HR Consult Services New

HR Consultancy services
CHAPTER 1
INTRODUCTION TO INDUSTRY
DEPARTMENT OF MBA, DR.AIT Page 1

1.1 Background and origin
Human resources is the department or division of a business, corporation, or organization that

manages all aspects related to its personnel, including recruiting employees, training and career
development, overseeing compensation packages, managing benefits plans, and other duties that
serve to maximize a company's business and its employees' satisfaction with their jobs. Simply,
the function of the human resources industry is to produce competent personnel and to keep
employees productive. More than 800,000 people work in human resources and related fields
today.
As an increasingly large portion of the U.S. economy has come to depend on service industries—
businesses in which the main product is not an item sold in a store but rather is a set of actions
performed for a client by the business's employees—the growth of the human resources (HR)
industry has increased proportionally. Meeting these increased demands has resulted in the field
of human resources evolving from its early role whose primary responsibilities included hiring
and training workers, managing a company's payroll, and dealing with labor issues to now being
charged with a broader, more conceptual, and strategic set of responsibilities that may include
setting up job classifications and employee benefits systems or working with top management to
develop plans to optimize use of company employees. In large, multinational corporations, an
international human resources department is often created to meet the needs of U.S. citizens
working in foreign countries, as well as people from other countries working in the United
States.
Human resources professionals are generally employed in one of two major areas: large or
medium-sized companies in any kind of industry; and personnel consulting firms that help other
companies find qualified employees, both on a permanent and temporary basis. Any organization
with many employees, whether a bank, oil company, or fast food restaurant, needs personnel
specialists. Employment agencies, executive placement services, temporary help services, labor
contractors, and registries for chauffeurs, household workers, models, nurses, ship crews, and
teachers also need HR professionals.
Human resources encompasses a variety of jobs, including human resources generalists,

employment and placement managers, employer relations representatives, personnel managers,
industrial relations directors, job-development specialists, job analysts, compensation managers,
training instructors, benefits managers, employee health-maintenance specialists, mediators, and
employment, placement, and recruitment specialists. Other occupations in HR include
ergonomists, employment firm workers, and career and employment counselors and technicians.
Background
In the 18th century, the U.S. economy was primarily agricultural, dependent on crops such as
wheat and cotton. During the 19th and early 20th centuries, however, the United States
experienced an Industrial Revolution. With this revolution, the economy shifted largely toward

production of raw materials, such as iron and steel, and finished products, such as cars and
refrigerators. Although there were great differences between the agricultural society of the 18th
century and the industrial society that followed, in both cases, the economy was based on the
goods produced.
Today, however, an increasingly large portion of the economy depends on service industries. A
service industry is one in which the main product is not something that can be sold in a store but
rather is a set of actions performed for a client. The service itself is the product that is sold. This
shift toward a service economy has contributed to the growth of the human resources industry,
abbreviated to HR.
In recent years human resources professionals have realized the importance of having a good
training and development program for their employees. By teaching employees the latest in
computer software programs, sales techniques, safety procedures, and other workplace skills, the
company ensures that it can remain competitive in the future.
1.2 History of its origin in india
HR Consulting is not something new. It can be found in Arthashastra, the ancient Indian treatise
written by the world’s first recorded Management Consultant Chanakya, who lived in 350-383
BC, and academician and advisor to Chandragupa Maurya in the management of his
leadership over his empire. The book is replete with lessons in management of economics,
politics and human resources. The fundamentals of such consulting never changed over the
years. Organisational needs have remained the same....to build organization culture, create
systems that endure, develop leadership and human potential, articulate and document
organizational knowledge like job descriptions, policy manuals, KRA’s and KPI’s etc. Also
unchanged is the nature of human interface between the client and consultant where exchange is
of knowledge, wisdom and for solutions that endure implementation problems.
The early nineteen eighties still the current date, represents a period when HR has seen major
paradigm shifts. It started from turbulent trade union days and labour relations advocating
appeasement policies of welfare oriented managements as well as proactive positive discipline
approach, to mutually beneficial collective bargaining strategies being dominant in the HR
professional’s portfolio. The big shift came in the early nineties with the technologically
accelerated exponential advent of globalization when the HR world shifted to building human
capital and aligning to business needs. Some things havechanged in the essential content of HR
professionals today in addition to updation of verbal labels. The prioritization of the domains of
practice in HR and the strategic thrusts for each of these domains isa response to the contexts
created by competition, technology and globalization.
1.3 Nature of business
Human resources consultants provide a variety of general and specific advice to businesses,
allowing you to develop a career as a generalist or a specialist, depending on your interests.
Offering more services might land your more client work, while specializing in one or a few
areas can land higher-paying contracts.

Generalists vs. Specialists
HR generalists help businesses with a wide variety of personnel needs, handling projects
themselves or hiring and managing other HR specialists for individual projects. The areas of HR
consulting a generalist might oversee include areas such as recruitment, hiring, background and
reference checks, payroll administration, benefits and compensation planning, health and safety
and legal compliance. A specialist works in one or more of these areas, bringing an in-depth
expertise of the area.
Recruitment
Some HR consultants focus on helping companies recruit and hire the best candidates within the
client’s budget. Recruiters use a variety of practices for talent searching, including using
proprietary databases, reviewing potential internal candidates, searching social media sites such
as LinkedIn and posting positions on job boards that specialize in specific industries and
professions. These consultants work with the client from the initial meeting through the final
hiring, with the process including advertising the job, screening applicants, conducting
interviews, doing background checks, recommending compensation packages and making the
offer.
Training and Development
Helping companies improve their workers requires ongoing training and development. This can
include on-site, job-specific skill training, or development in areas such as communications, time
management, customer service, computer knowledge and leadership skills. HR consultants
provide seminars and workshops, helping businesses develop succession plans to ensure they
have qualified internal candidates to replace those who leave.
Benefits and Compensation
Another area of HR specialization is benefits and compensation, sometimes known as total

rewards. Total rewards include base pay, benefits, commissions, salaries, perks, rewards, awards
programs and morale initiatives. An HR consultant helps businesses maximize their personnel
budgets by determining which positions should be filled by employees and what functions
should be outsourced. The consultant then reviews industry pay scales for these positions. Some
HR consultants offer payroll services, working with benefits providers and client finance
departments.
1.4 Categories or group of products and services
Organizations are finding it very difficult to attract, nurture and retain right kind of talent
ensuring the organizational growth. Accuprosys provides comprehensive HR Solutions through a
single window across various domains to enhance the success of your organization. Our
customized HR Solutions are formulated based on organization needs hence, they are best suited
for the business. Our services are designed to make a difference to human resource management

through our unique methodologies. Accuprosys has exceptional strengths in ensuring well-timed
and dependable delivery of HR solutions to clients across various sectors. Furthermore, in case
of urgent ad-hoc requirements we depute our expert staff with the client. As an end to end HR
consulting firm we support your growth & eliminate all your worries by eliminating your non
core activities.
HR Consulting Services
1. Policies Development
Through our HR policy development services, we help clients develop and streamline the HR
policies of their firms.These include hiring, disciplinary conduct, firing, workplace violence, and
other such matters.We consult clients throughout the process of policy development,
implementation and evaluation.
2. Recruitment
Accuprosys offers full-time, temporary, as well as part-time staffing solutions to clients. Our
services cover all aspects of recruitment, beginning with sourcing and hiring to the induction of
staff. We get you the right talent for all designations at all levels, from entry level trainees to
executive personnel.
3. Training and Development
Accuprosys offers specialized HR improvement interventions to assist clients in optimizing the

