Hi folks,
We are into IT staffing for contract and temporary positions. Companies in need can contact us for a one-stop-shop for immediate placements. We provide placements all across India.
Thanks,
Prashanth
From India, Delhi
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1We are into IT staffing for contract and temporary positions. Companies in need can contact us for a one-stop-shop for immediate placements. We provide placements all across India.
Thanks,
Prashanth
From India, Delhi
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Give me the impact of temporary staffing in an organized work force like in Retail. On the details provided, will carry things frwd. Ivan John, HR, Pantaloons
From India, Madras
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From India, Madras
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Hi Ivan
Thanks for your interest ! Let me put some light in both sides of the coin..
Pros.
Staffing solutions are undoubtedly worth giving a try when
a..We need employees for short period
b. We don't have an in-house recruitment team
c. To cut down the coordination and man efforts to be spent in dealing with consultancies
d. When the requirement is so urgent and has to be filled up in no time.
e. To answer the attrition risk and to cut down recruitment costs
Cons..
a> Organisation may fail to prepare resource for future needs
b> May need to have varying norms at times as they are not regular employees
Hope this will impart the needed info and will take things further...
Cheers
Prashanth
From India, Delhi
Acknowledge(0)Amend(0)
Thanks for your interest ! Let me put some light in both sides of the coin..
Pros.
Staffing solutions are undoubtedly worth giving a try when
a..We need employees for short period
b. We don't have an in-house recruitment team
c. To cut down the coordination and man efforts to be spent in dealing with consultancies
d. When the requirement is so urgent and has to be filled up in no time.
e. To answer the attrition risk and to cut down recruitment costs
Cons..
a> Organisation may fail to prepare resource for future needs
b> May need to have varying norms at times as they are not regular employees
Hope this will impart the needed info and will take things further...
Cheers
Prashanth
From India, Delhi
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Dear Ivan,
It is certainly a myth that the retail sector is more organized than any other industry. I think not many in India would ever agree with your statement. The retail sector is as disorganized, if not more, as any other industry.
More than 87 percent of the funds that midsize companies in India budget for Finance and Human Resource processes go toward administrative transactions rather than strategic reporting and analysis, which will move a business forward. In response, firms have begun to shift from outsourcing single, discreet functions to more comprehensive, integrated HR solutions, enabling them to leverage data elements that are common in payroll, taxes, benefit administration, and other HR processes.
Driving change—Today's HR professional must focus more time and attention toward the strategic development of a company's human capital to support the achievement of company goals. Outsourcing has created an affordable infrastructure using integrated technology and HR support services to more efficiently manage personnel information and transactional activities.
The value proposition—The value proposition is that HR outsourcing is seen as a tool that empowers organizations with the ability to focus on core business competencies and drive strategic results within their culture. A recent study conducted by Fidelity Investments supports that most executives view the outsourcing of human resource and benefit administration as a good investment based on the expertise and expanded capabilities it provides compared to the cost of replicating similar capacities internally.
Trends in the mid-market—According to a study by International Data Corp., an Information Technology and Business Process Outsourcing research and advisory firm, the next big wave of HR outsourcing will occur in mid-tier firms, those with 100 to 1,000 employees. Other trends worth noting:
* By 2010, 85 percent of Indian companies will outsource at least one component of their HR functions.
* The demand for aggregated HR outsourcing services (payroll, benefit, and HR records management under one vendor contract) will continue to accelerate.
HR outsourcing, seen initially as an organizational response to downsizing and restructuring pressure, has evolved to reflect both operational and strategic rationales for driving change in an organization. Lower technology costs, affordable access to HR expertise, and the emergence of stable, sizable outsourcing specialty firms have made HR outsourcing a viable, cost-saving strategy for mid-market companies.
Finally, rather than investigating whether HR outsourcing would benefit a company more than harm or vice versa, companies should put their best foot forward in ensuring that once their HR processes are outsourced, they can derive maximum benefit in terms of cost and returns.
All the best!
Best regards,
Imran.
From India, Mumbai
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It is certainly a myth that the retail sector is more organized than any other industry. I think not many in India would ever agree with your statement. The retail sector is as disorganized, if not more, as any other industry.
More than 87 percent of the funds that midsize companies in India budget for Finance and Human Resource processes go toward administrative transactions rather than strategic reporting and analysis, which will move a business forward. In response, firms have begun to shift from outsourcing single, discreet functions to more comprehensive, integrated HR solutions, enabling them to leverage data elements that are common in payroll, taxes, benefit administration, and other HR processes.
Driving change—Today's HR professional must focus more time and attention toward the strategic development of a company's human capital to support the achievement of company goals. Outsourcing has created an affordable infrastructure using integrated technology and HR support services to more efficiently manage personnel information and transactional activities.
The value proposition—The value proposition is that HR outsourcing is seen as a tool that empowers organizations with the ability to focus on core business competencies and drive strategic results within their culture. A recent study conducted by Fidelity Investments supports that most executives view the outsourcing of human resource and benefit administration as a good investment based on the expertise and expanded capabilities it provides compared to the cost of replicating similar capacities internally.
Trends in the mid-market—According to a study by International Data Corp., an Information Technology and Business Process Outsourcing research and advisory firm, the next big wave of HR outsourcing will occur in mid-tier firms, those with 100 to 1,000 employees. Other trends worth noting:
* By 2010, 85 percent of Indian companies will outsource at least one component of their HR functions.
* The demand for aggregated HR outsourcing services (payroll, benefit, and HR records management under one vendor contract) will continue to accelerate.
HR outsourcing, seen initially as an organizational response to downsizing and restructuring pressure, has evolved to reflect both operational and strategic rationales for driving change in an organization. Lower technology costs, affordable access to HR expertise, and the emergence of stable, sizable outsourcing specialty firms have made HR outsourcing a viable, cost-saving strategy for mid-market companies.
Finally, rather than investigating whether HR outsourcing would benefit a company more than harm or vice versa, companies should put their best foot forward in ensuring that once their HR processes are outsourced, they can derive maximum benefit in terms of cost and returns.
All the best!
Best regards,
Imran.
From India, Mumbai
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Dear Prasanth, Your input has been helpful. Thank you. If you’ve got any specifics, do let me know. Thank you for your avid reply. Best of Health & Wealth, Ivan Antony John.
From India, Madras
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From India, Madras
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Hi all,
This is quite an interesting topic. Could you please shed some more light on what the drawbacks and benefits would be if a company opts for temporary staffing? We are considering implementing this in my company, and I need to conduct a market study and SWOT analysis for the same.
Looking forward to sharing knowledge. 🌟
From United States, Franklin
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This is quite an interesting topic. Could you please shed some more light on what the drawbacks and benefits would be if a company opts for temporary staffing? We are considering implementing this in my company, and I need to conduct a market study and SWOT analysis for the same.
Looking forward to sharing knowledge. 🌟
From United States, Franklin
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