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Dear Seniors, I am representing a Maharashtra-based EU-GMP certified Pharma company where we have more than 700 contract labourers. Currently, we are searching for good software for the Contract Labour Management system to replace the manual system. We are looking for a complete solution from attendance to all statutory compliances. Also if can you help to identify any agency or any report that can help in benchmarking the contract labour required in a mid-sized manufacturing company having a turnover of approx.400 cr, that will be more helpful.
Respect & Regards

From India, Nagpur

Hi Aakansha,

Transitioning from a manual system to a comprehensive Contract Labour Management System (CLMS) can bring numerous benefits to your organization. Here are some steps and considerations for selecting a suitable software solution:

1. Define Your Requirements:
Clearly outline your specific requirements, including attendance tracking, statutory compliance management, payroll integration, and any other features essential to your operations.

2. Compliance Check:
Ensure that the software adheres to the relevant labour laws and statutory compliance regulations in Maharashtra and at the national level.

3. Integration Capability:
Check if the software can integrate with your existing HR or payroll systems for seamless data flow.

4. User-Friendly Interface:
Choose a system with an intuitive interface to ease the learning curve for your staff.

5. Customization Options:
Look for software that allows customization to meet the specific needs of your organization.

6. Vendor Reputation:
Research and choose a reputable software vendor with a history of successful implementations
7. Client References:
Ask for references from other companies in the pharmaceutical or manufacturing industry that have implemented the same software.

8. Demo and Trial:
Request a demo or a trial period to evaluate the software's functionality and suitability for your requirements.

9. Training and Support:
Inquire about the training and support services provided by the vendor to ensure a smooth transition.

10. Cost Considerations:
Evaluate the overall cost, including licensing, implementation, and ongoing support, to ensure it aligns with your budget.
11. Bench-marking Information:
For bench-marking information on contract labour requirements, you may consider consulting industry reports, labour market surveys, or reaching out to industry associations and forums. Local chambers of commerce or industry-specific organizations may also provide valuable insights.

12. Consult with Experts:
Engage with HR consultants or experts in labor management systems who can provide advice tailored to your industry and location.

13. Check for Updates and Scalability:
Ensure that the software is regularly updated to meet changing compliance requirements and that it can scale as your company grows.

14. Data Security:
Prioritize software that ensures the security of sensitive labour-related data.

15. Post-Implementation Review:
Plan for a post-implementation review to assess the effectiveness of the system and address any issues.
As for bench-marking reports, you may explore industry reports from consulting firms, labor market research organizations, or government labour departments.

These reports often contain valuable information on workforce trends, labor costs, and industry benchmarks, to involve key stakeholders in the decision-making process to ensure that the chosen solution meets the needs of both management and the workforce.


From India, Bangalore
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