productivity of their workforce. We implement HR strategies that align your workforce with
your business objectives. Our training programmes and assessments are designed after
understanding the value system, short term and long term goals of our clients' businesses.
4. Employee Grievances Management
Employee grievance management services of Accuprosys include disciplinary and grievance

investigations and consulting. We help companies deal with grievance complaints, manage
associated legal processes and documentation, in addition to providingguidance on grievance
solutions.
5. Employee engagement
Ensuring engaged employees ensures the success of a company. This is because engaged
employees promote positive customer experiences that in turn result in better financial outcomes
and a loyal customer base. Accuprosys helps companies ensure employee engagement by
managing disparities between the individual needs of their employees through better stress
management, analysis of policy shortcomings, promotion of work-life balance among
employees, and streamlining individual objectives with that of the company's.


6. Payroll management
For companies, the creation of a separate payroll management team may not be feasible. By
outsourcing their payroll management tasks to us, companies benefit through ontime precise
payroll release, statutory compliance and redressal of payroll associated grievances.
7. Leave Management
By outsourcing their leave management needs, companies can simplify their leave tracking
process. We help companies track all kinds of employee leaves easily, update managers on leave
associated notifications and tasks,and analyze leave statistics of the company.
1.5 Turnover or net worth of the industry
By talking an example of largest consulting service Mercer.
Mercer is the world's largest human resources consulting firm. It is also the world's largest
institutional investment advisor with over $10trn in assets under advice and more than $200bn in
open architecture assets under delegated management. Mercer has also been ranked as the largest
outsourced chief investment officer (OCIO) provider. Headquartered in New York City, Mercer
has more than 23,000 employees, is based in more than 43 countries, and operates internationally
in more than 130 countries. Mercer is a subsidiary of global professional services firm Marsh &
McLennan, and Mercer's $4.3 billion in 2016 revenue represented 33% of the parent company's
consolidated revenue.
1.5 Input materials and process
Each organization works towards the realization of one vision. The same is achieved by
formulation of certain strategies and execution of the same, which is done by the HR department.
At the base of this strategy formulation lie various processes and the effectiveness of the former
lies in the meticulous design of these processes. But what exactly are and entails these processes?
Let’s read further and explore.
1. HRMS (Human Resource Management System) or HRIS (Human

Resource Information System)
Human resource departments have a lot of information to input, store and track. The most
common method of organizing this information is with a comprehensive human resource
management system (HRMS).

Whether it's a software solution or software as a service, an HRMS can be an HR representative's

best friend. It stores and organizes data, such as employee profiles, schedules, attendance records
and more.
2. Recruiting software
As the name implies, recruiting software streamlines the hiring process. You can post job ads,
sort and accept applications, manage candidates and more, saving you the hassle of manually
tracking everything yourself.
Small businesses, in particular, should check the pricing and features for each solution being
considered: Many recruiting programs are geared toward bigger companies with large volumes
of applicants. Small businesses may be better served by a less-expensive product with fewer
capabilities, depending on your hiring needs.
3. Payroll service
Payroll processing is an arduous task. Make it easy on yourself (and your bookkeeper) by
investing in an online payroll service. This solution automatically calculates and tracks
paychecks, deductions, paid time off, etc. Some even allow you to file and pay payroll taxes and
report new hires to the IRS.

CHAPTER 2
Role in the economy

2.1 Achievements and Milestones
Achievements - 2018
1. End to end consulting contract bagged with a large hospitality company into the business of
casual dining with 23 eat-out joints across Delhi/ NCR, Mumbai and Pune. Outgrow shall
provide extensive consulting in matters of finance, HR, organization strategy and operational
efficiencies.
2. Profitability reporting capabilities built for a multinational car leasing company for its Indian
fleet. The reporting tool was designed and developed by Outgrow to enable ascertaining
profitability by multiple segments of car models, customers, regions etc.
Dashboards designed and developed for the same client for their Commercial and Operations
teams.
3. Portfolio governance services initiated for an American fund with a plethora of investments
across the globe in the space of “social impact”. With investments in various Indian companies
across sectors of handloom, cotton cultivation, women’s ethnic wear and dairy technology,
Outgrow provided governance over the Indian portfolio in matters of financial performance,
control and portfolio valuation.
4. Business valuation exercise carried out for a start-up company (specialists in designing and
construction of bars for hotels, restaurants and HNIs) looking for seed capital. Outgrow further
facilitated negotiations with angel investors, successfully closing the deal with securing seed
capital from an industry expert.
5. Made deeper inroads within the recruitments vertical, hiring for large companies like Nivea,
L’Oréal, Diageo, Accenture, Havells, Cowi, Mazar’s and more.
Achievements - 2017
1. M&A – For a listed automotive manufacturing company, led & managed the M&A activities
involving:
 a. Company due diligence

 b. Business modeling & valuation
 c. Financial analysis and projections
 d. Deal structuring
 e. All legal & statutory compliance requirements
 f. Overall project management

2. Research Project – For a reputed after-sales-services company, looking for opportunities to

mark an entry into a new business stream, undertook an extensive market research to identify
potential opportunities, involving:
 a. Research into both related & unrelated businesses

 b. Shortlisting of a few potential areas of opportunity
 c. Financial modeling & future projections for the shortlisted opportunities
 d. Preparing the “business model canvas” for each of the shortlisted opportunities
 e. Engaging into discussions with client on various opportunities to finally arrive at “go/
no-go” decision
3. Capital acquisition of ~10MM USD (both equity & debt) for multiple clients’ deals
4. Business strategy workshops conducted & facilitated for 3 clients, to devise & freeze with
senior leadership, the following:
 a. Company’s vision, mission & values

 b. Company’s strategy & goals, both short & long term
 c. Company’s success drivers and building focus around them through agreed
performance benchmarks
 d. Department level goals
 e. Overall governance & control model to measure & analyse progress made against
desired goals
 f. Report out risks & challenges faced and help & support required
5. Family office meeting conducted for a “family run business” to cause:
 a. A frank, honest & open discussion amongst family members on what’s working well
and what’s not
 b. To thrash out differences of opinion and unanimously reach a forward-looking strategy
for further growth of business
 c. Clear classification of accountabilities & responsibilities amongst members to avoid
duplication or cross-overs
 d. Constitution of a board to review company performance periodically and identify areas
of concern
 e. Identification of next Managing Director from within the family, as part of succession
planning
 f. Identification of talent within the organization through an extensive “talent assessment”
exercise, to further groom into future leaders
6. Hiring against 25 positions for various companies, mainly at mid & senior level management,
with a hit rate of ~ 12%
2.2 Contributions to the economy expressed in terms of key economic indicators

