Hi Shantanu, TS & Rramx
We want to adopt such a model for the fact that the cost we will incur in maintaining compliance will be to the tune of 32% or more of salaries (PF-12%+12%+admin ESIC-4.75%+1.75%+admin). Irrespective of the fact who is paying it, it still remains an outflow for the new company & it's new employees. It will also distract our thin Mgt from core business.
The market scenario is such that a new HR professional is always game for "generalist profile" over "recruitment consulting profile" & through this model, we want to derive some respite on their take home and would like to inculcate profit sharing concept instead of incentives.
Such a model will also give us required flexibility to scale up & down as per market responsiveness. Once we derive, how to attract new talent successfully, it will be easier to create a success pattern for our Professional HR team to follow.
Alternatively, pls suggest, can we have only 9 employees & hire rest of the team as "Apprentices" for the time being ... say for a year or so. Pls suggest, if this is legal. This way we will be 30 apprentices & 9 employee company. Once we surge into 3rd or 4th yr from here, we can initiate ESIC.
Saket