, according to any labour law advisor. However, employers need not pay for unscheduled, unexpected hours they are unaware of.
Labor Laws for International Employees
Research regarding remote employee labour laws is necessary if you hire employees from other countries. Consider knowing the country’s labour laws with any reliable labour law consultancy where you employ remote employees. Here are a few key details that can help you choose countries wherefrom you want to hire your remote employees.
The labour laws in India are complex, but only a few apply to contract employees. However, employers are required to protect contract employees from discrimination.
In the case of taxes, both the employer and the employees are responsible.
Health and Safety Requirements
Employers must consider health and safety regulations for remote employees. They must create a safe and secure working environment. This means they must identify risks and hazards and take safety measures for employees. Employers may create a health and safety policy that includes training and allowing employees to report incidents and issues. Further, employers may also need to provide employees with protection equipment based on the type of work.
Workers’ Compensation
Even if your employees work remotely, they are eligible for workers’ compensation. The lack of employer control over employees’ working conditions is irrelevant here. This is because employers are responsible for providing employees with a safe working environment, regardless of where they work. If remote employees fall at home during teleworking, they may be eligible for workers’ compensation. It would depend on their sustained injuries (if any) during employment. Based on the location of the company and the remote employee, employers must assess the coverage and claims., according to the leading labour law consultants.
Complying with the labour laws for remote employees can be significantly tricky when the rules differ by state and country. Also, the remote work laws are subject to change over time. Entrepreneurs need to keep up with labour law compliance and changing regulations. Additionally, they must ensure that the business operates legally. With so many aspects to look after, it is easy for employers to get stressed. But with platforms like Multiplier, complying with remote employee labour laws can be more accessible. This is a good decision taken by the government to promote startups in India which will boost the startup sector, thus giving way to employment opportunities. For further support, be sure to contact a prominent labour law consultancy in India, Prompt Personnel.
by Prompt Personnel | Nov 20, 2022 | Human Resources, Uncategorized
Attrition is frequently seen as a business’s “Health Check.” A high Employee Attrition Rate possesses a threat to any business and costs a lot of time and money to get over it. According to a global survey, replacing an employee can cost up to twice as much as their annual wage.
Since the pandemic and uncertainty of COVID-19 mass layoffs have been heating up. In April 2020, employee attrition rates reached their lowest in nine years. Despite the decreased attrition rates, the global turnover rates have increased significantly in the current year due to more job opportunities, pandemic burnout, and employees overall feeling disconnected from their current company.
Realistically speaking, a certain amount of attrition is inescapable. However, given the current situation, it is imperative to look into the matter. Understanding the reasons why individuals leave helps businesses implement the best tools and tactics to boost employee satisfaction, which in turn leads to the success of the business. These insights are essential for coordinating expectations, ensuring worker engagement, and lowering attrition rates.
Well, no company wants to be a “come and go” platform for employees and the HR team’s biggest challenge is how to manage attrition.
We’ll talk about five practical strategies to lower attrition.
Using the best practices along with HR consulting will help you resolve your concerns regarding resources and will help you retain valued talent within the firm.
Here Are The 05 Ways To Reduce Employee Attrition – Effective Solutions
- Inspect your Workforce:
Technology has taken over the world at this point, so we can take advantage of its capacity to employ workforce analytics to figure out what goes wrong in departments with high turnover. If you don’t have a system, analysis can be done through discussions with managers in those same high- and low-performing workforces. Keeping track of who gave what feedback can be challenging when managing individuals. That’s where you can leverage the technology with performance management software. Another straightforward method is to write down the feedback, which ultimately aids in accurate evaluation. Providing transparent feedback is an excellent way to motivate employees by showing them where they’re doing good and where they need to improve.
- Create Ways to Involve your workforce:
What more do we want than highly motivated staff, yet it might be challenging to get going without setting and exceeding goals? And simply throwing money at a problem won’t make the employees work harder. Instead of uniformly increasing salaries by 10%, set challenging but attainable targets to get employees moving. Use the same objectives to gauge employee performance when it comes to evaluation.
Although participation can be a little challenging to achieve, satisfied employees feel like they are making a difference and have a sense of choice. Employees want to believe that their opinions are heard and that they play a part in advancing the business. Employees want to feel like their voices are valued and have a helping hand in moving the company forward. This leads the employees to a sense of well-being and retains them in the organisation.
