Employee Resourcing

The ever-shifting business environment presents employers with a complex challenge: how to meet current staffing needs while preparing for strategic future needs. The brunt of meeting this challenge falls on human resource departments in large organizations and on managers in small businesses. Employee resourcing, a method of addressing this challenge, includes a set of interrelated activities that focuses on the recruitment and proper deployment of staff to ensure the company hires the right people for the right job at the right time.

Learning and Development

Training and development is a function of human resource management concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. Training and development can also be described as an educational process which involves the sharpening of skills, concepts, changing of attitude and gaining more knowledge to enhance the performance of employees. We ensure that companies engage in training and development programmes that are geared towards transformative learning as a long term approach towards building the company’s skill inventory.

Payroll Administration

Payroll administration is defined as any of the tasks necessary to organize the compensation of employees for the hours that have been worked. This may include keeping totals for hours worked by employees, rates of pay and managing payments to employees. Businesses that use a commission system often benefit from having a dedicated payroll administrator in order to better manage payroll services for employees.

Health and Safety

Human resources has a vital role in ensuring employee health and safety. Typically, HR departments do not solely facilitate all components of employee wellbeing. As such, managers should utilize all resources possible to create and maintain  health and safety standards for an organization.

To further encourage and sustain employee health and safety in the workplace, consider implementing these four practices.

Policy Development

Policy development assist in clarifying the process involved in developing and reviewing Human Resources policies and to clearly outline the roles and responsibilities of those involved in the process. The review and development of policies will be led by the Human Resources Division co-ordinated by the Organisational Development Section in partnership with the Head of the relevant work are

Team Building

Our customized approach to team building can help get your team back on track. With good team building skills, you can unite employees around a common goal and generate greater productivity. Team building assists groups in balancing the five core elements of a healthy team: leadership, roles, goals, policies and procedures, and relationship. We ensure that we create a team building session that can take into account personality and team style and help the group find ways to achieve their goals.

Employee Surveys

An essential component of organizational training and development, Employee Opinion surveys provide a picture of your organization’s needs. These surveys are used to solicit employee opinions on a variety of issues such as the company’s success in communicating its mission to employees, or local issues such as quality of the working environment.

Company Restructuring

Restructuring can come for many reasons.  It can involve the sale or purchase of a business or the closure of some or all of a facility because of a downturn in business.  Whatever the reason and circumstances, human resources professionals must deal with certain issues that arise from these events and actions by management.  Human resources professionals can aid management by providing information on the options for restructuring, the methodology for the selection of employees in the restructuring process, costs and payments that can be expected in restructuring, the timing of restructuring, potential litigation and claims assessments, obtaining effective releases, and the retention and motivation of the remaining workforce

Workforce Administration

HR administrators conduct orientations for new employees at all levels to deliver information about benefit plans and enrollment provisions. HR administrators process monthly billings from insurance providers and communicate with and counsel employees and dependents as needed. They resolve employee complaints concerning health and benefit plans and handle enrollments and terminations in health plans. HR administrators also process documents through payroll and insurance providers to ensure accurate records and payroll deductions. They work closely with executive management to ensure personnel needs are met and plan for any future alterations. Coordinating with executives, HR administrators may recruit, interview and evaluate candidates for hiring.

Strategic Planning and Execution

A comprehensive Human Resource Strategy plays a vital role in the achievement of an organization’s overall strategic objectives and visibly illustrates that the human resources function fully understands and supports the direction in which the organization is moving. A comprehensive HR Strategy will also support other specific strategic objectives undertaken by the marketing, financial, operational and technology departments. It is vital that the HR strategies a company adopts are accurately aligned with the overall business strategy.