HRx Consultancy Services provides human resources advice and support to start-up and emerging businesses. HRx comprises flexible teams of consultants with experience in various aspects of human resources. They offer cost-effective and flexible HR management solutions on an assignment-by-assignment basis. Their services include developing employee handbooks, job descriptions, recruitment support, training, and assistance with employment law and policies.
Sintrel P. Dass is a senior human resources professional with over 20 years of experience in the federal government. He has expertise in areas such as human resources management, training and development, organizational development, and project management. Currently he is seeking a new opportunity to apply his skills and experience supporting human resources initiatives.
ADP's Comprehensive HR services provide organizations with expertise and assistance in managing all aspects of human capital and resources. The services are designed to [1] simplify day-to-day HR tasks and allow organizations to focus on business objectives, [2] act as an extension of the HR department through added experience and expertise, and [3] empower employees through effective services, tools, and partners. A team of specialists in areas like HR, payroll, recruitment, risk and safety are available to consult on best practices, legislative changes, and strategic support. The goal is to help organizations effectively manage expenses, mitigate risk, ensure compliance, and find, grow, and retain top talent.
Amber Tate is an experienced human resources professional with over 11 years of experience in human resources. She has strong skills in HR systems like Workday, PeopleSoft, and ADP. Currently she is a Senior HRIS Analyst at North Star Anesthesia where she manages the transition from ADP to Workday and provides support and troubleshooting for the system. Previously she held HRIS analyst roles at several other companies where she supported HR systems, performed job evaluations, and generated reports. She has a Associate's degree from Tarrant County College and is pursuing a Bachelor's degree in Business Administration.
The document discusses the role of strategic management in various aspects of human resource management such as HR planning, staffing, training and development, and performance appraisal. It explains how aligning HR strategies and activities with the business strategy of an organization can help achieve competitive advantage. Examples are provided of how companies like Infosys and Philips integrate strategic management principles into their HR processes.
Frequently, a wide hole exists between the HR procedure of an association and what precisely is required by the business methodology on the HR front. Since the ability of the right demeanor and responsibility is needed to execute the technique, misalignment doesn't allow this reality to occur. The individuals who can impact the arrangement, regularly come way in front of others. Absence of viable Skills and Development. Associations hiring professionals with inconsistent degrees of abilities and ability is seen as another significant hindrance in adjusting the business and HR vital goal. In this unique situation, improper determination, recruiting, and preparing methodology leads towards helpless human asset advancement
The HR audit report summarizes the current state of the HR department at Logiwiz Limited. It finds that while the HR department has clear goals and processes for recruitment, training, and performance management, it needs improvement in communicating its mission statement and handling grievances. The report also notes that some HR functions are outsourced to the parent company, Hayleys, but Logiwiz is developing its own training and development programs. Overall, the audit finds that the HR department is structured and performing key functions, but could enhance communication and standardize some policies and procedures.
Sudheendra Lal has over 21 years of experience in HR and administration management. He has held roles such as HR & Administration Manager for various companies in Dubai and Bahrain. He possesses expertise in all areas of HR including recruitment, training, performance management, and policy formulation. He also has skills in administration management, facilities management, and ensuring regulatory compliance. Lal aims to achieve business objectives through strategic thinking and people management.
The HR Plan for 2012-2016 aims to:
1) Develop a high performance culture by playing to win and driving world class performance.
2) Offer an attractive employee value proposition to attract, excite, and retain top talent.
3) Implement robust processes to drive product and service leadership.
Sintrel P. Dass is a senior human resources professional with over 20 years of experience in the federal government. He has expertise in areas such as human resources management, training and development, organizational development, and project management. Currently he is seeking a new opportunity to apply his skills and experience supporting human resources initiatives.
ADP's Comprehensive HR services provide organizations with expertise and assistance in managing all aspects of human capital and resources. The services are designed to [1] simplify day-to-day HR tasks and allow organizations to focus on business objectives, [2] act as an extension of the HR department through added experience and expertise, and [3] empower employees through effective services, tools, and partners. A team of specialists in areas like HR, payroll, recruitment, risk and safety are available to consult on best practices, legislative changes, and strategic support. The goal is to help organizations effectively manage expenses, mitigate risk, ensure compliance, and find, grow, and retain top talent.
Amber Tate is an experienced human resources professional with over 11 years of experience in human resources. She has strong skills in HR systems like Workday, PeopleSoft, and ADP. Currently she is a Senior HRIS Analyst at North Star Anesthesia where she manages the transition from ADP to Workday and provides support and troubleshooting for the system. Previously she held HRIS analyst roles at several other companies where she supported HR systems, performed job evaluations, and generated reports. She has a Associate's degree from Tarrant County College and is pursuing a Bachelor's degree in Business Administration.
