Hrm : Workers Compensation

by **Jud** » Sun Mar 06, 2016 9:58 pm

sir please help me on this project. Project Work :- Prepare a project report for the HR Consultancy Firm to be Established and run successfully? Hints :

(i) Commencement,(ii) Staffing,

(iii) Tie-ups with the Companies,

(iv) Remunerations,(v) Getting candidates,(vi) Scrutiny,(vii) it is just the baseline. Project report should have all the details of a successful firm with case studies.

thanks in advance.

by **Westcot** » Thu Mar 10, 2016 1:59 am

DHRUV,

HERE IS SOME USEFUL MATERIALS.

REGARDS

LEO LINGHAM

=========================================

THIS HR CONSULTANCY IS GOING TO FOCUS ON RECRUITMENT AND MANPOWER PLANNING.

STEP 1.

-register a business name.

-incorporate the business name into PRIVATE LIMITED CO.

-Apply for a tax no.

-open a bank account.

-apply for   the creditation of the recruitment agency association.

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STEP 2

AT THE CURRENT SITUATIONS.

-the company is not known.

-the   services are not known in the market.

-the   company have no visibility in the market.

-the market awareness of the company's profile is almost nil.

I AM STATING   THIS   INTENTIONALLY TO SAY

HENCE , IN THE FIRST STAGE,

-define the product [ services] you are offering

-what is the usp of the co. services

-what is the uniqueness of the co. operation.

-what value added   services are offering

-if you are   different from others- WHAT IS IT.

YOU MUST   DEVELOP   the SERVICE PACKAGE- WELL DEFINED.

IT IS PERSONALISED APPROACH, THAT WILL BRING BUSINESS.

WHAT YOU KNOW IS IMPORTANT, BUT WHOM YOU KNOW IS MORE IMPORTANT.

========================================

STEP 3

-REVIEW THE SERVICES, THAT ARE BEING OFFERED.

Permanent Recruitment: Sourcing the best candidates possible for permanent positions across all sectors.

Contract/Temporary Recruitment: Supplying temporary workers on our payroll for long or short term contracts, enabling your business the flexibility to source staff as and when required.

International Recruitment: Recruiting specialist professional, trades and general workers from across MIDDLE EAST for Permanent, Temporary and Contract positions.

HR Solutions: Full Vendor Management, Project Management & Outsourcing using a team of Highly skilled HR Professionals.

Office Specialists: We have a database of office professionals, for short and long term contracts covering reception and specialist admin and accounts positions ensuring your business can react to change rapidly when people leave, are absent or to deal with heavy workloads.

“Sending Quality CVs - How do they do it?”

The Expertise

Employing some best recruitment consultants, all experts within their respective fields, our consultants have been trained to the highest professional and ethical standards to ensure they deliver effective innovative and effective recruitment solutions for you at all times.

The Technology

X Recruitment has invested in the best recruitment and IT Systems, allowing us to manage your recruitment process effectively and efficiently. Our database currently holds over X candidates and is growing on a daily basis, with each candidate contactable, at the touch of a button.

The Resourcing Techniques

Advertising jobs can be very frustrating and costly for you. We know how and where to advertise your vacancies ensuring the best response from the best candidates. We have access to the best recruitment websites nationally and internationally and advertise in the national and local press regularly, targeting the widest audience possible for your jobs.

“They’re not looking”

Sometimes the best candidates are not actively looking for a new job. We know how to target these passive candidates, to give you access to the best people possible for your jobs.

The Nationwide Presence

With more ASSOCIATES   than any other recruitment agency , we truly are only recruitment agency with a nationwide presence. In addition to this we employ the services of 50 recruitment vendors across the country.

The Quality

We carry out our work efficiently, effectively and to the highest ethical standards, we are a member of the National Recruitment Federation and adhere to their code of conduct. We are an ISO 9001 quality assured company.

"A full range of Recruitment Solutions"

Standard Recruitment Solution:

Most Recruitment Agencies currently operate on a "contingency" basis, also referred to as "No win, No fee". This means you don't owe anything unless one of our candidates has successfully started a new job in your business. We will usually compete with one or more agencies on the same jobs. Competition is a good thing, but it also means you will pay more in the end, as recruitment agencies have to build into their fees the risk of not filling the position. At X Recruitment, we offer this standard recruitment solution, but we also have alternatives which offer both better value for money and a better service through our "Exclusive" and "Retained" partnership deals.