Human resource is an important factors of economic development. As opined by Adam Smith

the prosperity of a country is determined by the skill, efficiency and attitude of the labour used
by that country. Many countries have been able to develop themselves due to the will, capacity
and skill of their human resources. As for example, the countries like Japan, Singapore, Germany
,and Hon Kong have been able to achieve economic miracle by mobilizing their human
resource. Utilisation of natural resources :The natural resources like mineral, water, oil and forest
are utilized by the human resource. The utilisation of natural resources increase the national
income.The per capital income and living standards of the people increase. The dearth of proper
human resource is one of the causes of non - utilisation of natural resources in world.
Compensate the deficiency of natural resources :The utilisation of human resource compensates
the deficiency of natural resources .Many countries poor in natural resources have been able to
achieve high economic and human development on the basis of the human resources. Utilisation
of physical capital :The more existence of physical capital is on guaranteed of development.
They should be property utilised. They are utilised by human resource. Human resources is
essential to operate machinery and equipment and to run factories and industry. Increase
production :The skilled, educated and healthy human resources increase the productivity and
production. The production may be done even by the use of unskilled and semiskilled
manpower .But the production of goods quality and variety of goods need skilled manpower.
Reform in tradition cultural and attitude :The traditional culture, values, intestines and attitude
have been inimical to the development of developing countries including world. The educated
manpower reforms the traditional cultural and attitude . Increase in managerial capacity and
entrepreneurship :Human resources increase the managerial capacity and entrepreneurship. It
leads to innovation. The new production technique ,new market and new technology are
developed. This increase the production and national income. Development of agriculture and
industry :The modern and superior technologies should be use for the modernization of
agriculture and rapid industrialisation's. This is made possible only by human resource. The
odore Schultz observes "It is simply not possible to have the fruits of a modern agriculture and
the abundance of modern industry without making large investment in human being. Remove
economic background :Human resource helps directly to remove the economic backwardness. It
increase labour efficiently and specialisation. It increase labour mobility from which the
executing resources can be made more productivity. The development of human resources
increase the knowledge of natural resources. New production technique, market and
opportunities of economic activities. The human resource also help in the proper utilisation of
imported capital. These all lead to the increase in production, employment opportunities and
levels of living of people.
2.3 Concentration / Localization
From tech-giants to blooming start-ups every organization fuels their core business operations
with agile and exceptional HR consulting solutions. Most firms hire HR specialists or staffing
consultants for specific interventions or assignments which are time-bound in nature. HR
Consulting Companies offer specialized recruitment services that cover the entire business
operations.
In parallel, the business HR staff may have to undertake consulting services pertaining to any
human relations or legal problems that may emerge. Additionally, your HR department can

concentrate on your business’s operations and inner management instead of working on things
which can be carried out by experts. The staffing firms accelerate the recruitment process and
have access to wider talent pool which gives them the advantage of finding a perfect prospective
employee to match your requirement.
Human Resource Consulting Spotlight:

To guarantee success in a fast-changing world, businesses have to be sure they find the correct
folks, use them in the most suitable places and empower them constantly. Many businesses may
not have the resources to perform a productive search in an industry that’s hungry for top talent.
At the same time, they are investing in new systems and processes to improve efficiency and
productivity. Many small companies wouldn’t be having a particular HR department or may not
be big enough to set up an internal structure. An expert staffing company offers a wide selection
of services that will help you to oversee your staff efficiently.
As your company grows, they assist you to continue to keep your benefits program on track.
There can be many reasons as to why a business might decide to outsource its human resource
processes. You should be prepared to run an organization whether it’s a start-up business or a
thriving business, good management is vital. Most businesses get to a point when they realize
they can’t manage all their HR functions independently simply put; they require just a little
assistance. Employ the best people and you may rest confident that the business will grow and
flourish.
Considering the studies and researches done by ISF the Indian staffing business is about to
undergo substantial growth in the next few years. Currently, the Indian staffing industry is in a
developing state with the temporary workforce of nearly 15million. Temporary staffing is the
most exercised staffing practice performed these days. Organizations across the globe are hiring
temporary and flexible workforce as per their requirement without employing them on a full-
time basis.
As human resources professionals, consultants will be in a position to efficiently fit a prospective

employee to the required job role which requires a high degree of efficiency. HR consultants
focus on finding cost-saving recruitment procedures or efficiently managing old systems of
hiring with advanced staffing services. Another vertical is Executive staff recruitment. It is about
hiring the ideal individuals to start out with the perfect capabilities, in the most suitable locations
and at the most suitable moment. This is how consultants gain the competitive edge with various
types of service offerings and cater to a large pool of industries that require bulk hiring every
now and then.
Top staffing firms with a trustworthy group of highly experienced human resources and business
growth specialists are working day-and-night to provide skilled and flexible workforce on
demand. Indian Staffing Industry is predicted to expand by almost 20% by 2020 giving good
scope to the HR Consulting companies in India to expand their business swiftly. This is the
perfect time for the staffing companies to pull up their socks, grab the opportunities, and scale up
the new growth trajectory. After all, all businesses require the efficient functioning of human
resource management system, thereby sustaining their economic growth.

2.4 Institution and funding agencies supporting the industries
Successful organisations have great staff at their heart. Your staff have the greatest influence on
the success or failure of your organisation and the cause you are fighting for. With limited
budgets it can be difficult for non-profit organisations to maintain a staff with all of the skills
they need to develop their organisation, which is why hiring consultants on a temporary basis can
be a great resource. They can create additional capacity in your non-profit that can enable you to
do more as well as provide a highly experienced and knowledgeable resource for your business.
Consultants, whether in the form of individuals or agencies, can add temporary skills, knowledge
and capacity to organisations looking to kick-start, develop or evaluate certain areas of their
work. You can find consultants in most countries in the world that can support your NGO in
every aspect of management, administration and service delivery. From grant fundraising and
volunteer management to legal advice and public policy, the chances are that you will be able to
find a consultant in your area with the skills and experience that you are looking for.
Before you decide to approach a consultant consider exactly what it is you want them to do.
Explore other in house options first, do any existing staff, volunteers or board members have the
skills, knowledge or desire to be involved in the project? If you live in an area with a university
or college have you considered approaching them to offer valuable work experience as an
alternative to hiring a consultant.
Non-profit organisations have to be accountable with their funds and if you have an opportunity
to use less expensive resources such as board members and volunteers to cut down on costs then
you should keep the option open. Even if you do decide to pursue a consultant to assist your
organisation you could reduce the number of hours you need them for if you have a volunteer
who can help them with some of the work.
If you find suitable staff will they have the time and resources to do their existing job and the
new task? Ask yourself what extra support might they need to do the job well? If you find an
internal solution it is important that workers are properly supported to be able to do the job well.
You can begin your search for a consultant by asking friends and colleagues in other non-profit
organisations if they can recommend anyone. If you are a member of any non-profit groups or
associations there is a good chance that someone will be able to suggest an individual or agencie.
Another way to source a consultant is to post on online forums such as LinkedIn or another
professional networking group to request information. A simple internet search can also provide
a wealth of information on individuals and organisations who provideconsultancy services for
non-profits.
Different consultants will offer different services at different prices. Some may offer highly
technical solutions whilst others may propose more basic answers to your problems. Your
consultant may provide services that include the complete management of a particular area
whilst others will provide limited services and ask that overall oversight is supplied by your non-
profit. Many are flexible and there is enough competition in the market to be able to find
someone who works in the way you’ve envisioned.

