Labour laws and employment policies

CHAPTER 1
INDUSTRY PROFILE

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CHAPTER-1 INDUSTRY PROFILE

Evoluer Consulting Services is in the space of HR outsourcing with a focus on assisting start-
ups and SMEs. Evoluer provides complete end to end solutions in strategic and operational
HR,with a focus on creating and implementing policies, learning and development
programmes and employee engagement initiatives.

Most entrepreneurs and small business owners wear many hats, and have to juggle multiple
aspects of running a business on their own. It is not unusual that most often, one or more hats
will hit the ground. In this scenario, it is vital that the people of the company are not at the
receiving end.

Evoluer focuses on creating a structured way of working, ensuring that there is a high degree
of accountability within the system, that performance is properly rewarded, and that
employee needs are met to the best extent possible. At the same time, the interests of the
company are taken into account, and Evoluer functions as a bridge between the employer and
employee needs.

With increasing need to manage costs effectively, business owners are constantly looking for
ways and means to limit spending. Outsourcing has become an effective way to achieve this.
In the field of people management, outsourcing to a reputable firm becomes important as the
business owner gets a fully functioning team for the cost of a single manager, or even less.

There are a no. of firms that offer partial services. There are, for example, enumerable
recruitment firms, training facilitators and firms offering payroll services. Evoluer is one of
the very few and very first firm that offers total solutions, effectively becoming a one-shop-
stop for all people management needs.

Human Resource Consultancy emerged from management consulting. It addresses human

resource management tasks and decisions.

• It refers to specialist advice and services provided by a third-party to help businesses

maximize the efficiency of their HR operations and implement appropriate new
policies and procedures in the best way possible.

Fill two typical roles:

• Expert Resource Consultant: suggests solutions based on expertise and experience

assists in the implementation

• Process/People consultant: Process/People consultant -assists in searching for

solutions with methods that facilitate and raise creativity of the client company so that
they will be able to implement solutions themselves.

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• HR consultancies are often brought in to address a particular problem or deficit and

are tasked with assessment, auditing, proposal and implementation of a policy
designed to address the deficit and drive organizational change.

1.1 EVOLUTION OF HUMAN RESOURCE

Period before industrial revolution – The society was primarily an agriculture economy
with limited production. Number of specialized crafts was limited and was usually carried
out within a village or community with apprentices assisting the master craftsmen.
Communication channel were limited.

Period of industrial revolution (1750 to 1850) – Industrial revolution marked the

conversion of economy from agriculture based to industry based. Modernization and
increased means if communication gave way to industrial setup. A department was set up
to look into workers wages, welfare and other related issues. This led to emergence of
personnel management with the major task as

– Worker’s wages and salaries

– Worker’s record maintenance

– Worker’s housing facilities and health care

Post Industrial revolution – The term Human resource Management saw a major evolution
after 1850. Various studies were released and many experiments were conducted during this
period which gave HRM altogether a new meaning and importance.

Frederick W. Taylor gave principles of scientific management (1857 o 1911) led to the
evolution of scientific human resource management approach which was involved in

– Worker’s training

– Maintaining wage uniformity

– Focus on attaining better productivity.

Hawthorne studies, conducted by Elton Mayo & Fritz Roethlisberger (1927 to 1940). –
Observations and findings of Hawthorne experiment shifted the focus of Human resource
from increasing worker’s productivity to increasing worker’s efficiency through greater work
satisfaction.

Douglas McGregor Theory X and Theory Y (1960) and Abraham Maslow’s Hierarchy
of needs ( 1954) – These studies and observations led to the transition from the

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administrative and passive Personnel Management approach to a more dynamic Human

Resource Management approach which considered workers as a valuable resource.

1.2 FUNCTIONS

RECRUITMENT
AND SELECTION

TRAINING AND
ORIENTATION
DEVELOPMENT

MANAGING MAINTAINING
EMPLOYEE GOOD WORKING
RELATION CONDITION

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1. Recruitment and selection-: Recruitment is the process of captivating, screening,

and selecting potential and qualified candidates based on objective criteria for a
particular job. The goal of this process is to attract the qualified applicants and to
encourage the unqualified applicants to opt themselves out. Before starting the
process of recruitment, the companies must execute proper staffing plans and should
grade the number of employees they are going to need. Forecasting of the employees
should depend upon the annual budget of the organization and short-term and long-
term goals of the organization. Recruitment and selection process is very important to
every organization because it reduces the costs of mistakes such as engaging
incompetent, unmotivated, and under qualified employees. Firing the unqualified
candidate and hiring the new employee is again an expensive process.

2. Orientation-: Many organizations do not provide a thorough orientation to the new

employees. This is the fundamental step to help a new employee to adjust himself
with the employer and with his new job. Employee orientation program should
include the objectives and goals of the organization and how the employee can help to
achieve the long-term and short-term goals of the organization. Giving intensive
orientation to the employee is one of the major functions of human resource
management. The program should help the employee to know his assigned duties and
his exact job description, job role, and the relationship of position to other positions in
the organization. It gives clarification to the employee to take an active role in the
organization.