Exclusive Partnership:

In our "Exclusive Partnership" solution, you commit to give us advanced notice on any new job in your business(or in a specific area, for example IT or Finance), and we in turn commit to sending you a number of quality CVs within a pre-agreed timeframe. It is in our interest to work on these types of positions very quickly, as we have limited time to send you the right CV, which in turn benefits you, by reducing administration time and costs, and by getting your vacancies filled much faster(on average, positions are filled 40% faster through exclusive partnership than through the standard solution). This option is still a "contingency" solution, so you do not owe anything unless one of our candidates has started a new job in your company. We can offer better value placement fees because of the commitment you make to us and our increased confidence in filling the position. This does not mean you cannot deal with other agencies, simply that we get at least an agreed head start on your new vacancies.

Retained Partnership:

This is our latest offering, and combines the best value for money with the best service. If you are not familiar with the principles of retained recruitment, it is a popular recruitment solution which has been offered in the ---- for some time. It involves a similar agreement to the "Exclusive Partnership" solution, but at an even lower fee, if you are happy to offer a higher commitment to your partnership with us.

====================================================

STEP   4

DEVELOPING THE BUSINESS PLAN--based on the services being offered.

1.BUSINESS MISSION –what is your mission for your business venture?

2.BUSINESS PRODUCT I SERVICE

?what are your products/service [describe]

?how will you deliver it [with staff or on your own]

?what will be the PRICE structure

?what will be your fixed overheads [ electricity/ water/ etc]

?what will be your variable overheads [ stationery etc

?what will be the quality of your product / service

?will there be unique offers, which no one else offers

3.BUSINESS CONTEXT WHAT is happening in your industry

??is it growing or is there demand or is it stagnant? ?how fast it is growing? ?what kind of products / services are being offered? ?what prices are being charged ?what is the quality of the service ?what is the capacity I is it in excess of the demand. etc

4.BUSINESS ENVIRONMENT ?who are the potential competitors ?what is the degree of competition ?what is the basis of competition?~price/ quality /facilities etc ?how easy is it to enter the competition ?what are the barriers for entry ?how do they market their product / service ?detail please etc etc

5.BUSINESS MARKET

?WHO are your potential customers

?what is the purchasing behavior of the customers(good service /quality/speedy etc]

?what factors affect the buying behavior of the customers

?what are the preferences of the target market

?is there a seasonal trend [season / lean periods/ high demand period etc]

?what isthe demographic trends [gender/ age/ profession/ etc]

?what products/ services are in demand in the market

etc etc

6.GOVERNMENT   BUSINESS REGULATIONS

-What regulations affect this   business --creditation /location/ qualifications etc

7.BUSINESS –SALES ?what opportunities do you see for your business

??please define quantitatively and qualitatively ?what are your targets ?what is your sales objectives[ forecast for 3 years at least] –sales forecast by units/dollars [for three years] ?what factors are likely to affect your sales objectives ?sales minus cost of sales= gross contribution[ rough estimate]

8.BUSINESS STRATEGY

?in your terms, how do you plan to achieve these objectives

?what strategy would you adopt

9.BUSINESS MARKETING –WHAT will be your marketing objectives ?what will be your marketing strategy ?what will be your promotion plans ?what media are available etc etc

10.BUSINESS SALES DEVELOPMENT

?will you have a sales team or you plan to handle yourself ?will you telemarketing ?will you use online marketing ?will you use direct marketing ?what customer service support you plan to offer etc etc

11.BUSINESS OPERATION –how do you plan to run it ?what will your operational policies etc

12.BUSINESS ORGANIZATION –what is the planned organization ??over three years

-what will be the structure ?how many/ type of staff will be employed over 3 years ?salary guidelines ?what functions /who will perform it etc etc

13. FINANCE REQUIREMENTS

?funds available

?funds required in total

?funds needed

THESE QUESTIONS ARE MEANT TO FACILITATE YOUR THINKING ON THE SUBJECT OF YOUR PRODUCTS / BUSINESS.

The answers to the above questions   will help you to develop

The business   PLAN.