Selecting a suitable candidate to support your organisation requires similar knowledge,

management and skills as hiring full time staff. You should aim to produce a job desription that
includes a title, number of hours to be worked, job description and a list of expected outcomes
with anticipated end dates. You can use this information to first attract suitable candidates as
well as a future reference point for recruitment and management going forward.
Make sure to meet face to face with your prospective candidates to enable you to ask questions
and to get a better understanding of how they might be able to benefit your organisation. As with
an interview for a full time member of staff, you should take the opportunity to try and evaluate
their skills, qualities and experience during the interview as well considering how they would fit
within your organisation. Remember to check your consultants references before coming to an
agreement. Remember to always check your consultant’s references, ideally over the phone.
Once you and your organisation are satisfied that you have found the right person for the job it is
time to tie up the remaining odds and ends. You will need to negotiate a fee with your consultant,
this may include some payment up front, along with a payment schedule for the period ahead.
Both parties will also need to sign a detailed written agreement that details each others
expectations, responsibilities and legal duties. Many organisations will simply adapt their
standard existing contracts for employees for consultants.
Recruiting a consultant is a similar process to hiring employees. Your organisation may have an
established process and checklist for employing staff that could provide a suitable guide. If not,
we’ve produced a list of items to consider before you make the decision to bring a consultant
into your organisation.

CHAPTER – 3
Government policies

3.1 Industrial policies initiatives
It is advisable for the small size organizations that they have clear and concise HR Manual and
Polices to run competently with a view to enlarge its size. Without giving the information to the
employee regarding the norms of the organisation, some employees may take the undue
advantage. An HR policy and manual informs employees about the rules and regulations of the
company and provides a number of other important advantages to the organization:
 Safeguards the organization from potential proceedings.

 Evades "wrongful terminations".
 Provides Managers with a written resource that serves as a valuable tool.
 Reduces complaints ascertaining special treatment.
 Improves morale.
 HR Policies familiarize new employees with company policies and procedures for them
to adapt the culture of the organization.
3.2 Tax law pertaining to the industry
First: The new tax act ends the individual mandate to purchase health coverage. That starts in
2019. Put simply, this change effectively kills The Affordable Care Act as the individual
mandate was the cornerstone of the law.
Second: Payroll will be impacted and Human Resource professionals could see those impacts as
early as February 2018. Now that the bill has become law, the Internal Revenue Service will
have to produce new withholding tables. A difficult process, but one that must be completed.
Once that happens, payroll companies and those employees responsible for payroll within
companies will be able to translate those tables into updated paystubs for employers. That should
be done by February.
Third: If a company uses an employee transit benefit program, there will be changes.
Currently, programs can allow employees to use pretax dollars and employers to deduct
contributions. According to the 2017 tax code, those are as follows:
 Transportation expenses: $255 per employee per month

 Parking expenses: $255 per employee per month
 Biking-related expenses: $20 per employee per month
Under the new tax law, all of that changes in 2018.
 Transportation expenses: $260 per employee per month

 Parking expenses: $268 per employee per month
 Biking-related expenses: $20 per employee per month

Another change: no longer will businesses be allowed deductions for qualified mass transit and
parking benefits EXCEPT when it ensures employee safety. For employees who can still pay
their own mass transit and parking costs using pretax income, those benefits will still be tax
exempt. It’s important to note, however, those payments have to be through a program offered by
their employer. An employee can simply claim the exemption on their own.
If an employee bikes to work, the new tax law impacts them as well. Between December 31,
2017 and January 1, 2026… qualified bicycle commuting reimbursements will be suspending.
Put simply, if a company reimburses employees that bicycle to work… those expenses will be
taxable and subject to payroll and income tax withholdings.
Fourth: employers providing paid family and medical leave now get a federal tax credit. That
begins in 2018. Before an employer can claim the tax credit, however, the company has to meet a
certain requirement.
1. Provide at minimum two weeks of leave and pay at least 50% of the employee’s regular
earnings.
The company will them get a tax credit ranging from 12.5% to 25% of the cost of each hour of
paid leave.
That credit only applies, by the way, to employees earning below $72,000 per year.
Fifth: Automation and offshoring will be impacted. Generally, companies will appreciate this,
but not all. Those in that category say this will not benefit their company without some form of
hiring incentive.
Sixth: There are now more defined regulations concerning retirement plans.
Employees using a 401(k) plan and are currently paying a loan must have it paid completely
within 60 days should they leave the company. That is standard for most plans. If the person
does not pay it back in time, the person is considered to have defaulted on the loan and must pay
income tax on the balance. Those under 50.5 years of age must also pay a penalty.
Under the new law, that deadline is extended to the latest date on which the former employee can
file their tax return for the year of the loan default.
Seventh: Other fringe benefits will be affected.
Moving expenses, for instance. The business deduction and the exclusion from taxable income
for recipients of an employer-paid moving expenses program will be suspended. That’s for years
2018 through 2025. Certain active-duty members of the armed forces are exempt.
Those companies getting a deduction for onsite gyms will disappear. It will now be considered as
an unrelated business taxable income.

The deduction for meal-related expenses has also been repealed.
Eighth: Human Resource professionals also have to be aware of how the new tax law will
impact other industries. The reason: industries interact with one another. As changes are
implemented and industries change their practices, the effect could then affect clients in other
industries.
3.3 Corporate governance – specific laws guiding them
HR Laws pertaining to recruiting
Indian employment laws do not provide any rules or procedures that must be adopted while
recruiting a person. Hence, it is mostly upto the organization to determine a procedure for
recruiting, interviewing, screening and hiring. However, it is important to note that during the
recruitment, interviewing or hiring process, the fundamental rights provided to a person like
avoiding discrimination or maintaining confidentiality of private information of applicant must
be upheld.
Recruiting: No major rules or procedures. However, the organization must notify the vacancies
to the local employment exchange, though there is no requirement to appoint any person
forwarded by the employment exchange.
Interviewing: There are no regulations against an employer asking for information about the
candidate, including personal questions relating to health, race, religion, case, et.c, However,
asking such questions are deemed unethical and could lead to discrimination, which is an
offense.
Pre-employment Enquiry: There are no regulations or requirement to conduct pre-employment

enquiry. However, it is a common practice for employers to conduct such an enquiry. Employers
are required to obtain the consent of the employee by fax/email/letter for carrying out a pre-
employment enquiry or background check.
HR Laws pertaining to employment offer letters
Indian employment and labour laws do not mandatorily require an employer to issue an offer
letter, except in certain states and in certain establishments. However, it is an accepted practice in
India amongst medium and large businesses to provide an offer letter. In case an offer letter is
provided, it is not binding on either party until it is construed as an employment contract and
there is a valid offer by one party and an acceptance by another party. Click here for offer letter
format suitable for Indian businesses.
HR Laws pertaining to employment appointment letters
Indian laws have no prescribed standards for providing employment appointment letters.
However, it is a good practice to have an employment appointment letter with all employees.
Employment appointment letters in India usually include the following:

