Awesome Benefits of Contract Staffing

It is an enormous task for an organization to find the right talent for it that will work towards its goals and uplift its values. There are numerous ways an organization can find potential employees and one of them is hiring HR recruitment agencies to find suitable candidates and scrutinize them. Sometimes it is better to go for contract staffing rather than permanent staffing. Contract staffing is that where an employee is employed on a contract basis for a specific job for a specified rate of pay. A contract employee is not considered a permanent employee and is not counted to be a part of the regular staff of the organization. According to the HR consultants, there are several benefits that an organization can enjoy by employing contract staffing method.

• Flexibility: One of the major benefits of hiring on contract staffing basis is flexibility it offers in hiring people. It provides ample opportunity to meet the workforce needs of an organization without the risk of being over-staffed or under-staffed and maintains optimum staffing levels. If the organization has more demand for employees in a certain period of time or has seasonal requirements it can adopt contract staffing.
• Cost-effective: Due to the reason that contract employees are not eligible for the benefits accessible to permanent employees it is a money-saving way to hire employees. The contract employees need not be given the benefits available to permanent employees like retirement benefits, bonuses etc. Hence, HR consultants suggest going for contract staffing if you wish to minimize your employee expenses.
• Employee quality: The HR recruitment agencies strive hard to find the most eligible candidate for an organization and in case of contract employees also, they do the same. Contract staffing helps organizations to find the best-skilled workers as these candidates have comprehensive knowledge with their experience in a varied range of employment opportunities and business settings.
• Quick recruitment: Contract employees are usually available on a short notice hence organizations can hire them quickly compared to permanent employees. Thus, contract staffing helps in the speeding up of the recruitment process without any delay which helps in improving overall operational efficiencies.
• Reduced risk: According to the HR consulting firms, the employee related risk to the organization is reduced with contract staffing as the organization is not bound by any rules and regulations that are applicable to its permanent employees. If the contract employee is not performing to the expectations, you have more liberty to deal with that employee than a permanent employee.
• Future commitment: Contract staffing is a wonderful way to identify candidates who are showing exemplary skills and are worthy to be employed on a permanent basis. Those contract employees who have done exceedingly well in the contract period can be considered for and offered permanent employment without much recruitment costs and procedures.

Contract staffing is a fabulous option for organizations that want to reduce costs but hire the best of the talent. Visit Accuprosys, one of the Top HRconsulting firms for all your staffing concerns.

Objectives and Purpose of HR Audit

The purpose of an HR audit is to spot the strengths and weaknesses of all the HR functions and to identify the scope for improvement. Organizations that hire HR consultancy services for HR audit purpose should understand to perform a comprehensive audit of their HR department functions, they have to be honest and correct in providing info on their current practices, procedures, and policies.

They even have to allow the HR consultancy services doing the audit to benchmark them against

alternative organizations from an equivalent trade or of comparable size.

HR auditing involves a review of varied areas that embody legal and statutory compliance, compensation, benefits, performance appraisal systems, HR policies and practices regarding various matters related to health, safety, termination, and security of employees. HR auditing isn't routine for many organizations and there aren't any rules that make it necessary for employers to conduct HR audits. However, so as to accord with labor laws, organizations have to depend on either their lawyers or on external HR consulting firms to review their policies and practices. Larger organizations develop their own in-house review processes. But, for smaller organizations, it gets difficult to develop in-house auditing processes, so they can outsource this work to HR consultants who can do this job perfectly in line with the organizational goals. The end result of an HR audit is meant to assist organizations to  confirm what changes have to be enforced, and how these can impact the organizational goals and what are the areas and functions that are to be prioritized.

What are the best practices?

Even before the start of the audit, it's advisable to be prepared with a checklist as it is essential to outline the goals of the audit and its success criteria. Along with these, a checklist ought to be got ready to assess the presence and absence of specific practices and to match these practices with policies applicable. Some questions that the organizations can put to themselves at the time of HR audits are – what are the policies and practices that have to be audited, what are the records that are to be checked, and what kind of analysis is required from the audit.

One of the best practices of any audit is asking open-ended questions rather than close-ended questions. The same holds true for HR audits as well. Questions should be framed in such manner that they bring out a descriptive response instead of non-descriptive one. Once all the descriptive information is gathered from different sources, it needs to be checked if the information gathered is accurate without any discrepancies and miscommunication flaws. In order to achieve this, HR consultants should gather information in such a way that the information can be used for quantitative analysis.

It is not just sufficient to identify the strengths and weaknesses of the current HR functions with the conduct of HR audit. An HR audit purpose is solved only then when the practices to be followed in the future are suggested that are in line with the organizational goals and are remedial to the existing flaws in HR functions.

For all the audit needs of your organization, consult one of the best HR consulting firms in Hyderabad, Accuprosys.