- Focus on finding the right fit:
Every employee you have on board fits like a piece of a puzzle. So it becomes important to spend more time looking for the ideal candidate to fill the roles. Spend ample time making the end picture clear for both the employer and employee. The right fit can be the most important asset and could stay for years. The wrong fit can hamper growth and waste time trying to find a replacement.
Although it isn’t easy, you have to fire people who don’t “do it right”. You have to take the harder decisions and let these people go without a heavy heart because when surrounded by ineffective co-workers, motivated and productive employees will leave and find a better environment.
- Focus on Employee-Centric Learning:
How much time does each of your employees devote each week to learning?
Overworked employees rarely have time to learn. A company that values learning and development, wants its employees to improve their careers, not just their job. Learning and training are also beneficial for the company, as it makes it easier to promote from within.
Learning enables the employees to feel safe to experiment and even fail at some projects. Training them on a regular basis is also very crucial; it represents a good opportunity for them to expand their knowledge and sharpen their job skills to become more effective in the workplace. Although the cost of training for employees might be high if done consistently the payoff is enormous.
- Consider Temporary Staffing Services:
Of course, hiring the right set of people from the start would be the ideal method to lower staff turnover rates. And another great method is to appoint temporary staff through a temporary staffing service. This has become an essential strategy for managing a successful workforce in many industries. These staffing services deliver the best-suited candidate for the role available. The quality of the hiring decisions has a direct impact on retention rates, which makes it a crucial way for reducing attrition.
The Temporary Staffing Agency maintains a wide candidate pool and a network of contacts in a variety of sectors and skill sets. This enables them to conduct focused, quick searches for people who can match the organization’s short- and long-term goals. Additionally, this aids businesses in saving time and money that can be put to better use elsewhere in their operations.
Attrition is costly as it takes time and resources to redistribute work and find and train new talent. Also, it cannot be avoided. However, filling the backlogs in your organisation is in your own hands. If you keep your employees satisfied, they will definitely stick to you, even in difficult times!
HR Companies can be your go-to source for minimising attrition and managing your workforce effectively. Prompt personnel is one of India’s leading HR firms, which offers its partners prominent and comprehensive end-to-end HR consultancy. With us, you will open up fresh avenues for achieving alignment with success measures and advancing performance through the best temporary staffing solutions, which will ultimately decrease your employee attrition rate.
by Prompt Personnel | Nov 18, 2022 | Human Resources
For the past several years, we’ve had to work through a lethal pandemic, a lousy economy, the gradual collapse of democracy, and the decimation of our civil liberties. What is transpiring is that overworked, exhausted, burnt-out working-class people are taking back their diminishing agency jobs and operating conditions that are unfavourable for them. The latest of these types of acts of resistance is so-called “quiet quitting”- the freshly coined phrase for when workers only decide to do the job, they’re being paid to do without participating in extracurriculars or taking on any extra duties at work. Every prominent HR consultant in Mumbai is familiar with this term by now. Acquiring popularity in response to pandemic-induced burnout, quiet quitting is having a juncture, especially among young individuals who, in many ways, have suffered through the worst of these surreal times.
Quiet quitting is the latest workplace buzzword. Although it sounds like some employees are resigning, it represents a rebellion against the hustle culture of going beyond what a job requires. While not an unprecedented concept, the term ‘quiet quitting’ has recently acquired popularity in the media as some employees reject the hustle culture at their workplace and set job boundaries. Not only are people resigning from positions, but they also want to limit their workloads. Primary HR services in Mumbai are inquiring candidates about quietly quitting — the new way of doing a designated job’s bare minimum before they land them a job.
What is quiet quitting?
Quiet quitting refers to performing the bare minimum requirements of one’s selected job and putting in no more effort, time, or enthusiasm than is necessary. As such, it is a misnomer since the worker doesn’t leave their position and continues to collect a salary.
Quiet quitting doesn’t imply that an employee has left their job but instead has limited their daily tasks to those strictly within their job description to avoid exhaustive long working hours. They want to perform the bare minimum to get their desired job done and set precise boundaries to improve their work-life balance. These employees are still successfully fulfilling their job duties but not subscribing to the ‘work is life’ culture to guide their careers and stand out to their official superiors. They religiously stick to what is in their official job description, and when they go home after work, they leave work behind them in the office and focus on non-work duties and activities.
However, entirely quitting could signify that an employee is not content in their position or is experiencing significant burnout. Quiet quitting is a way for the employee to deal with exhaustion to help alleviate some work stress. It may also mean they are ready to change positions or look for another job.
Is quiet quitting for real?