 Name and Address of the Employee

 Title of Job
 Job Description
 Place of Work
 Date of Commencement of Employment
 Wage/Salary Details
 Benefits, if applicable
 Length of employment contract: fixed or indefinite
 Leave entitlement
 Conditions for termination
 Non-compete
 Confidentiality
 Non-solicitation and other restrictive covenants.
HR Laws pertaining to termination of employment
Termination of employment could be due to voluntary reason or involuntary reason. If an

employee terminates employment based on his/her free will, then it is termed as voluntary
reason. If termination by Employer, then it is considered an involuntary termination. Termination
of employment must be as per any prior employment contract entered into by the employee with
the business. In addition, termination of employment must also follow other laws and
regulations, which ensure that employees are not unduly harassed.
HR Laws pertaining to workplace health and safety
Central and State Governments place certain duties and obligations on the employer to ensure the
wellbeing, health and safety of its employees. The duties of the employers are mandated by
various regulations. Hence, it is important for all organizations to maintain a safe and hazard free
work environment.
Comprehensive coverage of labor laws
 Shops and Commercial Establishments Act (S&E)

 The Employees Provident Funds and Miscellaneous Provision Act - 1952 (EPF)
 The Employees State Insurance Corporation Act - 1948 (ESIC)
 The Professional Tax Act (PT) 1975
 The Labour Welfare Fund Act (LWF) 1965
 The Contract Labour (Regulation & Abolition) Act - 1970 (CLRA)
 The Child Labour (Prohibition & Regulation Act), 1986
 The Minimum Wages Act-1948
 The Payment of Wages Act-1936
 The Payment of Bonus Act-1965
 The Maternity Benefit Act-1961
 The Payment of Gratuity Act-1972
 The Equal Remuneration Act-1976
 The Industrial Establishment (N&FH) ACT 1963

 The Employment Exchange (Compulsory Notification of Vacancies) ACT-1959
 Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) ACT,
2013
 The Employees Compensation ACT-1923
 The Industrial Employment (Standing Orders) ACT 1946 - Model Standing Order Only
 The Industrial Disputes ACT 1947
 The Apprentice ACT, 1961
 The Interstate Migrant Workmen (Regulation of Employment and Conditions of
Services) ACT, 1979
 The Factories ACT, 1948
 The Trade Unions Act, 1926
3.4 Presence in five year plan
The HR Department is committed to developing and providing innovative services that support
and align with County and department goals. Key areas of focus during the next five years will
involve: expanding work-delivery models through the Agile Organization initiative;
implementing new succession planning programs; expanding employee engagement efforts; and
implementing new technology, including the launch of a new human resources information
system – Workday.
The HR Strategic Plan sets the direction for the Department to address the trends and challenges
the County, specifically our customer-departments, are encountering now and in the years to
come. The HR Strategic Plan also provides general information about the services provided by
the eight divisions within the organization. Each of the division sections include: 1) Purpose, 2)
Goals, 3) Services, 4) Accomplishments, 5) Priorities, and 6) Performance Measures.
The HR Strategic Plan is intended for a variety of audiences, including Human Resources
employees, County employees, departments, elected officials, and members of the public. The
plan can be used as follows:
 Human Resources Employees will use the HR Strategic Plan as their work plan for
implementing the Department’s goals and priorities.
 County Employees can use the HR Strategic Plan to obtain information about the
services the HR Department provides for them (e.g., benefits, training and development
opportunities, recruitment activities).
 Departments Heads and managers can review the services HR provides for departments
to understand service commitments and expand partnerships (e.g., organizational
development, customized training).
 Elected Officials can use the HR Strategic Plan to view priorities, ensuring alignment
with the County’s Shared Vision 2025.
 Members of the Public can use this document to obtain information about the services
the HR Department offers its employees and their families as well as the services
available to potential candidates.

3.5 Foreign policy
As we know, human resource policies are formal rules and procedures that deliver how certain
matters should be addressed in the workplace, including employee rights and duties. HR policies
are tied to employment law. HR policies help to promote communication and understanding
between managers and their subordinates, and to give employees an overview of the company’s
programs. They give employees access to valuable resources that help foster their professional
growth. A good HR policy can helps to avoid a chaotic work environment.
Why this is beneficial for your organization?
A defined policy enables the employees to know what is expected from them with respect to
standards of behaviour and performance
It gives guidelines for decision-making in routine situations so that employees and managers do
not need to continually ask senior managers what to do.
A good HR policy helps to demonstrate good faith that employees will be treated fairly and
equally.
Over the past few years, HR outsourcing has become a dependable way for organisations to
reduce operating costs, streamline internal processes, and focus on core business operations.
With almost 20 years of HR services outsourcing experience, Alp Consultants have in place the
necessary processes, HR consultants, knowledge, technology, and best practices to support you
in all aspects of human resources and employment administration.
Our HR solutions are designed to provide companies with a single resource which is dedicated to
managing and supporting all HR and employment processes, thus allowing them to focus on the
key business areas.
We have the capability to undertake most of the HR administrative activities such as:
 EDB and HRM services

 Payroll and compliance services
 Assessment and training services
 Training and Placement cell Outsourcing services
We serve businesses of all sizes - small, medium, and large multinational corporates, and in
multiple domains. Alp Consulting helps organisations address important HR outsourcing
requirements by aligning the human resources and business strategies. We manage critical HR
processes, thus bringing significant operational excellence and seamless integrated delivery.
Our human resource outsourcing services will include activities throughout the entire duration of
the employee life-cycle, right from on boarding to retirement or outplacement. We partner with
client organisations to fully assist them in the transformation of their HR model to bring about
maximum value to the business.
Reduce costs and enhance efficiency
In the competitive marketplace today, organisations across the globe are looking at all possible
opportunities to bring down operational costs and to increase efficiency. The human resources
department is also a key player in this scenario. Organisations have to deal with the high pressure
of cost reduction, employee disengagement, and high rates of attrition.
Human resources outsourcing is the most sustainable method to manage costs and to facilitate
the organisation to focus on core operations and strategic initiatives instead of wasting time in
the routine transactional activities of human resource management.
3.6 Trade associations and chambers
AAIM Employers' Association We are 1600 members strong! For 120 years, AAIM has been
helping elite employers in the region hire, develop, and retain talented employees in order to
maximize the output of their people systems. Our members enjoy access to world-class services,
subject-matter-experts, current legal information and statistical data, leadership and educational
programs, peer-to-peer networking, and special events. AAIM's "Technology Suite", a recruiting
and applicant tracking system, learning management system, background checking, and mobile
app communication, enables members to integrate key human resource operations into a simple,
efficient process. We help businesses run and grow smoothly and efficiently. Our association
supports the development of an elite group of employers that deploys progressive and
comprehensive talent management solutions.
Association of Executive Search Consultants The AESC's mission is to promote the highest
professional standards in retained executive search consulting, broaden public understanding of
the executive search process, and serve as an advocate for the interests of its member firms. The
AESC is recognized by the United States Government and the European Commission as the
representative body for the retained executive search industry.
American Payroll Association Established in 1982, the American Payroll Association is the
nation's leader in payroll education, publications, and training. APA conducts payroll training
conferences and seminars across the country and publishes a complete library of resource texts
and newsletters. Representing more than 20,000 members, APA is the industry's highly respected
and collective voice in Washington, D.C.
The American Society for Healthcare Human Resources administration The nation's only
membership organization exclusively dedicated to meeting the professional needs of human
resources leaders in health care.
ATD The Association for Talent Development (ATD) is a professional membership organization
supporting those who develop the knowledge and skills of employees in organizations around the

world. The association was previously known as the American Society for Training &
Development (ASTD).
College and University Professional Association of Human Resources