The document discusses the role of strategic management in various aspects of human resource management such as HR planning, staffing, training and development, and performance appraisal. It explains how aligning HR strategies and activities with the business strategy of an organization can help achieve competitive advantage. Examples are provided of how companies like Infosys and Philips integrate strategic management principles into their HR processes.
Frequently, a wide hole exists between the HR procedure of an association and what precisely is required by the business methodology on the HR front. Since the ability of the right demeanor and responsibility is needed to execute the technique, misalignment doesn't allow this reality to occur. The individuals who can impact the arrangement, regularly come way in front of others. Absence of viable Skills and Development. Associations hiring professionals with inconsistent degrees of abilities and ability is seen as another significant hindrance in adjusting the business and HR vital goal. In this unique situation, improper determination, recruiting, and preparing methodology leads towards helpless human asset advancement
The HR audit report summarizes the current state of the HR department at Logiwiz Limited. It finds that while the HR department has clear goals and processes for recruitment, training, and performance management, it needs improvement in communicating its mission statement and handling grievances. The report also notes that some HR functions are outsourced to the parent company, Hayleys, but Logiwiz is developing its own training and development programs. Overall, the audit finds that the HR department is structured and performing key functions, but could enhance communication and standardize some policies and procedures.
Sudheendra Lal has over 21 years of experience in HR and administration management. He has held roles such as HR & Administration Manager for various companies in Dubai and Bahrain. He possesses expertise in all areas of HR including recruitment, training, performance management, and policy formulation. He also has skills in administration management, facilities management, and ensuring regulatory compliance. Lal aims to achieve business objectives through strategic thinking and people management.
The HR Plan for 2012-2016 aims to:
1) Develop a high performance culture by playing to win and driving world class performance.
2) Offer an attractive employee value proposition to attract, excite, and retain top talent.
3) Implement robust processes to drive product and service leadership.
The document discusses return on talent (ROT) and how companies are increasingly measuring the value generated from their talented employees. It defines ROT as the knowledge generated and applied by employees. To optimize investment in talent, companies must understand the various costs associated with acquiring and utilizing talent, and continuously measure and improve ROT. An effective talent management information system can help companies with tasks like recruiting, onboarding, performance management, training, succession planning, and integrating compensation plans to attract, retain and develop top talent.
This document discusses people, strategy, and workforce planning. It covers several topics: allowing flexible working arrangements and compassion for employees' responsibilities outside of work during difficult times; developing an HR strategy aligned with the overall business strategy; and the need for workforce planning to ensure the right people are in the right roles. Workforce planning touches on attracting, recruiting, onboarding, developing, and retaining employees over their career lifecycle.
Shilpi Raj Kasodhan has over 4 years of experience in talent acquisition and human resources. She has managed recruitment for large companies such as Sapient Nitro and HCL Services. Currently, she leads a team of recruiters at Sapient Nitro, where she is responsible for developing talent strategies, sourcing candidates, and conducting interviews. She has a strong track record of successfully filling roles across companies in a timely manner.
The document discusses talent acquisition and job analysis. It defines talent acquisition as the process employers use for recruiting, tracking, interviewing, and onboarding employees. It notes the difference between recruitment and talent acquisition, with the latter focusing more on long-term strategic hiring. The document then discusses what a job is and defines job analysis as the process of collecting information about a job. It outlines the purposes and methods of job analysis, including job description and specification. Finally, it discusses trends in talent acquisition such as diversity hiring, use of technology, focus on candidate experience, online presence, and talent rediscovery.
Why should we transform HR?
Because we work with people, with adults, not with numbers - resources - capital share.
Because we are living in 2012, no more in 1980. Technology, flexible work environment and communication tools (2.0) can help HR to burn their Rube Goldberg machines.
Because we know that happier people are working better, faster, with more creativity for better results.
Because HR people exist to be helpful to people, teams and organisation; they don't exist for themselves.
Because HR people are also entitled to be happy at work and to spread happiness around them.
Let's transform HR onto #HappyHR
Collinson Grant has been helping clients with all aspects of HR for more than 40 years. We provide a fully outsourced human resources function that manages people more effectively at lower cost.
You can select which tasks you want to outsource fully and those you wish to retain in-house. Typically, we reduce the costs of running an HR function by 20%. Outsourcing also puts a wider range of specialist resources at your disposal.
Our clients include some of the UK's largest care home operators, the country's largest provider of off-street parking, and a distribution business with a turnover of more than £1.4bn. We also work for owner-managed businesses and charities with fewer than 100 employees.
This document describes how we do it.
The document discusses conducting a strategic HR audit to assess alignment between the HR function and business strategy. It outlines the process, including understanding different types of audits, using audit findings to implement changes, and making a business case for recommendations. Key reasons for an audit include mergers, litigation, strategy changes, cost goals, and ensuring HR is meeting needs. The presentation provides examples of HR audit case studies and outlines the audit process and potential costs/benefits. It also includes a bonus guidebook on conducting HR audits.
