Greetings, folks,
I recently conducted a small study on Temp/Contract Staffing. I have included the advantages and disadvantages of temp staffing. I hope this information will be useful for many. Please check out the attachment. Comments are most welcome.
I am currently in the process of developing retention strategies for temp/contract employees. I will share that as soon as possible.
Pramod.N
From India, Bangalore
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6I recently conducted a small study on Temp/Contract Staffing. I have included the advantages and disadvantages of temp staffing. I hope this information will be useful for many. Please check out the attachment. Comments are most welcome.
I am currently in the process of developing retention strategies for temp/contract employees. I will share that as soon as possible.
Pramod.N
From India, Bangalore
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Hi!!
I'm working for an IT MNC as an Asst Mgr HR. In our company, for a few depts, we do have contractual workforce, which was quite beneficial for the company as well as for the employees because on rolls they get a very low net salary, some amount goes into PF & ESI deductions. Very recently, it has been informed to us by our Finance Dept that under the latest amendments in the law, no contractual or temporary employment is allowed anymore.
I'm foreseeing a big problem, as the moment we'll intimate our contractual workers that now their PF & ESI shall be deducted, there's going to be chaos. Would request you to please confirm immediately if contractual employment is still applicable and if deductions of PF and ESI are mandatory for contractual employees or not. Awaiting your rejoinder.
PS: PLEASE EXPEDITE AS WE HAVE TO DISCLOSE THE SAME TO CONTRACTUAL EMPLOYEES IN TODAY'S EVENING MEETING.
From India, Chandigarh
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I'm working for an IT MNC as an Asst Mgr HR. In our company, for a few depts, we do have contractual workforce, which was quite beneficial for the company as well as for the employees because on rolls they get a very low net salary, some amount goes into PF & ESI deductions. Very recently, it has been informed to us by our Finance Dept that under the latest amendments in the law, no contractual or temporary employment is allowed anymore.
I'm foreseeing a big problem, as the moment we'll intimate our contractual workers that now their PF & ESI shall be deducted, there's going to be chaos. Would request you to please confirm immediately if contractual employment is still applicable and if deductions of PF and ESI are mandatory for contractual employees or not. Awaiting your rejoinder.
PS: PLEASE EXPEDITE AS WE HAVE TO DISCLOSE THE SAME TO CONTRACTUAL EMPLOYEES IN TODAY'S EVENING MEETING.
From India, Chandigarh
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Dear Promod,
I've gone through your email regarding views on temp staffing. What I feel is the reasons/needs you have specified for the need for temp staffing in organizations are very good, but at the same time, they are very formal or common to talk about. I think the need for outsourcing or temp staffing often has strategic implications.
Bluntly speaking, the purpose of outsourcing is also related to some interorganizational benefits and not just to avoid unnecessary activities. I still appreciate your work in summarizing the subject so nicely. I welcome any suggestions from you.
Regards,
Mandar Pande
Mumbai
From India, Pune
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I've gone through your email regarding views on temp staffing. What I feel is the reasons/needs you have specified for the need for temp staffing in organizations are very good, but at the same time, they are very formal or common to talk about. I think the need for outsourcing or temp staffing often has strategic implications.
Bluntly speaking, the purpose of outsourcing is also related to some interorganizational benefits and not just to avoid unnecessary activities. I still appreciate your work in summarizing the subject so nicely. I welcome any suggestions from you.
Regards,
Mandar Pande
Mumbai
From India, Pune
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Hi All,
I have done an MBA in HR and currently working at one of the largest outsourcing companies in Mumbai as an HR Consultant for more than a year with recruitment as one of my key areas. Can anybody suggest a way for me to transition into corporate HR apart from just posting my CV on Naukri.com? As my experience is mostly in recruitment, besides induction and payroll to some extent, I am only receiving calls from consultancies. Please help me out.
Sanchita
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I have done an MBA in HR and currently working at one of the largest outsourcing companies in Mumbai as an HR Consultant for more than a year with recruitment as one of my key areas. Can anybody suggest a way for me to transition into corporate HR apart from just posting my CV on Naukri.com? As my experience is mostly in recruitment, besides induction and payroll to some extent, I am only receiving calls from consultancies. Please help me out.
Sanchita
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Hi all,
Hey Promod, thanks for providing this Word file; it's beneficial. I'm working on my summer project about temporary staffing. Could you please share the questionnaire to ask the staff working on a temporary basis? Additionally, if you have any other information such as the importance of temporary staffing, PowerPoint presentations, or the process of temporary staffing, please post it.
Thank you!
From India, Mumbai
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Hey Promod, thanks for providing this Word file; it's beneficial. I'm working on my summer project about temporary staffing. Could you please share the questionnaire to ask the staff working on a temporary basis? Additionally, if you have any other information such as the importance of temporary staffing, PowerPoint presentations, or the process of temporary staffing, please post it.
Thank you!
From India, Mumbai
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Please provide me with information regarding various temporary staffing fields where temporary staff are hired. Additionally, please include details about the hiring procedures for specific fields, as well as the rules and norms involved. Lastly, could you also suggest services where a fresher can excel as a temporary staff member? Thank you.
From India, Mumbai
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From India, Mumbai
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Innovative HR Practices-.doc