CUPA-HR is composed of more than 6,000 personnel professionals from the higher education
community at nearly 1,700 colleges and universities worldwide. Details programs and resources
available, many links ,and includes job listings. Council for Global Immigration The Council for
Global Immigration (formerly known as the American Council on International Personnel
(ACIP)) is a leading voice and resource for employers working worldwide to advance
employment-based immigration of highly educated professionals. Our members are companies,
universities, research institutions and organizations throughout the world striving to ensure
compliance with immigration policies so that they can employ the critical talent to remain
competitive in the global economy. Since 1972, we have delivered to our members what no other
organization can Ã¢â‚¬â€œ a singular focus on providing employers with the knowledge,
network and access needed to advance employment-based immigration of highly educated
professionals

CHAPTER – 4
Human capital and social policy

4.1 Labor class and skill set

Various types of employee training and development lessons for fresh recruits and for improving
the skill of your working employees
Number of aptitude and attitude training programs will surely enhance the skill of your workers.
Be sure to get the best from your workforce
The fact can’t be denied by any means that the roles of efficient employees are abundant behind
the success of a company and once you contact law firms Delhi for labour law consultant, we can
be sure to get the complete solution relating the human resource of your company. Apart from
being the best human resource firm in India, We as a top labour Law firm also offers strategic
recruitment support to fulfill your manpower needs. Quite evidently, the utilization of the human
resource depend on the distinctiveness of your company which means different types of
companies need to utilize the human resource in different ways and these strategies help you to
serve your purpose in the right way.
Various types of Programs For Managing Workforce
The consultancy services provided EZ HR Consultants - Labour law consultant in Delhi, will
surely prove high beneficial to you. Right now, we are serving thousands of clients from all over
India. Be sure to run a happy organization with skillful employees with the help of EZ HR
Consultants as we provide any type of help with
Payroll Administration
HR management Learning
Leadership Training
These are the number of services for which we have proved ourselves to be the best labour laws
consultant in India. Hence, one you contact us, we guarantee your satisfaction with our corporate
law and Labor Law Consultant services.s well as useful workforce solutions that will surely help
your business to run more smoothly.
To be a successful HR consultant you'll need:
Excellent communication and 'people' skills.

Good sales and negotiation skills.
A confident and positive attitude.
The ability to work under pressure and meet targets.
A professional manner.
Good organisational and administrative skills.
The ability to work well in a team.

4.2 Causes of social issues and steps to overcome them
A career as an HR Consultant can be a hugely rewarding one but there’s no doubt it can also be a
bit of a challenge at times. You’re building your consultancy and things are going well but it can
feel like you’re being pulled in a million different directions, there’s never enough time to do
everything, you can’t please everyone and taking the business to the next level feels like it’s a
long way off.
How on earth do you work as a successful HR Consultant, drive your business forward and
successfully grow it all at the same time?
Top challenges HR Consultants face

Time – Time is the mother of all challenges and one that isn’t exclusive to HR. Anyone who
runs a consultancy will struggle to manage their time, even when they’re obscenely organised.
Time tracking – As a consultant you’ll charge predominantly for time spent on client work and
expenses. Therefore, you need to track it accurately before you can send out your invoices. But
filling out time sheets can be seriously tedious when you’d rather be analysing HR issues or
recruiting staff.
Feast or Famine – Work never comes along at a nice steady pace but rather will veer from
having too little to too much. Both situations are stressful and ideally you need to keep a little bit
of cash in reserve to help iron out the differences between those peaks and troughs.
Getting Paid – Getting those invoices out is important but getting paid is just as important. The
trouble is clients will always push it – you give 15-day payment terms and they’ll push it to 20,
give them 20 and they push it to 30. You’ll spend a good proportion of your time chasing
invoices and worrying about cashflow.
Getting client data - It can be frustrating trying to get all the information you need from your
clients, especially when it’s stored on different systems.
Growing your business - If you want to grow your consultancy you always need to have half an
eye on the next job and where it’s going to come from. This can be tough when you’re busting a
gut just to keep up with the existing work.
Top challenges faced by HR Consultants and their solutions
How do I overcome the challenges as an HR Consultant?
There are a number of actions you can take to overcome the most common challenges:
Automation software – This can really help with time management, reducing the amount of
hours spent on accounts, critical HR functions and client management while increasing the time
you have available to grow your business.

Time management – Proactively managing your time can make you more productive. By
planning out your days and weeks and splitting tasks into bite-sized chunks you’ll get more done.
Consider filling out task sheets and undertake regular scheduling.
Time tracker software – There is lots of free software available which will allow you to keep
track of your hours and see at a glance what’s working and what isn’t.
Invoice chasing – Make sure you get your invoices sent out on time and stick to relatively short
payment terms e.g. 14 days. If you use accounting software you can set up automated reminders
to be emailed to clients who are overdue. There is further software designed for this task that will
actively chase the clients for you.
Future work – If you sort out the above, it should free up your time to concentrate on
networking and prospecting for future business.
4.3 Environment conditions in the industry – overall working conditions
External factors are things from outside an organization that directly or indirectly influences it.
Oftentimes, these external factors are outside of the control of organization. These influences
include the social and cultural, technological, economic, and political and legal environments.
One way to remember these factors is to link it to the word STEP:
S for 'social and cultural'

Tfor 'technological'
E for 'economic'
P for 'political and legal'
Social & Cultural Environment

The social and cultural environment in which a business operates will have an important
influence on human resource management (HRM). The cultural and social environment includes
such things as work ethic, attitude towards work and employee motivations. For example,
monetary rewards may be valued highly in some cultures, while a greater work-life balance is
valued in other cultures. HRM must assess these cultural factors and match motivators
accordingly. If money is king, direct financial compensation in the form of high wages may
suffice. However, if work-life balance is more important, a generous vacation and paid leave
package may be more motivating.
A society's social and ethical views of the role of business in society will also influence how
HRM operates. For example, once upon a time, child labor was not considered unethical. Now,
not only is it considered unethical, but it's also illegal. A hot-button issue today is same-sex
marriage, and a related issue for HRM is whether to include a same-sex significant other as a

member of an employee's family for purposes of employee benefits, such as healthcare - even if
the law doesn't require it.
Technology
Technology also can present opportunities and challenges for human resource management
professionals. New technologies may require HRM professionals, like Marcy, to hire new
employees competent in the new technologies. Current employees may need to be retrained or
released if their skills are no longer relevant to organizational needs. Even something as simple
as a new version of a word processing program or a new digital copier may require HR-
sponsored training.
Economic Environment
Economic conditions are a major external factor that is pretty much outside of the control of
HRM but which can have a huge impact on the company. Recessions, economic booms and the
general rate of inflation affect consumer demand, which affects personnel needs. Another huge
economic factor is the unemployment rate, which affects the market rate for wages and salaries.
4.4 CSR Activity
CSR is not simply an act of charity—it encompasses far more and relates to all stakeholders of a
company. Management gurus have been stressing the need to look at “strategic CSR”, i.e. an
initiative that is closer to the true nature of business in a corporation rather than just an ancillary
function.
THE HUES EDGE:
We provide companies with consulting and advisory services related to not only setting up of
CSR divisions but also taking CSR activities to a higher level of maturity. These include
identification of CSR drivers, identification of CSR project areas, selection of NGOs, employee
volunteering programs, payroll giving programs, as well as monitoring and evaluation of
projects. We have a singular focus on meeting client expectations. We can help companies
develop corporate social responsibility strategy, and measure performance and impact.
4.5 Employment generation
Neeti Sharma, the co-founder of TeamLease Services, - India's recruitment consultancy, human
resource outsourcing and staffing company - says there are abundant jobs in India right now that
can be tapped by keeping some simple points in mind.