The document discusses talent acceleration pools, which are used to develop high-potential employees for future leadership roles. Key points:
- Acceleration pools focus on competency development rather than nominating individuals for specific future jobs. Members receive stretch assignments, training, coaching and feedback.
- Members are selected based on performance and potential. Participation is voluntary. Assessment centers are used to evaluate competencies and development needs.
- The goal is to continuously develop a group of candidates qualified for undefined future executive roles, rather than targeting individuals for specific succession plans. This allows companies to better adapt to changing needs and fills more leadership roles internally.
Sarvagnya is a strategic HR and organizational development consulting firm founded on 20 years of global experience. It aims to provide best-in-class business solutions to clients through its core value drivers of knowledge, competence, and wisdom. Sarvagnya's services include change management, competency modeling, learning and development programs, business process engineering, HR policies and processes, performance management systems, executive search, and support for mergers and acquisitions. The firm takes a scientific approach using proprietary assessment and evaluation tools.
Elite Management Consultants is a recruitment firm that specializes in attracting top talent across industries to help clients focus on core business. They offer an array of HR consulting services including recruitment, payroll management, training, and HR strategy/policy development. As a full-service firm, they aim to understand clients' needs and provide cost-effective, high-quality solutions tailored to each organization.
This chapter discusses human resource planning, including its purposes, processes, and techniques. It covers projecting future human resource supply and needs, comparing projections, and planning policies to address surpluses or shortages. Specific topics include forecasting methods like unit forecasting and the Delphi technique, evaluating alternatives to address imbalances, and conducting audits to evaluate human resource planning effectiveness.
Strategic, results-oriented professional Human Resources Executive with tangible results in areas of Executive Coaching (C-Suite and below), Workforce Planning and Budgeting, Talent/Performance Management, Talent Acquisition Strategies, Succession Planning, Business Development, Marketing, Operations, Succession Planning, Mergers & Acquisition and Assimilation, and technology procurement and upgrades. Local, International and Global support including tailored Engagement Plans for each region. Experience building talent acquisition strategies and retention plans, intern programs, event planning, training platforms and classes, IT and HRIS system implementation.
Hossam Hussein is a senior HR and administration professional with over 18 years of experience. He has expertise in areas such as human resources management, recruitment, management, and policy development. Some of his key achievements include building HR departments, managing recruitment teams of 15-20 staff, and recruiting over 2,000-5,000 employees for various roles. He holds an MBA in HR development and management and is a certified HR professional.
Sarvagnya is a strategic HR and OD consulting firm founded on 20 years of global experience. It provides services such as psychometric assessments using tools like MBTI and proprietary tools, an HR diagnostic tool called Scope, and various leadership training programs focusing on areas like competency development, management skills, and interpersonal effectiveness. The company works with clients across multiple industries in countries around the world and is founded by an experienced HR leader with decades of experience in diverse industries.
This document contains excerpts from a seminar on human resources and the future of work. It discusses how the role of HR is changing from an administrative function to a more strategic leadership role. It notes trends like increasing diversity, the changing nature of work, and the challenges of talent management. Several speakers are quoted discussing how HR must transform to address these changes and better support business goals by focusing on areas like leadership development, organizational capabilities, and creating a workplace of choice. The overall message is that HR needs to shift from transactional activities to more strategic and value-adding roles to help organizations adapt and thrive in an evolving business environment.
The document discusses talent management, defining it as attracting, developing, and retaining employees to meet organizational needs. It outlines the purpose of talent management as developing leaders internally and maximizing performance. Benefits include retaining top talent, better hiring, understanding employees, and professional development decisions. The talent management process involves workforce planning, recruiting, onboarding, performance management, training, succession planning, compensation, and critical skills gap analysis. Recent trends in talent management include increased competition for talent, greater use of technology, focus on employer branding, promoting internal talent, and addressing population changes.
The document provides a summary of a study on human resource planning conducted at Archer Tech Pvt. Ltd. It analyzes the current workforce profile, including demographics related to gender diversity, age distribution, skills/competencies, average tenure, and turnover rates. It also outlines the objectives and limitations of the study and research methodology used. Key findings include that the current workforce needs shifting to a new business vertical and upskilling in new technologies. The demographic profile of top critical positions shows an average age of 38, mostly male, Indian/American nationality, and average salary and experience.
Vishal Bansal has over 7 years of experience in talent acquisition roles. He is currently the Lead - Talent Acquisition at Infosys in Bangalore, where he handles hiring of 8,000 employees. Previously, he held regional hiring manager roles at Tata Consultancy Services and HCL Technologies, where he was responsible for meeting hiring targets and leading recruitment teams. He has experience developing hiring strategies, conducting interviews, negotiating salaries, and onboarding new hires across various industries.