======================================================

The business plan includes the following paragraphs,

This is an outline of a complete business plan: Summary Business Concept

Current situation

Key success factors

Financial situation/needs Vision Vision statement

Milestones Market Analysis The overall market

Changes in the market

Market segments

Target market and customers

Customer characteristics

Customer needs

Customer buying decisions Competitive Analysis Industry overview

Nature of competition

Changes in the industry

Primary competitors

Competitive products/services

Opportunities

Threats and risks Strategy Key competitive capabilities

Key competitive weaknesses

Strategy

Implementing strategy Products/Services Product/service description

Positioning of products/services

Competitive evaluation of products/services

Future products/services Marketing and sales Marketing strategy

Sales tactics

Advertising

Promotions/incentives

Publicity

Trade shows Merchandising

Sales operation

Distribution planning

Channel planning

Operations Key personnel

Organizational structure

Human resources plan

Product/service delivery

Customer service/support

Facilities Supply chain planning

Creating the financials of the business plan Assumptions and Comments

Starting Balance Sheet

Profit and Loss Projection

Cash Flow Projection

Balance Sheet Projection

Ratio's and Analysis

=========================================

STEP   5A

BASED ON THE SERVICES BEING, DETERMINE   THE ORGANIZATION

-TYPES OF STAFF/ MANAGERS

-DURATION AT WHICH THEY WILL BE RECRUITED .

-------------------------------------------------------------------------

STEP 5B

-DEVELOP THE COMPENSATION PACKAGE

WHICH INCLUDES

*base salary.

*commission on sales.

*bonus on the company performance.

=================================================

STEP 6

DEVELOPMENT OF   THE PROMOTIONAL MATERIALS.

Develop a brochure with   INFORMATION and   using the set of topics listed below and more

if you have. WHAT ARE YOUR REC/SELECTION SERVICES

HOW CAN YOU/YOUR SERVICE IMPROVE A COMPANY'S BUSINESS PERFORMANCE HOW WILL YOU   FIX ORGANIZATION REC/ SELEC PROBLEMS

WILL YOUR REC/ SELEC FIT THE WAYS THE COMPANY   DO BUSINESS

WHAT/WHEN   WILL THE COMPANY GET BACK IN BENEFITS

WHAT ROI   WILL THE COMPANY    GET BACK FROM YOUR REC/SELEC.

---INCLUDE TANGIBLE   AND INTANGIBLE

WHAT OTHER VALUE ADDED SERVICES YOU OFFER.

THIS   BROCHURE SHOULD BE OFFERED -as printed copies

-CD

-available on   your website.

The emphasis of the information provided should be positive /

business oriented, and showing

-business impact

-integrated information

-networking with customers

-integrating with the company's HR

etc

-----------------------------------------------------------------------------

PUT A SPIN ON   VALUE ADDED   SERVICES / BENEFITS

------------------------------------------------------------------

EMPHASIS ON   TANGIBLE SERVICE/VALUES YOU OFFER

-----------------------------------------------------------------

LOAD IT WITH INTANGIBLE SERVICES/ VALUES

WHICH PEOPLE CANNOT SEE BUT ARE RECEIVING FROM YOU.

------------------------------------------------------------------------------

PUT HEAVY EMPHASIS ON VALUE ADDED SERVICES YOU OFFER.

===========================================

STEP 7

DEVELOPING AND DRIVING   THE PROMOTION

-you need to create visibility in   the market.

-conduct a direct marketing    blitz./ using your brochure.

-follow up this with ''FACE TO FACE '' PRESENTATION.

-offer value   added service , which others   don't offer.

it must be   an unique set of services.

======================================

STEP 8

-Pick   a list of, say, 200 companies in   your   area.

-collect the HR managers' names.

-forward a covering letter/ brochure    outlining your services    along with

a desktop calender or something similar which   will be

in front of their eyes all the time.

===================================

STEP 9

-create a   website,   which will have   the facility for

*loading a resume

*loading   application form.

=====================================

STEP 10

WHEN YOU GET AN ORDER FOR PLACEMENT,

-collect the job description.

-collect the person specification

-a write up of the conditions, underwhich the   person will   work.

-a   salary bandwidth   and package terms for the position.

-A profile of the boss, to whom the person will report to.

=======================================

STEP 11

AS THE JOBS   ARE ADVERTISED

-the applicants   who   are interested in the position

should upload their   resume--ONLINE.

-ONLY   those whose resume pass the test

should be   authorized to fill / complete the application form --ONLINE.

-ONLY those whose applications are   accepted,

should be called for   the   INTERVIEWS.