3. Maintaining good working conditions-: It is the responsibility of the human

resource management to provide good working conditions to the employee so that
they may like the workplace and the work environment. It is the fundamental duty of
the HR department to motivate the employees. The study has been found that
employees don’t contribute to the goals of the organization as much as they can. This
is because of the lack of motivation. Human resource management should come up
with a system to provide financial and non-financial benefits to the employee from the
various departments. Employee welfare is another concept which should be managed
by HR team. Employee welfare promotes job satisfaction.

4. Managing employee relations-: Employees are the pillars of any organization.

Employee relationship is a very broad concept and it is one of the crucial functions of
human resource management. It also helps to foster good employee relations. They
have the ability to influence behaviors and work outputs. Management should
organize activities which will help to know an employee at the personal and

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professional level. Well-planned employee relations will promote a healthy and

balanced relation between the employee and the employer. It is the key for the
organization to be successful.

5. Training and development-: as a function concerned with organizational activity

aimed at bettering the job performance of individuals and groups
in organizational settings. Training and development can 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.

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CHAPTER 2
COMPANY PROFILE

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CHAPTER-2 COMPANY PROFILE

2.1 BACKGROUND AND INCEPTION

Our Company was incorporated as “Évoluer Consulting Services in January 2013 under the
Companies Act, 1956, out of the vast industry experience, and the observation of an
opportunity. Evoluer is a partnership firm, with 3 partners.

Évoluer Consulting Services is promoted by a team that has firm grounding in HR with top
tier corporate, and whose forté is in the area of developing and implementing a range of
initiatives to manage and maximize on your human capital.
Our in-depth knowledge and experience with all matters related to HR make us the best
choice to trust your people with, leaving you free to focus on your core business interest.
We help optimize resources and costs to achieve your objectives for performance and growth,
through a series of customized HR programmers and processes that help you attract, develop
and enrich your employees.

2.2 NATURE OF THE BUSINESS

Evoluer in the space of HR outsourcing. We work with mature start-ups and SME to help
create and implement people management policy.

2.3 VISION

To sustain and build a network that creates an environment of entrepreneurship and business
excellence.

2.4 MISSION

To create an evolution in HR by bringing people back to the forefront of strategic and

operational excellence for business.

2.5 QUALITY POLICY

Provide the best possible service by constantly upgrading our skills and benchmarking
ourselves against ourselves as well as the industry in order to strengthen our strengths and
overcome shortcomings.

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2.6 FUTURE GROWTH AND PROSPECTS

With growth performing a number of routine tasks, there is an increasing need for people to
up skill themselves. In this context, a firm that facilitates learning and development and
provides a network to upgrade skills in multiple domains becomes invaluable. In addition,
with entrepreneurship becoming the norm in business and with more international firms
starting up in India, the prospects for future growth are immense.

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CHAPTER 3
7s McKinney’s
FRAMEWORK

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CHAPTER-3 7s McKinney’s FRAMEWORK

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3.1 STRUCTURE-: Ours is a network resembling a spider’s web. The management

team (managing partners) is at the heart of the web, with experts in allied fields forming
points of the web.

3.2 SKILLS-: The key skill required in our industry is the ability to manage people. This
is developed through field work, rather than through class-room training.

3.3 STYLE-: Top-Down

3.4 RECRUITMENT STRATEGY-: Purpose of the business and the way the
organization seeks to enhance its competitive advantage.

3.5 STAFF-: Mostly a combination of technical and supervisory, as the supervisors

should be well versed with the technical aspects of HR, labour laws and so on.

3.6 SYSTEMS-: Formal procedures for measurement, reward and resource allocation.

3.7 SHARED VALUE-: called "super ordinate goals" when the model was first
developed, these are the core values of the company that are evidenced in the corporate
culture and the general work ethic.

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CHAPTER 4
SWOT ANALYSIS

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CHAPTER-4 SWOT ANALYSIS

4.1 STRENGTH

Internal factors
The first two letters in the acronym, S (strengths) and W (weaknesses), refer to internal
factors, which mean the resources and experience readily available to you. Examples of areas
typically considered include:
 Financial resources (funding, sources of income, investment opportunities)
 Physical resources (location, facilities, equipment)
 Human resources (employees, volunteers, target audiences)
 Access to natural resources, trademarks, patents and copyrights
 Current processes (employee programs, department hierarchies, software systems.

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• Focus on clients requirements.