Invest in your professional growth with APTRON Solutions, the leading HR Generalist Training Institute in Noida. Acquire the skills, knowledge, and industry insights needed to thrive in the competitive field of Human Resources. Join us on this transformative journey towards becoming a proficient HR Generalist. Your success story begins at APTRON!
https://aptronsolutions.com/best-hr-generalist-training-in-noida.html
This document provides information about HR Potential Experts (HRPE), an outsourcing firm that offers human resources services to both employers and employees. For employers, HRPE can take over HR administrative functions to reduce costs and risks. It provides the full capabilities of an in-house HR department. For employees, HRPE assists with job searches, resume and interview preparation, and access to job listings. The document outlines HRPE's services in areas such as recruitment, training, compensation analysis, and strategic workforce planning to help both employers and job seekers.
In today's competitive business environment, effective human resource management is crucial for success. HR consultancy plays a vital role in helping businesses optimize their HR practices to achieve their goals.
Purplecode was formed with the vision to provide startup companies and small-medium businesses with access to expert HR services which typically fall well outside the small business budget. We help you to stay in your genius zone while we support the human resource function.
The document discusses return on talent (ROT) and how companies are increasingly measuring the value generated from their talented employees. It defines ROT as the knowledge generated and applied by employees. To optimize investment in talent, companies must understand the various costs associated with acquiring and utilizing talent, and continuously measure and improve ROT. An effective talent management information system can help companies with tasks like recruiting, onboarding, performance management, training, succession planning, and integrating compensation plans to attract, retain and develop top talent.
This document discusses people, strategy, and workforce planning. It covers several topics: allowing flexible working arrangements and compassion for employees' responsibilities outside of work during difficult times; developing an HR strategy aligned with the overall business strategy; and the need for workforce planning to ensure the right people are in the right roles. Workforce planning touches on attracting, recruiting, onboarding, developing, and retaining employees over their career lifecycle.
Shilpi Raj Kasodhan has over 4 years of experience in talent acquisition and human resources. She has managed recruitment for large companies such as Sapient Nitro and HCL Services. Currently, she leads a team of recruiters at Sapient Nitro, where she is responsible for developing talent strategies, sourcing candidates, and conducting interviews. She has a strong track record of successfully filling roles across companies in a timely manner.
The document discusses talent acquisition and job analysis. It defines talent acquisition as the process employers use for recruiting, tracking, interviewing, and onboarding employees. It notes the difference between recruitment and talent acquisition, with the latter focusing more on long-term strategic hiring. The document then discusses what a job is and defines job analysis as the process of collecting information about a job. It outlines the purposes and methods of job analysis, including job description and specification. Finally, it discusses trends in talent acquisition such as diversity hiring, use of technology, focus on candidate experience, online presence, and talent rediscovery.
Why should we transform HR?
Because we work with people, with adults, not with numbers - resources - capital share.
Because we are living in 2012, no more in 1980. Technology, flexible work environment and communication tools (2.0) can help HR to burn their Rube Goldberg machines.
Because we know that happier people are working better, faster, with more creativity for better results.
Because HR people exist to be helpful to people, teams and organisation; they don't exist for themselves.
Because HR people are also entitled to be happy at work and to spread happiness around them.
Let's transform HR onto #HappyHR
Collinson Grant has been helping clients with all aspects of HR for more than 40 years. We provide a fully outsourced human resources function that manages people more effectively at lower cost.
You can select which tasks you want to outsource fully and those you wish to retain in-house. Typically, we reduce the costs of running an HR function by 20%. Outsourcing also puts a wider range of specialist resources at your disposal.
Our clients include some of the UK's largest care home operators, the country's largest provider of off-street parking, and a distribution business with a turnover of more than £1.4bn. We also work for owner-managed businesses and charities with fewer than 100 employees.
This document describes how we do it.
The document discusses conducting a strategic HR audit to assess alignment between the HR function and business strategy. It outlines the process, including understanding different types of audits, using audit findings to implement changes, and making a business case for recommendations. Key reasons for an audit include mergers, litigation, strategy changes, cost goals, and ensuring HR is meeting needs. The presentation provides examples of HR audit case studies and outlines the audit process and potential costs/benefits. It also includes a bonus guidebook on conducting HR audits.
The document discusses talent acceleration pools, which are used to develop high-potential employees for future leadership roles. Key points:
- Acceleration pools focus on competency development rather than nominating individuals for specific future jobs. Members receive stretch assignments, training, coaching and feedback.
- Members are selected based on performance and potential. Participation is voluntary. Assessment centers are used to evaluate competencies and development needs.
- The goal is to continuously develop a group of candidates qualified for undefined future executive roles, rather than targeting individuals for specific succession plans. This allows companies to better adapt to changing needs and fills more leadership roles internally.
Sarvagnya is a strategic HR and organizational development consulting firm founded on 20 years of global experience. It aims to provide best-in-class business solutions to clients through its core value drivers of knowledge, competence, and wisdom. Sarvagnya's services include change management, competency modeling, learning and development programs, business process engineering, HR policies and processes, performance management systems, executive search, and support for mergers and acquisitions. The firm takes a scientific approach using proprietary assessment and evaluation tools.
