Benefits of an HR Audit

Employees are one of the most valuable assets of an organization and taking steps to safeguard this asset is the task of the human resource department. The human resource department has big responsibilities like managing payroll, managing attendance and managing various compliance-related issues and thus plays a very crucial role in the success of the organization. Such an important department of the organization should be competent enough to carry out its role and responsibilities perfectly. To evaluate the competency of the HR department, an HR audit is required and this can be performed by hiring an external human resources consultancy. Let’s see the benefits of an HR audit.

An effective HR audit proves to be useful in identifying the need for improvement in HR department. It helps to identify the gap between the standards set by the organization and the actual performance of the department. An HR consultant who performs the audit can point out the deviations of the HR department from the organization’s set policies. An HR audit by one of the best HR consulting firms can facilitate the organization in aligning itself with the ever-changing rules and regulations and abiding by the statutory compliance. It is also very helpful in reviewing HR policies and procedures and taking a decision regarding them. HR policies may have to be modified, updated or removed and new policies may need to be implemented. An audit performed effectively gives useful insights that help in understanding the need of review of the organization’s policies and procedures. The benefits of an HR audit by a human resources consultancy of repute can be outlined as below:

Classification of HR department’s duties and responsibilities

• Increase in the professional image of the department.
• Identification of the invaluable contributions made by the department.
• Encouragement to implement personnel policies accurately and implement any changes if required.
• Assurance of timely compliance with all statutory requirements.
• Identification of any deviations from the set standards of the organization and any critical issues of the employees.

To take advantage of all these benefits for your organization reach out to Accuprosys, one of the best HR consulting firms in Hyderabad. Though HR audit is not mandatory, it provides immense value to the organization by evaluating the department’s services and assessing its compliance with the statutory laws.

How to Manage Attendance Issues in the Organization?

One of the major issues for any organization is related to its employees and it is managing their attendance issues as it is directly related to the payroll management. It is required for all employees to take sufficient break from work so as to manage their personal life and recoup their energy levels without being stressed out with the work load. But, this does not mean they take leaves as they like which results in loss of productivity and causes inconvenience to other employees and the organization. HR management consulting firms opine that if left unnoticed, attendance issues can result in a lot of employee grievances and financial losses to the organization. Here are some points to be noted while managing attendance issues.

• Frequency of absenteeism: For many small organizations, in the absence of a dedicated in-house HR team, it becomes difficult to maintain and track attendance of employees. In such cases, HR consultancy services come to the rescue of these organizations. When there is an issue of absenteeism regarding any employee, first it has to be checked if the employee is taking breaks too often and regularly. Is the employee’s absenteeism affecting the work or the co-workers have to be ascertained before taking any action on the employee.
• Reasons for absenteeism: To decide on any course of action for an employee’s absenteeism issue, it has to be checked if the employee’s absenteeism is legitimate and acceptable to the organization. For this, the HR consultants suggest that the employee needs to submit necessary proofs if he has missed the work schedule due to any personal reasons. Here one thing that has to be remembered is that any action against the employee is unwarranted if the absenteeism is due to any health issue and the organization can discuss with the employee as to how much time is required by the employee to manage the health issue and get back to work normally.
• Previous performance: HR consultancy services strongly recommend that before taking any course of action on an employee for absenteeism issues, the previous performance of the employee should be considered. HR consultants feel that if an employee’s past performance and records have been satisfactory, and if there is any deviation now, it could be due to some genuine reason and that needs to be tackled. 

In the cases where employees are ditching their work regularly, some corrective steps or measures need to be taken considering the above points. Consult our experts at Accuprosys, one of the best HR consulting firms in Hyderabad, for all your attendance management queries.

How can your managers become leaders?

Usually, people think that the words leader and manager can be used interchangeably. But, this is not true. These two words are distinct and have qualities that many times overlap. As a part of training and development, organizations conduct sessions to impart leadership skills to their employees. However, it is not mandatory that a good leader will become a good manager. But, it is necessary for a manager to be a good leader in order to lead the employees towards the organizational goals. Organizations may lack clarity on leadership skills and managerial skills; however, HR consulting firms know the difference and can help organizations in creating good managers. Given here are few ideas that work towards improving the leadership skills of the employees and make them better managers.

