OUR SERVICES

HR STARTUPS

HR functions in a Startup include outlining foundational policies and procedures to provide employees with clear guidance and structure for the work environment. These policies and processes give employees a point of reference for standard business conduct.

Policies may include pay and employee benefits, paid and unpaid leave, tardiness, discipline, internet and data, code of conduct, performance management, learning and development, and more.

FEW FUNDAMENTALS ARE:

  • Recruitment documents completion
  • Employment contracts
  • Hours of work & overtime
  • Leaves management
  • Code of conduct awareness
  • Anti harassment & non discrimination
  • Payroll procedures
  • Employee performance
  • Training records
  • Disciplinary actions
  • Termination procedures
  • Disclosure of business interests
  • Health and workplace safety
  • Social media
  • Drugs and alcohol
  • & many more…

HEADCOUNT BUDGETING

In the ever changing world of business, companies are constantly strive for growth, efficiency, and adaptability. HR professionals, business leaders, and anyone involved in strategic planning, Headcount Budgeting plays a pivotal role in determining the optimal number of employees a company needs to achieve its strategic objectives while staying within its financial constraints.

Headcount reports serve as foundation for headcount budgeting and help HR processional, business leaders and other stakeholders gain valuable insights into their organisation’s workforce dynamics. Reports include critical information, such as the number of full-time employees, part-time employees, temporary workers, and contract workers. They also encompass qualitative data, like job titles, job status, and demographic information.

SCREENING & SHORTLISTING CVs

CV screening evaluates a candidate’s qualifications against a job’s requirements and determines whether they’re suitable for the position. This process helps the recruiting manager determine which candidates have the skills for the role before moving to the next phase in selection.

CV Short listing is the process of narrowing down a list of job applicants to a smaller, more manageable group of candidates who are best suited for the position. This crucial step helps hiring managers and HR professionals focus their time and resources on the most qualified candidates, ensuring an efficient and effective hiring process.

INTERVIEWING

Conducting an Interview effectively has an enormous impact on your day-to-day work. After all, the new team members you decide to bring on board can improve productivity or place extra stress on the organisation. Learning how to interview someone encompasses far more than creating a list of standard queries. It’s a balancing act that requires to pay attention to non-verbal cues, listen carefully to a candidate’s answers, and ask insightful open-ended questions to judge a person’s experience and know-how effectively.

An effective interview leaves room for back-and-forth, allowing sought-after candidates to feel comfortable asking you questions and envisioning themselves in the job role.

Like any other new skill, intentional preparation and practice we will help you to hire the right candidates from the jump.

ONBOARDING AND ORIENTATION

The first day of work is a critical moment in the employee On-boarding process. It’s an opportunity for HR to introduce new hires to company’s mission, values, goals. The plan includes Pre-boarding, Orientation, Foundation Building, Mentoring & Buddy System.

Whether the on boarding process is for in-person or remote employees, an effective on boarding ensures new employees welcoming, informed, and ready to succeed in their new roles.

A successful new hire Orientation can boost employee engagement and clarify job responsibilities, company policies, and expectations. An in-depth process builds confidence and strengthens connections in your workplace culture, which is key for employee retention and competency.

WORKPLACE TRANSFORMATION

Workplace Transformation or organisational transformation generally refers to a structured approach of modifying an organisation’s physical spaces, procedures, people management approach , technologies to ensure a great employee experience. It focuses on shifting from a traditional working style to a more dynamic, efficient, and innovative process that improves overall business performance.

Formulating a comprehensive transformation plan should adopt a human-centred design that priorities the workforce’s needs such as communication platforms, development programs, performance management, HR policies, satisfaction at workplace etc. etc.

POLICIES DEVELOPMENT

As an organisation grows, implementing HR Policies empower and protect employees and minimise business risks. HR policies are an important part how to structure the business, regulate compliance and actions consistent with Culture. Policies govern relationship between the employer and employee. Some benefits of HR policies include:
  • Describe the rights and responsibilities of both employers and employees
  • Guide employees and leaders, clarifying expected behaviours
  • Help promote a happy and healthy workplace
  • Provide a framework for resolving disputes and grievances
  • Help streamline various HR processes/benefits
  • Help remain compliant with laws and regulations

MANAGEMENT OF...

An Organisation Chart is basically a visual map showing who does what in the organisation, how everyone is connected, defines reporting relationships, makes communication easier, identifies gaps and areas that need improvement to manage business.

Disciplinary Actions are taken when an employee breaks a policy or repeatedly does something they shouldn’t. For e.g. misusing company software, showing up late to work regularly, ignoring safety procedures & performing below expectations. Regardless of the action that causes the write-up, this form of discipline has a purpose in the workplace & timely corrective actions to be taken to improve upon.

A Letter of Employment is a formal document issued by an employer that verifies an employee’s job status and details. The letter serves several critical purposes, for e.g. confirming employee’s position, salary, benefits, meeting legal compliance.

Managing Employee Performance allows companies to optimise their processes and improve efficiency and productivity in the workplace. Performance management is a system that uses a set of goals and rewards to encourage employees to dedicate themselves to their work and acquire leadership roles.

Creating a system to maintain Employee Records is critical for a business. Organised documents make it easier to verify information, evaluate claims, helps in meeting compliance of law, internal and external audits record keeping requirements. To effectively manage employee records, a formal checklist helps to keep up with important documents. Paperless digitisation is a key solution.

A Human Resource Audit focuses on building systems and processes that empowers the work-force (most valuable asset) to excel and uphold long-term quality standards. Whether it’s a first ISO certification audit or a routine compliance check, it is crucial to maintain ISO certification. Preparing for an ISO audit can feel like a high-stakes challenge, but having an ISO 9001 human resources audit can turn it into an opportunity to strengthen your organisation.

PREPARATION OF...

The purpose of a Job Description is to ensure the job will meet the needs of the organisation and to recruit the appropriate talent for the position. When qualifications of a specific role are clearly defined, it will be less likely that employees who don’t fit the criteria apply. This helps in saving valuable recruitment time by limiting the number of applications that come through the door, thereby improving the quality of the applications that come in.

Third Party Contracts play an essential role in securing partnerships, procuring services, maintaining vendor relationships, and more. It is not just a simple agreement between 2 parties, it is a legally enforceable contract involves participation of another entity to acquire rights, incur obligations and receive compensation for their services.

A well-defined set of ISO HR Protocols are critical requirement for any organisation holding ISO certifications, which centres on managing quality systems. The HR procedure outlined in ISO 9001 delineates the necessary steps & criteria for the recruitment, selection, training & management of personnel within an organisation. Adherence ensures that organisations have the right individuals in appropriate roles, possessing the essential skills & competencies to satisfy customer needs & fulfil organisational objectives.