If you have additional skills along with a degree, you will definitely clock a job in 2017, says
Sharma.
Sharma believes employers are now not looking for manual labourers but for people who
understand a bit of technology and can use high-end tools.
She calls IT, retail, telecom, finance, electronics and eCommerce the hottest sectors that are
hiring and will continue hiring in 2017.
In a candid chat with Entrepreneur India, Sharma spoke of the top #8 recruitment trends that job-
seekers must keep in mind to ensure a job in the coming year.
Cognitive Skills Crucial
“When employers are hiring, you need to prepare for the kind of jobs you are looking for. You
need to know the subject, you need to know the industry and you should be able to do the job-
role specific interview,” says Sharma.
Analyze the Job Role Well
“If you give in your CV and say you have done 10 case studies and you cannot talk about a
single case study, then obviously you won’t get employed,” Sharma warns.
Identify the Sector You Want to Get a Job in
Let’s say you are a 12th standard pass out, eCommerce has dime a dozen jobs right now. If you
are a graduate, you need to identify what sort of employment you must take. At the post graduate
level, choosing the sector becomes most important.

CHAPTER – 5
Comparisons and conclusions

5.1 SWOT Analysis
A human resources SWOT analysis considers internal and external factors that can either boost
or impede the human resources functions within your organization. The acronym SWOT stands
for Strengths, Weaknesses, Opportunities and Threats. This analysis can help speed your
company's transition from reactive to proactive mode to enhance HR strategy and function.
Strengths
Your organization's strengths are internal factors that enable HR strategy and functionality. HR
strategy refers to long-term goals, such as building a top-tier workforce or becoming an
employer of choice. HR functionality involves the operational side of HR, such as conducting
open enrollment sessions for employees to select new health insurance coverage. Internal
strengths for HR include executive leadership who support and promote HR strategic
development. Another internal factor consists of HR staff knowledge and expertise because they
are the employees ultimately responsible for carrying out tactical duties.
Weaknesses
SWOT analyses examine weaknesses inside the organization. Weaknesses also are internal
factors that pose challenges to the success of HR endeavors. Internally, budget constraints and
cuts are conditions that HR often has to deal with, primarily because HR isn't a revenue-
producing department. HR has to rely on sound justification to fund investments in HR activities.
However, money isn't the only weakness. Low employee morale and high turnover are serious
internal factors that can disrupt HR. In this case, disruption refers to immediate and reactive
measures HR must take to reverse an overwhelming sense of dissatisfaction throughout the
workforce.
Opportunities
One of the most significant external factors for HR is the opportunity for workforce growth, due
to increased demand for the company's products and services. More business translates into
better raises or higher wages for current employees, along with growth for the surrounding
community through the hiring of more workers. External factors also may present themselves as
the company's ability to land a highly successful rainmaker whose business development
activities improve the company's reputation or industry ranking.
Threats
Threats are external factors that negatively impact the company and, ultimately, the HR
department. When a competitor gains an edge in the market share, it affects profitability and may
result in layoffs, business slowdown or closure. Other types of external threats include
businesses — not necessarily in the same industry — that offer better working conditions, wages
or benefits to their employees and, therefore, recruit the best-qualified workers. HR departments

can't always insulate themselves from all external factors because some are imminent. However,
HR can diminish the impact of external threats through conducting routine assessments of
compensation structure, surveying employee opinion on working conditions and strengthening
the employer-employee relationship through showing HR as a strategic business partner that
values human capital
5.2 Comparison with other similar industry
. Let’s begin with explaining what is a ‘consultancy’ firm and a ‘corporate’ firm.
A consulting firm is a company with experts (consultants) providing professional advice to an

organization or an individual for a fee. Consultancies have become a talent source in recent times
for companies looking to hire people for leadership positions.
And a corporate is a legal entity that is separate and distinct from its owners. Organizations
seeking to transform themselves are hiring talent with a consulting background to boost
performance.
When it comes to choosing a job in a consultancy, people usually prefer to work at a ‘corporate
consultancy’ over an ‘HR consultancy’. This is because they feel corporates are better employers
than a consultancy. Today, let’s resolve the doubt on the difference between consultancy and
corporate.
Working at any niche consultancy could also give the same job satisfaction which people usually
expect out of a corporate job. In reality, there is actually a very thin line in between working at a
corporate and a consultancy. As a matter of fact, a consultancy can operate like a corporate as
well.
Let me walk you through the realities of working at a consultancy and the perks that the
employees get, which most corporates usually do not give to their employees.
1) Generation of incentives and higher wages: Consultancies, in general, pay higher salaries to its
employees. With the advancement of work and growth in the work process, appraisals also tend
to increase. A consultancy is often considered as an incentive-driven sector, which implies that
one gets to earn more incentives in a consultancy than a corporate. Consultancies have
limitations when it comes to their workforce and that is why pay hikes are more frequent in such
companies. Bigger the company, smaller the hikes.
2) Learning and gathering skills: A consultancy arms its employees with more skills. Consultants
work on projects that are complicated for other companies to complete themselves. In addition,

consultants have to meet deadlines and complete critical work with ease. They learn and gather
new skills every day. In a corporate setup, an employee usually specializes and becomes an
expert in a single area within a company and thus the area of growth stays limited.
3) Opportunity to work and grow: Any niche company dealing in consulting gives its employees
the benefit to work with many different types of organizations and also across vast number of
fields. This helps in increasing expertise across various domains. These experiences take an
employee to great heights and help in accelerating career advancement, thus offering greater
flexibility.
4) Organizational structure – climbing up the ladders in a consultancy: The clichéd idea that a
consulting firm does not have any growth ladder and everybody working in there does not get an
opportunity for promotion is actually wrong. A consultancy does have hierarchies. The basic
structure of any consultancy comprises of an Analyst, Consultant, Senior Consultant,
Engagement Manager, Partner and Managing Partner. All of these have subheads divided into
teams. Apart from these, there is staff in support for functions such as HR, Administration,
Marketing and Finance.
When choosing an area of work or a job sector, a candidate should concentrate on a few
important things:
1) Role of the employee in the organization: The degree of independence which the organization
is offering and how diversified one’s role is.
2) Employee satisfaction: Proper growth, learning, incentives, and also the area to improve.
5.3 Impact of Business cycle
Human Resources’ Role in the Business Life Cycle
Starting up- You have relationships with people in the computer industry and believe they will
want to join your new business; however, you will need to hire additional help. HR can make
sure you hire candidates with the appropriate knowledge, skills, abilities, education, and
experience. You do not have time to waste hiring the wrong person. How will you pay your new
employees? Without a compensation system, candidates may ask for unreasonable salaries.
Further, how will you classify jobs as exempt or nonexempt? HR can devise a compensation plan
that fits your new business and make sure it is legally compliant.
Growth- Many consumers are interested in your new computer product as it offers the same
features the Apple computer does, but costs less! Your business’s competitive advantage causes