Employees who settle to ‘quiet quit’ are frequently disillusioned with the workplace. Hence, they disengage and extricate themself from their work and stop giving their 110% to the job. If this practice is addressed, it can positively impact other employees and the overall workplace culture. These impacts include decreased employee productivity and morale, mainly because employees who feel disengaged might produce work of inferior quality. A subordinate or inadequate engagement rate within the workplace often results in a leveraged turnover rate, as no employee wants to work in a hostile environment. This raises a costly issue for an organization as it is expensive and time-consuming for the entire organization to go through the hiring and training process for new employees.
Quiet quitting might or might not be a recent phenomenon or a bona fide trend. But it has called attention to what appears to be widespread dissatisfaction among a major chunk of employees that employers might need to address. Every employee has the right to decide: Are they only willing to do the bare minimum work necessary, or do they believe in the organization and its mission enough to desire to do more? To such employees, contract staffing services come in handy. For quiet quitters, only the bare minimum is favorable; and so is valid with contract employees. When an employee is based on contract staffing, they need to have the load over their head to impress their fellow superiors to have a beneficial future in the organization. Hence, a bare minimum is enough for contractual employees. One of the finest contract staffing companies in India, Prompts Personnel, takes care of the organization’s contract staffing services, so they don’t have to worry about quiet quitters anymore.
Every HR professional must have the time and scope available to support the management and people of the organization to do their best work. Prompt Personnel, one of the leading HR consultants in India, provides small to medium-sized businesses with effortless and effective HR management software that takes care of many operational and administrative tasks—freeing up time to dedicate to the people’s side of the business.
by Prompt Personnel | Nov 16, 2022 | Human Resources, Uncategorized
We are in the middle of WORK REVOLUTION! The way we look at work today has changed drastically all thanks to globalization, the buzz of the internet, artificial intelligence, machine learning, and of course COVID!
The impact of COVID-19 has affected almost every sector. Over that the Great Resignation is in full swing, impacting 120 million Indians who lost their means of bread.
The result? The highly competitive Indian job market is struggling to attract and retain fresh talent. The trend of resignations which started in 2020 amidst the emergency of Covid 19, isn’t slowing down yet after the recession.
No doubt that employee retention is an ongoing hot topic in the business world. And in the coming years, its significance will only increase.
This might lead you to ask: How can I retain employees and reduce employee turnover?
To navigate the losses inflicted by high turnover rates, most companies look at HR Consultancies for effective retention strategies. Also, temporary staffing services can be a way for simplifying the hiring procedure without having to take care of any HR formalities.
Here are the top employee retention strategies for 2023:
- Allowing a flexible work-life balance:
With 89% of the employees desiring flexibility, work-life balance and remote or hybrid work environments now top the list of strategies to retain the employees. Since the pandemic, working in a hybrid or remote environment has become the new normal. The 9-to-5 norm is slowly vanishing. The office has become a more occasional meeting place. The possibility of a better work-life balance enables effective employee retention as employees have the flexibility to work from home since it allows them to navigate between family commitments and work. Creating a flexible work environment where employees feel productive, connected, and valued gives them purpose and drives them to give their all.
- Offering competitive packages:
One of the easiest ways to retail your employees is by offering them competitive salary packages. It does not necessarily mean rewarding in the monetary form. It also includes flexible benefits like medical care and employee perks. Today’s employees not only work for the money but also place equal emphasis on other aspects also. Adequately compensated employees feel more motivated to come to work. Their morale remains high, and their job satisfaction levels increase.
- Open to employees’ skill development commitments outside the work:
Your top employees want to learn and develop continuously, thus it is important. And when they’re given the opportunity to develop their skills, learn more about their jobs, and become professionals, they feel valued and wanted. This will help them keep on board as employees look to encounter new challenges and opportunities at the company. Not only does this approach communicate that employees are valued, but it gives them charge over their career and over their time at your company. Particularly during such recessionary times, empowered personnel are more engaged, and productive and have a reduced turnover rate.
- Making Training a Priority:
Training should continue to be a priority in 2023.
It goes beyond simply just telling individuals to work for you to achieve a certain goal. You are motivating them, moulding them, and mentoring them to work more effectively. Just as a coach builds a player, you need to build your workforce. As the saying goes, ” One man might win the battle by himself, but cannot win the war alone. Therefore, training your employees is vital. Training employees to become better informed and more motivated to progress in their careers, thereby improving employee retention.
