Hi folks
We are into IT staffing for contract and temporary positions. Comapanies in need can contact us for one stop shop immediate placements. We provide placements all across India.
Thanks
Prashanth
From India, Delhi
1We are into IT staffing for contract and temporary positions. Comapanies in need can contact us for one stop shop immediate placements. We provide placements all across India.
Thanks
Prashanth
From India, Delhi
Give me the impact of temporary staffing in an organized work force like in Retail. On the details provided, will carry things frwd. Ivan John, HR, Pantaloons
From India, Madras
From India, Madras
Hi Ivan
Thanks for your interest ! Let me put some light in both sides of the coin..
Pros.
Staffing solutions are undoubtedly worth giving a try when
a..We need employees for short period
b. We don’t have an in-house recruitment team
c. To cut down the coordination and man efforts to be spent in dealing with consultancies
d. When the requirement is so urgent and has to be filled up in no time.
e. To answer the attrition risk and to cut down recruitment costs
Cons..
a> Organisation may fail to prepare resource for future needs
b> May need to have varying norms at times as they are not regular employees
Hope this will impart the needed info and will take things further...
Cheers
Prashanth
From India, Delhi
Thanks for your interest ! Let me put some light in both sides of the coin..
Pros.
Staffing solutions are undoubtedly worth giving a try when
a..We need employees for short period
b. We don’t have an in-house recruitment team
c. To cut down the coordination and man efforts to be spent in dealing with consultancies
d. When the requirement is so urgent and has to be filled up in no time.
e. To answer the attrition risk and to cut down recruitment costs
Cons..
a> Organisation may fail to prepare resource for future needs
b> May need to have varying norms at times as they are not regular employees
Hope this will impart the needed info and will take things further...
Cheers
Prashanth
From India, Delhi
Dear Ivan,
It is certainly a myth that the retial sector in more organised that any other industry. I think not many in India would ever agree to your statement. The retail sector is as disorganised, if not more, as any other industry.
More than 87 percent of the funds that midsize companies in India budget for Finance and Human Resource processes go toward administrative transactions rather than strategic reporting and analysis, which will move a business forward. In response, firms have begun to shift from outsourcing single, discreet functions to more comprehensive, integrated HR solutions, enabling them to leverage data elements that are common in payroll, taxes, benefit administration and other HR processes.
Driving change -- Today's HR professional must focus more time and attention toward the strategic development of a company's human capital to support the achievement of company goals. Outsourcing has created an affordable infrastructure using integrated technology and HR support services to more efficiently manage personnel information and transactional activities.
The value proposition -- The value proposition is that HR outsourcing is seen as a tool that empowers organizations with the ability to focus on core business competencies and drive strategic results within their culture. A recent study conducted by Fidelity Investments supports that most executives view the outsourcing of human resource and benefit administration as a good investment based upon the expertise and expanded capabilities it provides compared to the cost of replicating similar capacities internally.
Trends in the mid-market -- According to a study by International Data Corp., an Information Technology and Business Process Outsourcing research and advisory firm, the next big wave of HR outsourcing will occur in mid-tier firms, those with 100 to 1,000 employees. Other trends worth noting:
* By 2010, 85 percent of Indian companies will outsource at least one component of their HR functions.
* The demand for aggregated HR outsourcing services (payroll, benefit and HR records management under one vendor contract) will continue to accelerate.
HR outsourcing, seen initially as an organizational response to downsizing and restructuring pressure, has evolved to reflect both operational and strategic rationales for driving change in an organization. Lower technology costs, affordable access to HR expertise and the emergence of stable, sizable outsourcing specialty firms have made HR outsourcing a viable, cost-saving strategy for mid-market companies.
Finally more than investigating into whether HR outsourcing would do a company more good than bad and / or vice versa, companies should put their best foot forward in ensuring that once their HR processes are outsourced, they are able to derive maximum benefit both in terms of cost and retruns.
All the best !
Best regards,
Imran.
From India, Mumbai
It is certainly a myth that the retial sector in more organised that any other industry. I think not many in India would ever agree to your statement. The retail sector is as disorganised, if not more, as any other industry.
More than 87 percent of the funds that midsize companies in India budget for Finance and Human Resource processes go toward administrative transactions rather than strategic reporting and analysis, which will move a business forward. In response, firms have begun to shift from outsourcing single, discreet functions to more comprehensive, integrated HR solutions, enabling them to leverage data elements that are common in payroll, taxes, benefit administration and other HR processes.
Driving change -- Today's HR professional must focus more time and attention toward the strategic development of a company's human capital to support the achievement of company goals. Outsourcing has created an affordable infrastructure using integrated technology and HR support services to more efficiently manage personnel information and transactional activities.
The value proposition -- The value proposition is that HR outsourcing is seen as a tool that empowers organizations with the ability to focus on core business competencies and drive strategic results within their culture. A recent study conducted by Fidelity Investments supports that most executives view the outsourcing of human resource and benefit administration as a good investment based upon the expertise and expanded capabilities it provides compared to the cost of replicating similar capacities internally.
Trends in the mid-market -- According to a study by International Data Corp., an Information Technology and Business Process Outsourcing research and advisory firm, the next big wave of HR outsourcing will occur in mid-tier firms, those with 100 to 1,000 employees. Other trends worth noting:
* By 2010, 85 percent of Indian companies will outsource at least one component of their HR functions.
* The demand for aggregated HR outsourcing services (payroll, benefit and HR records management under one vendor contract) will continue to accelerate.
HR outsourcing, seen initially as an organizational response to downsizing and restructuring pressure, has evolved to reflect both operational and strategic rationales for driving change in an organization. Lower technology costs, affordable access to HR expertise and the emergence of stable, sizable outsourcing specialty firms have made HR outsourcing a viable, cost-saving strategy for mid-market companies.
Finally more than investigating into whether HR outsourcing would do a company more good than bad and / or vice versa, companies should put their best foot forward in ensuring that once their HR processes are outsourced, they are able to derive maximum benefit both in terms of cost and retruns.
All the best !
Best regards,
Imran.
From India, Mumbai
Dear Prasanth, Your input has been helpful. Thank you. If you’ve got any specifics, do let me know. Thank you for your avid reply. Best of Health & Wealth, Ivan Antony John.
From India, Madras
From India, Madras
Hi all,
This is quite an interesting topic, Could you please put some more light on what would be the drawbacks & benefits if at all a company goes for a temp staffing. We are planning to do so in my company and I need to do the market study for the possibility and the SWOT analysis for the same.
Looking forward for the knowledge sharing :icon1:
From United States, Franklin
This is quite an interesting topic, Could you please put some more light on what would be the drawbacks & benefits if at all a company goes for a temp staffing. We are planning to do so in my company and I need to do the market study for the possibility and the SWOT analysis for the same.
Looking forward for the knowledge sharing :icon1:
From United States, Franklin
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Temporary, adhoc & contract worker also eligible for maternity leave 12102017.pdf