it to grow significantly. As the company grows, HR will help the business comply with
numerous state and federal regulations (i.e., when you reach 50 employees and become covered
by the Family and Medical Leave Act). HR can also benefit the businesses in the growth phase
by identifying training needs for existing staff. HR may conduct a needs assessment for the
current workforce to determine the skills, training, and employee development necessary for the
company to prepare for growth. Developing staff can be much less expensive than hiring
additional staff or more qualified candidates. In addition, this strategy could reduce turnover and
improve employee retention.
Plateau- Your company has been making consistent revenue for the past 12 months, but it is not
experiencing the type of growth it was before. Employee morale has decreased because of the
subsided growth. HR generally owns the task of creating a more engaged workforce. This may
involve creatively redefining work structures and realigning rewards. Further, HR, as a strategic
partner, can help with the overall business strategy to stimulate growth.
Decline- Apple has launched a new computer product that your company simply cannot compete
with. Your revenues are significantly declining and you know you will have to file for
bankruptcy. Your employees will inevitably lose their jobs, but HR will be able to help. Aside
from helping deliver the tough message to employees, HR can prepare the health care
continuation paperwork for those losing coverage. Many employees will file for unemployment,
and HR can manage the claims received.
Although the business was not successful, HR played a significant role throughout its life cycle.
Where does your business fall in the cycle? As you plan for the upcoming year, think about how
you can leverage HR to help achieve your goals and keep you out of the decline.
5.4 Major players and leaders
1. Lou Adler
Lou Adler is the Founder and CEO of the Adler Group, a consulting firm focused on helping
clients implement performance based hiring systems. Some of their clients include LinkedIn,
Disney, McKinsey, and more.

Prior to his work with the Adler Group, Adler was the VP at The Allen Group and Director of
Business Operations at Rockwell International. He is also the author of the Amazon Top 10
Bestsellers Hire with Your Head and The Essential Guide for Hiring and Getting Hired.
2. Mark Allen
Marc Allen is a professor, consultant, author, researcher and so much more. He is a faculty
member in the Department of Organizations and Management at Pepperdine University’s
Graziadio School of Business and Management. As an award winning professor, he teaches
classes on Leadership, Management, and more. Furthermore, he is a senior associate with the
Kiely Group, a firm focused on organizational effectiveness, and a Senior Faculty member at the
Human Capital Institute. He is also a successful consultant, having worked with companies such
as Boeing, the L.A.P.D., AT&T, etc. Additionally, Allen is a talented author and has written
many articles and books including Aha Moments in Talent Management.
3. David Almeda
David Almeda is the Chief People Officer at Kronos, a workforce management company.
Almeda is tasked with overseeing all of Kronos’ human resource operations worldwide. More
specifically, some of his responsibilities include talent acquisition and development, employee
engagement, maintaining the company culture, and compensation. Prior to joining Kronos,
Almeda was the VP of Global Human Resources at Staples. In addition to his work for Kronos,
he is on the board of Directors of the New England Human Resources Association and is an
advisory board member of the University of Pennsylvania’s (Wharton) Executive Program in
Work Based Learning Leadership.

4. David Anderson
David Anderson is aiming to improve human resource practices to fit the modern world. In an
attempt to modernize HR, he is using more analytical and digital tools as well as creating a
system of treating employees of varying generations differently in order to improve engagement.
He is currently the Chief People Officer at Tribune Media, an 8500-person television and digital
media company. He is trying to modernize and simplify their HR practices as well as utilize an
outcome focused benefit program to boost employee performance.
5.5 Issues and future prospects
Labour Law Consultants in Delhi - One of the most important issues that you must need to
handle carefully to drive your business on the way to success is to manage the human resource of
your company. Utilizing the manpower in the proper way is quite important for the prosperity of
a corporate law, business and making an organized plan is quite important to serve this purpose.
Now, if you want to utilize the manpower of your company to its fullest, you should think about
nothing but EZ HR Consultants – Labour Law Consultants in Delhi, as here you will get efficient
aEZ HR Consultants is a human resource consultant firm that is based in the capital of India,
Delhi offering corporate law, labor laws services. This Labour Laws Consultancy Firm can be
distinguished than any other HR consultancy in India as here you will get more than only
recruiting services such as Labor law compliance. We aim at providing your entire corporate law
and labor law consultancy as we carry out.

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DEPARTMENT OF MBA, DR.AIT Page 1

1.1 Background and origin

Human resources is the department or division of a business, corporation, or organization that

Human resources encompasses a variety of jobs, including human resources generalists,

DEPARTMENT OF MBA, DR.AIT Page 2

1.2 History of its origin in india

1.3 Nature of business

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Generalists vs. Specialists

Training and Development

Benefits and Compensation

Another area of HR specialization is benefits and compensation, sometimes known as total

1.4 Categories or group of products and services

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3. Training and Development

Accuprosys offers specialized HR improvement interventions to assist clients in optimizing the

4. Employee Grievances Management

Employee grievance management services of Accuprosys include disciplinary and grievance

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1.5 Turnover or net worth of the industry

By talking an example of largest consulting service Mercer.

1.5 Input materials and process

1. HRMS (Human Resource Management System) or HRIS (Human

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Whether it's a software solution or software as a service, an HRMS can be an HR representative's

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2.1 Achievements and Milestones

 a. Company due diligence

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2. Research Project – For a reputed after-sales-services company, looking for opportunities to

 a. Research into both related & unrelated businesses

 a. Company’s vision, mission & values

5. Family office meeting conducted for a “family run business” to cause:

2.2 Contributions to the economy expressed in terms of key economic indicators

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Human resource is an important factors of economic development. As opined by Adam Smith

2.3 Concentration / Localization

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Human Resource Consulting Spotlight:

As human resources professionals, consultants will be in a position to efficiently fit a prospective

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2.4 Institution and funding agencies supporting the industries

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Selecting a suitable candidate to support your organisation requires similar knowledge,

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3.1 Industrial policies initiatives

 Safeguards the organization from potential proceedings.

3.2 Tax law pertaining to the industry

 Transportation expenses: $255 per employee per month

Under the new tax law, all of that changes in 2018.

 Transportation expenses: $260 per employee per month

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Seventh: Other fringe benefits will be affected.

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The deduction for meal-related expenses has also been repealed.

3.3 Corporate governance – specific laws guiding them

HR Laws pertaining to recruiting

Pre-employment Enquiry: There are no regulations or requirement to conduct pre-employment