Proposal HR Consulting - TI

HR Consulting

…………. It’s our passion!!!

WHAT DO WE ACTUALLY DO???

Manage Critical functions of HR

HR Consulting Services

Single Window for HR Solutions

Critical Functions

Payroll Process

Training

On BoardingSeparation

Performance ManagementSystem

HR Helpdesk

Statutory - Labor laws

Infrastructure

Feedback Orientation

Project Assignment

Intellectual Stimulation

Performance Assessment

Training & DevelopmentRecognition

and Reward

Compensation

Work

Environment

HR Policies

Our Interventions

OfferingsHR Consulting Processes (Along with formats) Policies (Along with formats) HR Manual HR MIS HR Audit Performance Management

Training Process Outsourcing

Payroll Outsourcing

Statutory – Labor Laws

HR Helpdesk

HR HelpdeskHiring

Roll out offer letter as per recruitment process

Joining

Record Creation Joining Report to all concerned / Non-Joinees Report to Managers Personal Documentation (Personal Files i.e Relevant Documents, Collection of Documents etc.) Form collection (Employee Data Form, PF, Gratuity, Code of Ethics) Welcome Letter Induction Bank Account Generation Retiral Benefits forms (PF, Gratuity)

C & B Payroll Inputs to finance Issuance of Letters (Increment / Promotion) Leave Administration - Leave Without Pay, Medical / Maternity Leave Separation process

Policies Clarifying Policies to employees Procedures and Formats Policy Audit

Reports & Documentation Separation (Resignation letter, acceptance by the manager, Relieving letter, experience certificate) Verification - Address Proof, Telephone, Gas - Request from employee) Promotion, Salary Hikes, Transfers Payroll (leave balance) Upkeep of the employee data Assisting in respective audits and follow-ups

Compliance

Statutory – Labor Laws Karnataka Shops & Commercial & Establishments Act Employees State Insurance Act Provident Fund Employment Exchange (Compulsory Notification of Vacancies) Act 1959 Equal Remuneration Act 1976 Maternity Benefit Act Minimum Wages Act 1948 Payment of Bonus Act 1965 Payment of Gratuity Act 1972 Labor Welfare Fund Act 1968 Contract Labor Act ( Regulation & Abolition) Act 1970

How we can make the

DIFFERENCE

RECRUITMENT

• Release the open positions on the website.

• Employee Referral• Maintain a list of recruitment agencies.• The resumes received from any of the above sources are screened and

short-listed• The short listed candidates are then categorized into “To be

interviewed” or " Waitlisted " candidates• Panel member duly fills up Hiring form and pass it on to HR for

behavior interview.• HR Team - Conduct behavioral interview• Finalize the salary as per the salary matrix• Issue the offer letter

JOINING

• Recruitment Team - Provide the list of new joinees to the HR team• Check if all the new joinees have undergone the joining formalities as per

the check list• HR Group - Collect all the relevant documents as per joining checklist &

make a note of the candidates who haven’t submitted the same• Provide Employee Code• Open Bank Account• Maintain Personal file• Give the list of new joinees to the payroll & to medical insurance agency• Allocate Employee to respective groups• Administration Group - Provide Work stations & issue of I-Card• IT Group - Provide System/Laptop & e-mail id

PAYROLL

• Manager • Informs Human resources group about any resignation, loss of pay,

deputation and transfer on the following email…….in payroll format.

• HR Team :- Sending following monthly payroll details to finance departmenta. Salary details of new joineesb. Resignation detailsc. Stop paymentd. Loss of Paye. Changes in salary structuref. Deputation Allowance

Ensuring Always

Validate the New joinees list. Total offers released vs actual joined.

Validate salary break of new joinees as per offer letter.

Consolidate resignation, loss of pay, deputation, transfer details in payroll format.

Prepare a parallel report from the data sought from email id……

Cross check the data sought from email id / payroll format.

Confirm on email from all new joinees about their date of joining / reporting through respective managers.

Finance :-

To compute the salary details of the employees as per advice from Human resources group and deposit salary into bank account of the employees before the last day of the month.

VOLUNTARY TERMINATION

• Employee :- Informs Manager and/or Human Resources Staff of resignation.

• Manager :- Meet with the employee and then determine if it is in the company's interest to retain the employee.

• Discuss his or her reasons for leaving.• Determine the actions required to keep the employee.• Determine the employee's termination date.• Inform HR about resignation / termination date through email on ……..• Consider whether any special agreements and repayments exist between

the company and the employee.• Determine if any of these agreements are impacted by the termination

decision.• Examples include: − Contractual notice period that will be paid out − Benefit extensions beyond the normal coverage

• Determine if employee has any financial obligations to the company and work with payroll to determine if money will be deducted from the full & final settlement will be collated over a period or absorbed by the company(e.g. travel or relocation, outstanding payroll advances or other outstanding loans)

• Contact employee to discuss the debt and establish a method for repayment.

• Ensuring the proper paperwork is completed and submitted to HR

• HR Team :- • Conducting/collecting exit feedback via template or face to face, where

applicable.

• Reviewing the impact of special agreements or repayments

• Obtaining approvals for payments to the employee, if necessary

• Inform relevant departments (e.g. Accounts) of termination.

Strengthening Training

Manage Training calendar

Seeking nomination

Managing Exceptions

Coordinating with trainers/vendors

Collating Training Feedback

Sharing MIS

Managing Competency database

Approach

Study the present working systemof the organization

Recommend new changesConsulting services by XY Coordinate to reflect the actual practice

Discuss the changes with the management

Define improvement areas

Why Us?

We understand HR as it is our core business

Benefits

Solutions which match with the client requirements

Measurement through SLA’s

Detailed MIS report which will help the Management to take key decisions

Success Stories

Implemented HR Systems / Online Appraisal Employee CounselingDesigned Policy ManualsSetting up HR Department from scratchRunning of HR Department on outsource model New initiatives Conducted Sat Surveys

Few Of Our Clients

Thank [email protected]

9880488884