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Our highly customized teams bring each client a combination of deep industry knowledge and expert perspectives from other industries on the challenge at stake.
Hiring Process
Before hiring an applicant for a job position, Skills HR goes through a step-by-step process to find the most qualified candidate to fill the role. Though a search can take time, a rushed hire can lead to additional staff turnover and missed opportunity costs.
By investing in a thorough and detailed hiring process, a hiring staff can make the right decisions and bring in talented professionals who will help the company grow.
Policy Development
A Policy is developed for Companies generally to help them run efficiently in achieving their objectives. They are also developed to comply with the legal and social environment in which they operate as well as to build goodwill with both their employees and their customers. In this way, policies help shape the culture of an organization. They run the gamut from simple parking policies and dress codes to operational policies to complex policies involving benefits and legal rights. To help companies run efficiently, these policies must be appropriate, well written, and easily accessible. Furthermore, as management tools, they must be updated and maintained regularly to work effectively.
Payroll
Payroll processing refers to the task of managing the payment of wages by a company to its employees. The steps involved in payroll processing typically include gathering employee time information for a selected time period, managing benefits & deductions, and distributing employee pay for that time period. While the summary of payroll processing sounds quite simple, there are many behind-the-scenes steps that need to take place, before the actual processing work begins. Skills HR helps in setting up the Payroll system.
Induction & Onboarding
Induction:
An induction program is part of knowledge management process and enables the new starter to become a useful, integrated member of the team, rather than being ‘thrown in at the deep end’ without understanding how to do their job or how their role fits in with the rest of the business.
The process will cover the rights of an employer, the employee rights and the terms and conditions of employment.
As a priority, the induction program must cover any legal and compliance requirements for working in your business and pay attention to any workplace health and safety requirements.
Onboarding: It’s estimated 50% of manager roles fail within the first 18 months while for the majority of employees, 50% leave their new job within the first four months.An effective way to counter these figures is to implement an effective onboarding process. New employee onboarding delivered over a period of at least 90 days is the process of getting new hires adjusted to the social and performance aspects of their new jobs quickly and smoothly.It is the process through which new hires learn the attitudes, knowledge, skills and behaviors required to function effectively within your business. The bottom line is that, to the degree you can make new hires feel welcomed into the business and prepared for their new jobs, the faster they will be able to successfully contribute to business outcomes. .
HR Audits
A Human Resources Audit (or HR Audit) is a comprehensive method (or means) to review current human resources policies, procedures, documentation and systems to identify needs for improvement and enhancement of the HR function as well as to assess compliance with ever-changing rules and regulations. An Audit involves systematically reviewing all aspects of human resources. The purpose of an HR Audit is to recognize strengths and identify any needs for improvement in the human resources function. A properly executed Audit will reveal problem areas and provide recommendations and suggestions for the remedy of these problems.
HR Operations & Compliance
Human resources (HR) compliance is essential for any organization to be successful in today’s legal environment. But achieving and maintaining compliance can be elusive goals for organizations that do not recognize the challenges. We at Skills HR develop and implement an effective strategy to meet them.
HR compliance should be treated as a process of defining both individual and group behaviors to ensure the organization’s applicable laws and policies are followed. Our Business HR team that services our Clients are knowledgeable about HR specific laws and can create policies and procedures in relation to these laws. Just writing policies and procedures and placing them in a repository is not enough. Once established, they must be effectively communicated throughout the organization.