Elite Management Consultants is a recruitment firm that specializes in attracting top talent across industries to help clients focus on core business. They offer an array of HR consulting services including recruitment, payroll management, training, and HR strategy/policy development. As a full-service firm, they aim to understand clients' needs and provide cost-effective, high-quality solutions tailored to each organization.
This chapter discusses human resource planning, including its purposes, processes, and techniques. It covers projecting future human resource supply and needs, comparing projections, and planning policies to address surpluses or shortages. Specific topics include forecasting methods like unit forecasting and the Delphi technique, evaluating alternatives to address imbalances, and conducting audits to evaluate human resource planning effectiveness.
Strategic, results-oriented professional Human Resources Executive with tangible results in areas of Executive Coaching (C-Suite and below), Workforce Planning and Budgeting, Talent/Performance Management, Talent Acquisition Strategies, Succession Planning, Business Development, Marketing, Operations, Succession Planning, Mergers & Acquisition and Assimilation, and technology procurement and upgrades. Local, International and Global support including tailored Engagement Plans for each region. Experience building talent acquisition strategies and retention plans, intern programs, event planning, training platforms and classes, IT and HRIS system implementation.
Hossam Hussein is a senior HR and administration professional with over 18 years of experience. He has expertise in areas such as human resources management, recruitment, management, and policy development. Some of his key achievements include building HR departments, managing recruitment teams of 15-20 staff, and recruiting over 2,000-5,000 employees for various roles. He holds an MBA in HR development and management and is a certified HR professional.
Sarvagnya is a strategic HR and OD consulting firm founded on 20 years of global experience. It provides services such as psychometric assessments using tools like MBTI and proprietary tools, an HR diagnostic tool called Scope, and various leadership training programs focusing on areas like competency development, management skills, and interpersonal effectiveness. The company works with clients across multiple industries in countries around the world and is founded by an experienced HR leader with decades of experience in diverse industries.
This document contains excerpts from a seminar on human resources and the future of work. It discusses how the role of HR is changing from an administrative function to a more strategic leadership role. It notes trends like increasing diversity, the changing nature of work, and the challenges of talent management. Several speakers are quoted discussing how HR must transform to address these changes and better support business goals by focusing on areas like leadership development, organizational capabilities, and creating a workplace of choice. The overall message is that HR needs to shift from transactional activities to more strategic and value-adding roles to help organizations adapt and thrive in an evolving business environment.
The document discusses talent management, defining it as attracting, developing, and retaining employees to meet organizational needs. It outlines the purpose of talent management as developing leaders internally and maximizing performance. Benefits include retaining top talent, better hiring, understanding employees, and professional development decisions. The talent management process involves workforce planning, recruiting, onboarding, performance management, training, succession planning, compensation, and critical skills gap analysis. Recent trends in talent management include increased competition for talent, greater use of technology, focus on employer branding, promoting internal talent, and addressing population changes.
The document provides a summary of a study on human resource planning conducted at Archer Tech Pvt. Ltd. It analyzes the current workforce profile, including demographics related to gender diversity, age distribution, skills/competencies, average tenure, and turnover rates. It also outlines the objectives and limitations of the study and research methodology used. Key findings include that the current workforce needs shifting to a new business vertical and upskilling in new technologies. The demographic profile of top critical positions shows an average age of 38, mostly male, Indian/American nationality, and average salary and experience.
Vishal Bansal has over 7 years of experience in talent acquisition roles. He is currently the Lead - Talent Acquisition at Infosys in Bangalore, where he handles hiring of 8,000 employees. Previously, he held regional hiring manager roles at Tata Consultancy Services and HCL Technologies, where he was responsible for meeting hiring targets and leading recruitment teams. He has experience developing hiring strategies, conducting interviews, negotiating salaries, and onboarding new hires across various industries.
Invest in your professional growth with APTRON Solutions, the leading HR Generalist Training Institute in Noida. Acquire the skills, knowledge, and industry insights needed to thrive in the competitive field of Human Resources. Join us on this transformative journey towards becoming a proficient HR Generalist. Your success story begins at APTRON!
https://aptronsolutions.com/best-hr-generalist-training-in-noida.html
This document provides information about HR Potential Experts (HRPE), an outsourcing firm that offers human resources services to both employers and employees. For employers, HRPE can take over HR administrative functions to reduce costs and risks. It provides the full capabilities of an in-house HR department. For employees, HRPE assists with job searches, resume and interview preparation, and access to job listings. The document outlines HRPE's services in areas such as recruitment, training, compensation analysis, and strategic workforce planning to help both employers and job seekers.
In today's competitive business environment, effective human resource management is crucial for success. HR consultancy plays a vital role in helping businesses optimize their HR practices to achieve their goals.