Outsourcing Your HR Statutory Compliance Requirements

Every organization has to abide by certain rules and regulations that are statutory and HR department in every organization has to deal with the HR statutory compliance regarding employee welfare and benefits. Adhering to the legal framework with respect to all the employees in an organization like provident fund, ESI, minimum wages etc. is the HR statutory compliance and abiding by these laws is mandatory for all the business establishments in India so as to avoid any legal hassles. No business can take the risk of non-compliance with these statutory requirements. Every small enterprise that cannot bear the burden of a human resource department of its own can outsource its requirements to HR consultancy services to avoid the risk of non-compliance with statutory requirements and getting involved in legal battles. 

There are many areas that are covered under compliance including insurance requirements of employees, financial reporting requirements, legal requirements, and safety requirements. HR consulting firms have professionals who are well versed with all the laws and regulations and hiring them for statutory matters will relieve you from these responsibilities. Here is a list of some common statutory requirements.

Minimum wages: Every organization has to follow the rules and regulations given by the Minimum Wages Act. Wages have to be fixed considering both the central government and respective state governments rules. Wage rates are defined per the sector, occupation and nature of employment. It is mandatory to pay wages according to the Minimum Wages Act at least once a month.     

  

Provident Fund: Many employees prefer working in an organization that has provident fund (PF) facility as they see it as a good source of savings for a long term. PF is a fund that is created from the monthly contributions from both employee and employer. Per the Employee’s Provident Fund Organisation (EPFO), every organization that has a minimum of 20 employees should register for the PF. Any non-adherence to the rules of EPFO may attract penalties. Small enterprises may outsource their PF responsibilities to HR consultancyservices to be in the good books of EPFO and also gain employee satisfaction.

Employee’s insurance: Another key statutory compliance component in India is the health insurance provided as social security scheme in accordance with the Employees’ State Insurance Corporation Act. Every enterprise with more than 20 employees whose gross salary per month is less than Rs.21, 000 should register for this insurance. For the ESI both employee and employer contribution are included in the calculation of employee’s salary.

Gratuity: According to the Payment of Gratuity Act, all enterprises with more than 10 or more employees are liable to pay employees the gratuity, an amount equal to 15 days wages for each year of completed service not exceeding 10 lakh. The gratuity amount is a fixed contribution of the employer and thus a part of CTC of the employee.

Bonus: All enterprises that employ more than 20 employees have to pay a bonus to eligible employees according to the Payment of Bonus Act, 1965. Per the Payment of Bonus (Amendment) Bill, 2015, the employees drawing a salary below Rs.21, 000 are eligible for the bonus. The provisions for calculating bonus are mentioned in the Payment of Bonus Act.

Professional Tax: Professional tax (PT) is a tax levied by the state governments and collected by the employer as a deduction from employee’s salary. Since it is levied by state governments, the charge for PT differs from state to state. However, it is usually around Rs.200.

The sheer complexity of the nature of compliance makes it a nightmare for many small enterprises to handle these responsibilities. Such enterprises can concentrate on their core business and HR consulting firms like Accuprosys will take care of the statutory compliance.

Visit : Accuprosys

HR Recruitment Tips

                                                          

If you are new to the corporate world or have been in this industry since few years, there is always something new to learn in this ever changing industry. With so many competitors, new technologies and industry best practices, it can be tough to choose an employee suitable for particular position or work culture is difficult and time taking task. Employers need to identify efficient and promising employees for this they need to refine their recruiting process or they need to approach organizations which provide recruitment services. There are various Hr consulting firms in Hyderabad as this trend of hiring is increasing day by day.

                                 

Here are few tips to be followed while recruiting employees:

Draft ad, with key qualifications: If you want to be hassle free just draft the ad with its key qualifications and draft it in such a media that where it reaches the group of whom you want it to reach and as early as possible.

Accurate Job description: describing requirements of job is very important because, based on the job description only you will receive resumes. If you don’t mention what you need in job description itself, there will be pool of resumes which are irrelevant to the job position. So, to avoid all this unnecessary work just clearly mention requirements for the particular post, this makes your work easy.

 Screening Resumes: Be careful while screening resumes, as soon as you draft ad there will be number of resumes in your inbox and you have to scrutinize them based on your requirement. Although you have given proper job description there are people who send irrelevant resumes, just screen them out and concentrate on what you need.

Screen candidates by phone: Once you are done with screening of resumes and made list of candidates for further process, prepare series of questions for telephonic interview and you can easily identify and eliminate candidates who are of no use to you.

Show case your company: A great way to attract candidates is to show case your company’s amenities or your employees can be your brand ambassadors, if you treat them well. Spreading word about organization can help you to gain publicity and this will definitely help in gaining good response for the organization.

Asses your potential candidates for their skill: Resume and telephonic interview only, tells you about an applicant but you can’t asses their skills. So, you need to assess their skills based on some assessment tool for example you can conduct a technical test with series of their skill related  questions ,from this you can analyze how good they are at their tasks.

Schedule face to face interviews: After you have selected candidate based on their performance in previous rounds and you can again you use few consistent questions to choose right candidate for right position.

Make your choice: Based on job requirements, work environment choose the suitable person and make your offer to the candidate. Before offering the candidate the job make an effort to check background and if everything is fine you can offer them with the job.