- Stay connected on a weekly basis:
Having Weekly 1-On-1 Manager & Team member meetings instead of annual reports. During these weekly and biweekly Meetings, the Manager can discuss key issues, ongoing projects, important questions, and the employee’s and the company’s next course of action. This constant communication and culture of sharing perspectives will make employees feel more valued and connected to the company and their contribution matters.
As we move into the new year, seeing the current situation it’s important to look into employee retention strategies. With the right mix of training, opportunities, staffing services, and compensation you can keep your best employees happy and involved in the organization.
It is challenging to determine which strategy or combination of strategies will be successful for each organisation given its unique set of employee demands. In such a dynamic environment, outsourcing HR can help you with all the HR services to help you manage your business efficiently. Prompt Personnel can help you find the right solution for your organization. Prompt Personnel is one of the best HR outsourcing companies in Hyderabad that helps businesses focus more on their core and delivers the best workforce to ramp up your team in no time.
by Prompt Personnel | Nov 15, 2022 | Human Resources
Recruiters and other talent professionals know the benefits of staying on the cutting edge. Two names are changing business practices and workplaces tremendously, especially among the leading hr consultants in India- Artificial intelligence and machine learning can help automate manual tasks in your recruiting process, but they can potentially create a bias toward candidates and impact your hiring decisions.
Artificial intelligence can aid business applications in numerous ways; companies can understand their customers more efficiently with deeper insights, with AI. But in this blog, we will discuss how machine learning is overcoming critical issues in HR recruiting. Most of us are aware of the inefficiencies in the recruiting process. With the help of machine learning and automation, we can reduce these inefficiencies to a significant extent and apply the candidate-first approach. With AI, recruiters can find candidates who match the job description, such as job roles, hard skills, soft skills, academics, experience, salary, industry, personality, etc. The Algorithm in the hiring process will help businesses make hiring decisions – fast & better.
Locating Qualified Candidates, Posing The Question
Are there additionally efficient ways or more suitable places to find great talent? Most staffing companies in Mumbai today use recruitment platforms to locate potential employees through a search engine-based system where they can niche down a list of candidates depending on factors like location, skill, industry, and experience. But with machine learning abilities, hiring managers don’t have to go through the struggle of manually digging through applications from hundreds of candidates to encounter the best fit. Instead, they can rely on job and networking sites to leverage artificial intelligence and offer brilliant recommendations on the candidates who can fit a given role at its best. This allows a more productive hiring process for both recruiters and job seekers.
Iterating And Improving The Recruiting Process
How do you know when you’re doing well in hiring or if you’re getting better? How can machines help us optimize that experience?
Machine learning can help echelon the playing field in recruitment. It can provide equal exposure to opportunities, regardless of a candidate’s pedigree or background. Algorithms should focus on skill-based data, not the universities a candidate has reviewed, the companies where they have worked, or their gender or ethnicity.
Effective Hiring
What does it mean to hire at scale successfully? How can you retain talent? Can you measure the productivity of a team? One factor to consider is that candidates aren’t aware of their value and what compensation they should ask the organization for. This is another zone where machine learning supports HR consultants. It can reveal salary data for a candidate’s detailed geography and role, making them better educated. On the organization’s side, it can also source and analyze salary data. This provides companies with a clearer picture of a suitable salary offer based on a candidate’s experience and skills instead of their previous salary.
DE&I Enablement, Raising The Question
How can you turn the data you collect into valuable insights and get better outcomes? Companies that rely on machine learning to strengthen their recruiting processes will probably find that building or using a platform free of biased hiring and wage gaps is one of the biggest challenges. ML can expedite “exception handling” in numerous financial processes. For instance, when a payment is received without an order number, an individual must sort out which order the amount corresponds to and determine what to do with any excess or shortfall. By monitoring existing processes and learning to recognize different situations, AI significantly increases the number of invoices that can be matched automatically. This lets organizations reduce the work outsourced to service centres and free up finance staff to focus on strategic tasks.
The most significant benefit of tapping into machine learning in your hiring process is making better decisions more quickly. Prompt Personnel, one of the leading providers of HR services in Mumbai, believes that one of the exciting ways they’ve seen it used is to give insights into the interviewer instead of the interviewee. Say you interrupted these candidates several times, or maybe there’s a pattern here that you might be favouring male applicants, allowing them to speak more than women. In these instances, ML models can help companies improve their hiring process by identifying biases like these. Machine learning will bring the most success to organizations that use its capabilities to increase employee productivity. This is especially true with recruiting. Where machine learning can aid niche down and suggest the ideal job candidates, hiring managers can handle personal interviewing, negotiating the terms, and comprehending the human on the other side of the table.