Purplecode was formed with the vision to provide startup companies and small-medium businesses with access to expert HR services which typically fall well outside the small business budget. We help you to stay in your genius zone while we support the human resource function.
Purplecode was formed with the vision to provide startup companies and small-medium businesses with access to expert HR services which typically fall well outside the small business budget. We help you to stay in your genius zone while we support the human resource function.
Hr Transformation Roadmap- Aligning with the Business Commercial AgendaChazey Partners
The document discusses transforming HR functions to better align with business objectives. It describes moving HR from an administrative role to a strategic partner focused on talent management, workforce planning, and other areas that support business goals. The transformation involves setting up shared services for transactional work and centers of expertise for specialized functions. It also discusses implementing business partners, self-service technologies, standardized processes, and other elements to deliver efficient, effective HR support. The goal is for HR to operate as a true business function that helps meet commercial targets through people strategies and solutions.
We aimed at influencing change and the transformation from traditional HRM to Strategic HRM, through analyzing HR organization & capabilities, while providing valuable insights and solutions on specific HR issues that clients face.
SEEK HR Solutions is a comprehensive suite of complete and integrated management of talent solutions covering Pan India and Global requirements. We made a modest start in the year 2008 and have become preferred partner of many reputed major MNCs. We are specialist in providing good quality and premium human resources at all levels including Senior, mid and junior level. Our prime focus is to synchronize with the perception of our esteemed clients and we believe in delivering the best solutions, beyond their expectations. We render pro active consultations and value-added HR services to corporate/MNC/PSU/Industries and all types of business establishments.The key focus areas are Recruitment, Headhunting andTraining . The company has senior, experienced & qualified team of Headhunters. We have a brilliant team and updated technology that bridges the fragments of both employers & Job seekers by analyzing & assessing the employment probability with the competent job seekers all over the world.We also provide Doctors, nursing, paramedic and administrative staff ,for many renowned Super specialist hospitals in India and abroad also. For more details, please refer our Hospital staffing page.
The definition of talent management is the meticulously planned, strategic process of bringing on the right personnel and assisting them in reaching their full potential while keeping organizational objectives in mind.
Introduction to HR Management and HR Management Process for beginners. What is HR Management? Key focused areas under HR Management is discussed under the study.
In today's dynamic business landscape, Human Resources (HR) plays a pivotal role in shaping an organisation's success. To thrive in this competitive environment, HR professionals need to stay updated with the latest industry trends, best practices, and cutting-edge skills. If you're aspiring to be an HR Generalist or wish to elevate your HR career, look no further than APTRON Solutions in Noida. HR Generalist Training in Noida. Our commitment to quality education and practical learning will set you on the path to HR excellence.
https://aptronsolutions.com/best-revit-mep-training-in-noida.html
This document provides information about Anurag Shrivastava and his company HRNEXT. It summarizes Anurag's 15+ years of experience in HR leadership roles and HRNEXT's services. HRNEXT offers specialized HR consulting services including compensation reviews, leadership development, and staffing. They work with clients on a part-time basis to help fill gaps and implement high impact HR initiatives.
4 Essential Skills That HR Professionals Need.pptxPEO Broker LLC
At PEO Broker LLC, we prefer accountability than marketing boastful claims, especially through in-depth knowledge & transparency. If you need a reliable and consistent PEO consultant in Texas, then we’re the ones. From discovery to implementation, we are your HR Consultant Houston TX to serve you the right solutions. Dial 713.822.1508.
G. S. Vamshi Krishna Rao has over 11 years of experience in human resources. He currently works as a Human Resource Specialist for SADF Trading and Development Co. Ltd. in Saudi Arabia, where he manages HR functions such as workforce planning, talent management, employee engagement, and performance management. Previously, he held HR roles at Deloitte and BA Continuum Solutions Pvt. Ltd. in India. He has a Master's degree in Business Administration with a focus on Human Resources from Osmania University.
Saksham Consulting provides management and HR consulting services including project outsourcing, HR audits, training, coaching, leadership development, assessments, and recruitment. They work with clients to understand goals and define success for the HR department. Services are customized and solutions are framed in collaboration with clients to address needs within budgets. The company is located in Thane, India and was founded in 2004.
Zenith Management Consultancies is a full-service human resources solutions provider offering recruitment, training, and HR consulting services. It recruits personnel across various functions and industries. Its services include local recruitment, recruitment process outsourcing, in-house training programs, and consulting services focused on managing high potentials and organizational development. The company aims to be a strategic partner for its clients by developing talent and providing ongoing HR support and advice.
The document provides an overview of human capital management and outsourcing HR functions. Research shows HR roles are becoming more complex due to new technologies, globalization, and lack of skilled workers, leading many companies to outsource HR. Outsourcing gives executives more control over business results in critical areas like planning. Small and medium businesses often outsource HR to professionals who can perform the necessary tasks more efficiently. Human capital management aims to establish an integrated HR environment aligned with business objectives and values. They conduct analyses to develop HR solutions tailored to each company's unique needs and culture.