• Discourage the static status: As a tendency, many people get static with a little achievement in life. The same is true with the managers, who are happy with their position and responsibilities and do not think beyond. But, such a lethargic attitude will not work towards the organizational interests. Hence, organizations should push their managers and create enthusiasm for them to take initiative for new roles and get proactive in whatever they do. A human resource consultancy can always guide the management in analyzing manager behavior and help them perform better.
• Encourage the risk-taking attitude: The management of an organization should be open and should encourage the staff to take risks because only when risks are taken, there will be big results. HR agency professionals guide organizations saying that it is not possible for everyone to bring success to whatever they do. Managers should be encouraged to take risks and should not be frowned upon when they see failure.
• Let them explore: The key responsibility of a manager is to see that all the tasks are completed on time. Though this does not require them to execute the task themselves, they do need to understand the process involved in completing a certain task. Then only they will be able to delegate work to their subordinates and for this employees who are potential managers should be entrusted with different responsibilities and should be given a chance to try various roles in the organization and grasp an idea of all the work being done.
• Delegate and give authority: Human resource consultancy professionals say that as much responsibility is important, so also authority, for managers to get tasks completed. Managers should be delegated their work properly and they ought to be given authority required to perform their job. The managers’ capabilities have to be trusted and they should be given required resources so that they don’t waste their time on menial jobs.
• Develop successors: Every organization plans and works for growth. Hence, it is the duty of every manager to take initiative and work hard so that they move ahead into more responsible and higher roles. At the same time, they should ensure that they are mentoring one of their subordinates to step into their shoes with all the necessary skills. Organizations can take the support of an HR agency to take care that there is a perfect process in place to develop successors for every key position so that the organization does not suffer in the times of crises.

Accuprosys in Hyderabad is one of the best HR consulting firms that can be approached for all the support for various human resource functions. We have the best pool of professionals to deal with any kind of issue.

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

Handling Employee Grievances Effectively

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One of the key elements in an organization is the people associated with it. Even among all the people, employees of the organization take an important place because they are the people who man the functional areas and help in achieving the organization’s goals. They are such an important asset to the organization that if they are not content with anything in the organization, it affects the success of the whole organization. In such a context, employee grievance management becomes vital.

Employee grievance refers to the discontent of employees with what they expect from the employer or the management of an organization. In other words it is the gap between what the employee expects and what the company gives. It is not always necessary that employee grievances are justified and the management is at fault. 

The grievances may be a result of lack of knowledge of the employee or some misunderstanding at some times. Whatever the situation may be, when a grievance is raised it needs to be tackled, else it will dwindle the employee morale and productivity. Accuprosys is one of the Top HR consulting firms, which can help you in this regard.

Employee grievance management is an important task for an organization which needs special people skills and a framework. It requires setting up a proper HR department to take care of all things related to the personnel of that organization which may not be feasible for all. In such cases approaching HR consultancy services will work in your favor. The professional approach of the HR management consulting firms will help you in understanding the needs of your organization and working accordingly. The employee grievance management can be outsourced to HR consultancy services who can tackle the issues by adopting the required procedures outlined here.

• Set up a system: The first and foremost thing that has to be carried out is setting up a system for lodging complaints or grievances so that they can be addressed properly. The HR management consulting firms will assist you in framing policy for grievance management and including it in the guidelines provided to the employees so that they can easily refer to it in case of necessity. These firms will also help you in assigning a person to whom these complaints can be addressed to and devising a confidential and foolproof way to raise grievances.
• Categorize grievances: An employer has to provide safe working conditions, realistic job responsibilities & authorities, adequate pay package, and other basic amenities. An employee may have a complaint with any of these aspects, and for appropriate redressal of the complaint, it is necessary that the complaint is accurately categorized & understood to arrive at a solution.
• Complaints addressed: Once the complaints are received and categorized, they have to be acknowledged to give a sense of assurance to the employee that their issue will be worked upon. Then, it has to be investigated if the complaint is genuine and needs any action on the part of the employer and then, that action has to be implemented in time.
• Review: After the action for the complaint has been taken, it is better to review it and confirm if it is giving the desired output and there is no scope for such grievances in future.

 The experts in the field at Accuprosys, One of the top HR consulting firms, come to your aid in handling employee grievances which left unchecked can give way to frictions in the company and affect its success in the long run