HR Specialist

Recruitment and Selection process

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Recruitment and Selection process for any organization is a very important process and begins with the recruitment and ends with the orientation program for the recruits. The lofty standards are maintained while hiring too and our process is a combination of the following:

Bio Data form filling

Written Test (verbal abilities, reasoning and analytical skills)

Group Discussion

Personal Interview

Once selected the candidate goes through a “training” period of 6 months where both the candidate and the organization get to know each other. There are assignments and reflective events designed to help the candidate maximize his/her learning as well as understand the culture and climate of the organization.

What is Payroll?

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Payroll is the total amount of money paid by a business to its employees over a set amount of time. Or The distribution of paychecks (physical or electronic) to employees each payday, as in “I finished doing payroll yesterday.” Or The financial records for employee wages/salaries, withholding, deductions, bonuses, pay for time not worked (holidays, vacations, sick time, etc.) and other items on employee paychecks.

What Are Payroll Taxes?

Any tax levied by a government agency on employees’ wages, tips, and other compensation. The amounts withheld by employers from employees’ pay for federal income, social security, and Medicare taxes are considered as trust fund taxes. They are referred to as trust fund taxes because the money is held in a special trust fund for the U.S. government. Amounts withheld for state and local income taxes are held in trust for the state or local government.

Employer  Responsibilities

Reporting and depositing payroll taxes to the appropriate agency in an accurate and timely manner is vital to your business. Late or inaccurate deposits may result in penalties and interest charges. These complex payroll tax requirements may seem intimidating but by learning a few simple concepts, you will be able to understand your payroll responsibilities and choose the best method for meeting them.

Recruitment and Selection process

Posted on Updated on

Recruitment and Selection process for any organization is a very important process and begins with the recruitment and ends with the orientation program for the recruits. The lofty standards are maintained while hiring too and our process is a combination of the following:

Bio Data form filling

Written Test (verbal abilities, reasoning and analytical skills)

Group Discussion

Personal Interview

Once selected the candidate goes through a “training” period of 6 months where both the candidate and the organization get to know each other. There are assignments and reflective events designed to help the candidate maximize his/her learning as well as understand the culture and climate of the organization.

HR Management

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HR Professional this day to day management can be achieved through a few clicks of the mouse, there are following management which each hr persone need to perfom
• Employee information and post management
• Absence management
• Recruitment administration
• Training course management
• Education and qualifications
• Management reporting
• Payroll integration
• Employee self-service with approval workflows and manager access

HR Policies

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HR Policies cannot anticipate every situation about every business it may change accoring to situvation, but there are few general hr policy which is followed by almost employer

Probationary Period

The probationary period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. The company uses this period to evaluate employee capabilities, work habits, and overall performance. Either the employee or the company may end the employment relationship at will at any time during or after the probationary period, with or without cause or advance notice.

Performance Evaluations and Compensation

Performance evaluations are conducted at the end of an employee’s probationary period, to discuss job responsibilities, standards, and performance requirements. Additional formal performance reviews are conducted to provide both the company and employees the opportunity to discuss job tasks, identify and correct performance deficiencies, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals.

Benefits

Employees who have passed their probationary period are provided the following benefits. A number of the programs (such as Social Security, workers’ compensation, state disability, and unemployment insurance) cover all employees in the manner

Vacation

Vacation time-off with pay is available to employees to provide opportunities for rest, relaxation, and personal pursuits. The amount of paid vacation time an employee receives each calendar year will be communicated at the beginning of the calendar year.

 

Sick Leave

Sick time-off may be either paid or unpaid and will be granted solely at the discretion of the company. Sick leave is not automatic and will be granted only when absences are due to personal, legitimate illness or injury. Sick leave cannot be used for work related injuries–those are handled under Workers’ Compensation state laws.

 

HR Advisor

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HR Advisor is responsible for assisting with employee relations cases including performance management, absence management, TUPE, restructuring and redundancies along with other generalist duties such as employee inductions. This is a fantastic opportunity for you to gain further experience of ER cases in a fast paced environment.

HR Advisor responsibilities:

* Providing advice and leading on ER related matters such as Disciplinary, Grievances, Performance Management and Absence Management

* Liaising with Trade Unions.

* Managing and coordinating employee inductions and looking at ways to improve this process.

* Coaching line managers on HR policy and procedure.

* Assisting with the recruitment process by coaching line managers and writing job descriptions.

HR Advisor requirements:

* Proven experience leading on ER casework is essential.

* Candidates must be able to demonstrate strong UK employment law knowledge.

* Exceptional communication skills.

* Ideally a CIPD qualification.

Hr specialist

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As Hr specialist, you regularly act because the lynchpin between what the business must bring home the bacon and golf shot the proper individuals within the right place to realize it.

And you’re generally relied on to supply support, recommendation and help across a variety of people-related problems, from enlisting and talent preparation, to learning and development, addressing morale and workers retention, and up leadership and management skills.

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With such a large vary of problems on your plate at any purpose in time, however does one guarantee you’re enabling the business to deliver its goals by creating the proper selections regarding the proper people?

We will assist you to feature a larger level of certainty across all of your individuals selections by serving to you to benchmark the behaviours you would like in your business and providing the proper level of insight and information regarding your individuals. We’ll assist you answer queries such as:

What area unit their strengths and limitations?

What motivates our individuals and our candidates?

area unit our individuals team players?

that of them area unit high flyers?

WHO is prepared for development and within which areas?

What leadership vogue can inspire our individuals and groups to succeed?