2. HRx Consultancy Services
Organisations often fall victim to HRx was founded to provide advice and support, specifically
to start-up and emerging businesses.
constantly changing employment HRx comprises a flexible team of consultants with experience
in different aspects of the human resource functions such as
legislation as the excitement and policies and procedures; employment law; career counselling
pressures of business development and development; recruitment and outplacement.
HRx teams are brought together under a project director to
often override human resource provide expertise on an assignment by assignment basis.
management requirements. HRx offers a cost-effective, flexible solution to short-term and
ongoing human resource management for:
Start-up companies
The importance of keeping up with Developing businesses
the changes in employment law Organisations that are embarking upon the establishment
should not be underestimated. of in-house, dedicated human resource management
HRx also offers support to established Human Resource
The benefits of having professional departments.
advice and guidance readily available HRx offers services across a wide industry spectrum.
to ensure that accurate detailed
documentation and procedures are
in place will help avoid potential
costly litigation and result in greater
efficiency, whilst ensuring staff
motivation and commitment.
4. EmpLOYEE HaNDBOOkS JOB DESCRIpTIONS
Incorporating Policies & Procedures & pERSON SpECIFICaTIONS
an employee handbook is an important communication tool that Regardless of the size or complexity of an organisation, a job
lets employees know what is expected of them and what they description that is current and comprehensive is an effective
can expect from their employers. If your organisation doesn’t management tool for communicating job requirements and
have written policies and procedures that are implemented in performance standards to employees. a job description
a consistent and fair manner, chances are your managers and helps introduce new employees to their jobs and aids in their
supervisors are making personnel decisions based on personal on-the-job training. Job descriptions also play an important
hunches, likes/dislikes, attempts to avoid an issue or even role in evaluating job performance by helping to compare an
contentment with an established yet inefficient system. employee’s actual performance with the set standards as
indicated on the formalised job description.
HRx can develop an employee handbook that is tailored to
your organisation’s individual requirements. Our customised Job descriptions and person specifications give managers and
employee handbook will incorporate all the HR policies and supervisors the guidelines to hire, promote and supervise with
procedures your organisation needs to ensure compliance with maximum effectiveness. If your organisation wants to increase
employment regulations, improve employee communications, employee communications and maximise productivity, well-
and create consistency in policy application. written job descriptions and person specifications are essential.
HRx offers customised job descriptions and person
STaNDaRDISED DOCUmENTaTION specifications. Our comprehensive job descriptions demonstrate
Consistency is vitally important to the smooth running of an compliance with current and approaching legislation.
organisation regardless of size or industry sector. It is also
important when dealing with issues such as promotion, disciplinary
hearings or redundancy decisions, based on factors such as
attendance and performance.
HRx can provide your organisation with a comprehensive list of
document templates, which will be customised for your organisation,
for use in recruitment, holiday requests, training applications,
performance appraisals, disciplinary hearings, remuneration
structuring, benefits package monitoring and many other areas.
5. HRx Consultancy Services
pageS 3 – 4
RECRUITmENT INTERVIEW TECHNIQUE
attracting the right person for the job will save you time and Having prepared a justification for the role along with a job
money. Detailed Job Descriptions and person Specifications description and person specification, it is imperative that
enable an organisation to identify what the job requires and the candidates are interviewed in a timely, professional and
skills needed to perform the job, but the recruitment process, consistent manner. Managers and supervisors involved in the
if handled incorrectly, can be expensive and time consuming. recruitment process need to be trained to ensure that they and
a poorly worded or misplaced advertisement can attract the the candidates gain the maximum from the interview(s) and can
wrong people to your door and in today’s employment climate form a considered judgement on how to proceed.
you need to be as specific as possible to reduce the number of
HRx offer a comprehensive training programme with supporting
inappropriate applicants.
documentation that supplements the job knowledge and skills
HRx can manage your complete recruitment process for all appreciation of the line managers as they seek to select from
Corporate Support and Commercial personnel. Our sister those candidates short-listed for employment.
company acknowledge Resourcing, provide a comprehensive
recruitment service for engineering, Scientific and IT Specialist INDUCTION
personnel.
The first few days of a new job are extremely important to a new
HRx also provides clients with support and guidance where the recruit. Simply providing a handbook and sitting them at their
recruitment process is to be managed internally. This includes work-station is not enough.
help with the creation of client advertisements and ensuring
that they are placed in the most appropriate media. Help is also HRx can provide you with a complete induction programme
available for the sifting/short-listing process and attendance from the moment the new recruit is employed to the follow up
and support during interviews, with a view to providing a further meeting by their line manager or supervisor at the end of the
objective opinion of candidates. agreed induction period.
HRx will provide a time-table of events to aid the smooth
management of the recruitment process, thereby ensuring that
all applicants are dealt with in a timely and efficient manner.