==========================================

STEP   12

THE RECRUITMENT / SELECTION PROCESS

STAGE 1

INTERNAL APPLICANT   [ sent in by the sponsor company ]

EXTERNAL APPLICANT    [ sent in by referrals ]

ONLINE APPLICANT          [ selected by your recruiters]

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STAGE   2

SIFTING APPLICATIONS

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STAGE 3

PERSONAL INTERVIEW

-INDIVIDUAL PERSON   TO PERSON

-----------------------------------------------------------------------------------------------

STAGE 4

-PANEL INTERVIEW

-------------------------------------------------------------------------------------------------------

STAGE 5

-SELECTION BOARD                  only for senior positions

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STAGE 6

TESTING [ BEHAVIORAL]

-PSYCHOLOGICAL     procedural element for all positions except senior position

-PERSONALITY          procedural element for all positions except senior position

-ABILITY                    procedural element for all positions except senior position

-APTITUDE                procedural element for all positions except senior position

-PSYCHOMETRIC          procedural element for all positions

------------------------------------------------------------------------------------------------------------------------------------

STAGE 7

TESTING [ TECHNICAL ]        only for tech. positions

------------------------------------------------------------------------------------------------------------------------------------

STAGE 8

ASSESSMENT CENTRE        only for   senior positions

-POTENTIAL

-----------------------------------------------------------------------------------------------------------------------------------

STAGE 9

OBTAINING REFERENCE        procedural element for all positions

----------------------------------------------------------------------------------------------------------------------------------

STAGE 10

CHECKING REFERENCE        procedural element for all positions

-------------------------------------------------------------------------------------------------

STAGE 11

MAKING DECISION           procedural element for all positions

[ NO DISCRIMINATION, NO COLOR BAR, NO SEX DISCRIMINATION,

PURELY ON MERIT ]

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STAGE 12

OFFERING EMPLOYMENT    procedural element for all positions

-------------------------------------------------------------------------------------------------

STAGE 13

PREPARING EMPLOYMENT       procedural element for all positions

LETTER

-----------------------------------------------------------------------------------------------------------------------------------

STAGE 14

-send out letters to the unsuccessful candidates.

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STAGE   15

-CHECK REFERENCES.

[ ABIDE BY LAW ]

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STAGE 16

-SEND OUT OFFER LETTERS TO SUCCESSFUL CANDIDATES.

-----------------------------------------------------------------------------------------

STAGE   17

-AGREE TO THE START DATE

AND INDUCTION PROGRAMME.

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STAGE 18

PERSONAL FILE CREATION

-CREATES ''PERSONAL FILE ''.

---------------------------------------------------------------------------------

STAGE 19

HANDOVER TO HR / ADMINISTRATION

- THE RESPONSIBILITY

FOR PAYROLL ADMIN AND INDUCTION TO THE CLIENT.

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STAGE 20

-THE CLIENT PREPARES   WELCOME PACK / EMPLOYEE MANUAL. ARCHIVING OF APPOINTMENT FILES.

-ARCHIVE    SELECTED CANDIDATES FILE.

-DESTROYS UNSUCCESSFUL   CANDIDATES FILES

AFTER    6 MONTHS.

[ BY LAW, ALL OLD FILES MUST BE DESTROYED ]

=======================================================

STEP   13

THE RECRUITER OR ANYONE FROM YOUR COMPANY

WHO VISIT   THE CLIENTS SHOULD COLLECT THE FOLLOWING FROM   ALL YOUR   CLIENTS.

-the company profile.

-the organization structure

-the client's business process.

-the organization culture

ALL THESE WILL HELP YOU TO GET THE BEST FIT

FOR THE CLIENTS.

==============================

*CONTINUAL MARKETING / PROSPECTING   IS VERY IMPORTANT.

*STAYING CLOSE WITH YOUR CLIENTS IS A MUST.

*MONITORING OF   THE PERFORMANCE.

==========================================

by **Jarah** » Fri Mar 11, 2016 5:04 pm

sir please help me on this project. Project Work :- Prepare a project report for the HR Consultancy Firm to be Established and run successfully? Hints :

(i) Commencement,(ii) Staffing,

(iii) Tie-ups with the Companies,

(iv) Remunerations,(v) Getting candidates,(vi) Scrutiny,(vii) it is just the baseline. Project report should have all the details of a successful firm with case studies.

thanks in advance.

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