6. SaLaRY & BENEFITS aDmINISTRaTION TRaINING & DEVELOpmENT
Most start-up and emerging companies do not have a formal Through a wide network of training providers, HRx offers
salary and benefits administration programme in place. The a variety of training and development options for both
overall goal of a salary and benefits administration programme management and employees. Training topics available include,
is to attract, retain, and motivate employees and to help an but are not limited to:
organisation achieve its management objectives.
Communication Skills
Because employees represent a substantial investment in an
Counselling and Coaching
organisation and labour costs have a significant impact on the
annual budget, it is critical for employers to adopt an effective employee Motivation and Morale enhancement
salary and benefits administration programme.
Sales and Marketing
The loss of quality personnel due to an ineffective
Recruiting and Interviewing
compensation programme has an impact far in excess of
the obvious costs of replacement. Management Skills Development
Team Building
pERFORmaNCE appRaISaL
problem Solving and Conflict Resolution
Do your employees know how well they’re performing? are
employees given attainable and quantifiable goals to strive towards? performance appraisals
Most employees want and expect regular performance feedback. Information Technology (beginner to advanced levels)
a performance appraisal programme achieves this goal by
providing an ongoing process for evaluating job performance aBSENCE maNaGEmENT
and providing constructive feedback. By acknowledging
absenteeism results in a dramatic adverse cost to all
an employee’s contributions to the organisation and setting
businesses, no matter whether these intervals of absence are for
challenging but attainable goals for the next review period,
the odd day or for extended periods.
the performance appraisal provides an effective method of
increasing employee motivation. Organisations that don’t There are a variety of approaches that may be employed to manage
evaluate their employees usually have lower productivity, poor these interruptions and HRx will advise on what is most appropriate
employee morale, and higher staff turnover. for specific circumstances.
HRx can develop and implement a performance appraisal
programme that is tailored to the specific and unique needs
of your organisation. Our services include creating effective
performance management policies and procedures, developing
customised appraisal forms, and conducting employee and
management/supervisory training and coaching.
7. HRx Consultancy Services
pageS 5 – 6
DISCIpLINE, DISmISSaL & GRIEVaNCE pENSION aDmINISTRaTION
Further to the introduction of the aCaS Discipline and grievance Many different pension schemes are available today. HRx will
code in april 2009 all employers, regardless of size, should operate provide introductions to professional advisors who will identify
minimum dismissal, disciplinary and grievance procedures. those schemes best suited to your organisation and will help you
through the pensions maze.
a formal disciplinary procedure should be in place in order
that employees are aware of what constitutes acceptable and
unacceptable behaviour. This will ensure all deviation is dealt CHaNGE & CRISIS maNaGEmENT
with in a fair and equitable manner. Restructure, Reorganisation or Relocation
The ultimate step in the disciplinary procedure is dismissal, We are in a constantly changing business environment.
which comes into effect if, despite warnings, conduct or acquisitions, mergers, buy-ins, buy-outs, spin-outs, start-ups,
performance does not improve, or for a first offence of gross and regrettably some closures, will continue to be a feature
misconduct. Many employers are nervous when it comes to of the business world. HRx can help make the transition run
dismissing employees, as they are concerned that a potential smoothly and ensure effective communication with employees,
minefield of legislation awaits them. which is key to business success.
an employee working in an organisation may, at some time,
have problems or concerns about their work, working conditions OUTpLaCEmENT & COaCHING
or relationships with colleagues that they wish to talk about with Whether voluntary or involuntary, redundancy is often a difficult
their manager. They will want the grievance to be addressed, time for employees. It is important that the organisation supports
and, if possible, resolved. It is in the organisation’s best interest the departing employee(s) and not lose sight of the impact
to resolve problems that if left unresolved could develop into redundancy has on those remaining.
larger issues.
HRx provides introductions to a variety of specialist outplacement
With discipline and grievance issues, fairness and consistency are consultants who will help the redundant employee find new work
vital to a successful conclusion. HRx will give advice and guidance or ease into retirement.
through the stages required to ensure discipline, dismissal and
grievance processes are compliant with current legislation. HRx will also provide guidance on how to avoid low morale of the
remaining employees during and after redundancies.
CaREER DEVELOpmENT
Once you have recruited and trained your employees it is important
RETIREmENT
that they are kept motivated and interested in the job and their employers and employees often underestimate the effect of
skills are developed. Once skills are mastered, often with additional retirement on both the organisation and the individual. The
qualifications obtained, it is human nature to want to move onto the potentially adverse impact on staff morale and the skill gaps
next level. It is important to have career development programmes in created during the retirement process need to be identified and
place to accommodate personal growth. addressed so as to ensure that all parties are comfortable with
the transition.
paYROLL aDmINISTRaTION HRx can help with the administration and management of
There is a vast array of systems on offer at this time to manage employees embarking on retirement.
payroll. HRx provides advice and guidance on the most
appropriate software for your organisation.