•Developing and implementing a range of initiatives.
•Optimum sized company with proven track record
•Focus on the telecommunication industry
•Domain knowledge
•Long term marquee client relationships
•Global delivery model with excellent infrastructure
•Commitment to quality and process execution
•Experienced Executive Management team

4.2 WEAKNESS

External factors-
 External forces influence and affect every company, organization and individual. Whether
these factors are connected directly or indirectly to an opportunity or threat, it is important to
take note of and document each one. External factors typically reference things you or your
company do not control, such as:
 Market trends (new products and technology, shifts in audience needs)
 Economic trends (local, national and international financial trends)
 Funding (donations, legislature and other sources)
 Demographics
 Relationships with suppliers and partners
 Political, environmental and economic regulations.
• No proper organization structure.
• No proper interaction between employees and the subordinates.
• Labor turnover.
• Man power is costly.
• No much promotion is carrying out.
• Company should concentrate on creating Brand name.

4.3 OPPORTUNITY

• Opportunity for workforce growth.

• Business development activities improve the company's reputation
or industry ranking.
• The increasing for our demand from India and all over the world.
• Globalization of India economy bound to increasing demand levels.
• The company can utilize the available resource to the optimum extent.
• Building capacity and development of appropriate skills for implementation,
management and monitoring of the project.

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4.4 THREATS

• Competitor gains edge on the market share, affects the profitability

Of the business.
• Intense Competition.
• Many competitors are entering into the market.
• Competitors are fighting very hard.
• Attrition rate is high.
• High market fluctuations.
• The government policy of tax procedure in this company is not so well managed.

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CHAPTER 5
RECRUITMENT PROCESS

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CHAPTER-5 RECRUITMENT PROCESS

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5.1 PROCESS

The details of the process are delineated below. Annexure A provides the flowchart
version of the process.

• Hiring manager to fill Recruitment Requisition Form (Req Form)

• Appropriate approval authorities to approve the Req Form.
• Approved Req Form to be forwarded to HR.
• HR to source CVs and do a preliminary screening of candidates.
• Shortlisted CVs to be sent by HR to hiring managers.
• Hiring managers to further shortlist appropriate CVs and inform HR.
• Hiring manager to identify interview panel.
• HR to schedule interviews for candidates identified by the hiring manager and
inform interview panel.
• Interview panel to interview the schedule candidates and provide feedback via
the Interview Feedback Form.
• HR to inform rejected candidates of the interview panel’s decision and close
the loop.
• HR to do fitment interview for shortlisted candidates and negotiate salary as
per recommendations of Director.
• Once salary has been fixed, HR to roll out offer letter and follow up with
candidates till the candidate join.
• HR shall ensure that all the following documents are received and checked
thoroughly before issuing the formal offer letters-
(i) Requisition Form
(ii) Resume(hardcopy) of the candidate
(iii)Interview Assessment sheet (with specific recommendations by the
concerned interviewers)
(iv) Compensation Proposal
• HR shall then extend the offer letter, duly approved and signed by the
concerned authority, to selected candidates.
• A preliminary background check (via social media sources such as LinkedIn
or Face book) can be done while the negotiation process is going on. If
deemed warranted, a more formal background check can be done once the
candidate has accepted the offer.

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5.2 SOURCES FOR RECRUITMENT

To ensure that the best talent is hired, various sources of recruitment can be
considered. The sources are to be considered in the following order of priority while
looking for candidates.
• Internal Talent
• Existing CV database
• Personal Network
• Headhunting
• Advertisement in Newspapers
o CV Database access
o Job Posting
• Recruitment Consultants
• Campus Hiring (for trainee positions only)

5.2.1-Internal Sources: Best employees can be found within the organization… When a
vacancy arises in the organization, it may be given to an employee who is already on the pay-
roll. Internal sources include promotion, transfer and in certain cases demotion. When a
higher post is given to a deserving employee, it motivates all other employees of the
organization to work hard. The employees can be informed of such a vacancy by internal
advertisement.

5.2.2-Existing CV database: Resume databases provide an additional job/internship

search resource for job seekers, allowing them to post their resumes. Often overlooked as a
primary recruiting tool (since most companies tend to advertise first), a first-rate resume
database can present employers with several qualified candidates in an instant.

5.2.3-Personal Network: Reference check is a process of getting information about a

person from his previous employers, his schools, college and other available sources.
Through reference checks, the company confirms the information given by the individual
during the job application, and the companies verifies information like education, work
experience, family back ground, personal identification etc. This is usually done by the
employer before hiring a job applicant.

5.2.4-Headhunting-Headhunting is a form of recruitment and selection where the

recruiter finds the contact details of a specific candidate that has some specific skills and
contacts him/her in order to convince him/her to participate in the recruitment process.
Headhunting doesn’t mean that the recruiter is calling you to make an offer. Just to convince
you to participate in the process.

5.2.5-Advertisement in Newspaper-A job advertisement is a paid announcement in a

newspaper or other medium about a job vacancy. The advertisement is part of a wider
recruitment process designed to attract suitable qualified candidates for a job. Job
advertisements are created by human resource professionals or external recruitment agencies
working with the managers of departments who need to recruit staff.

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5.2.6-Recruitment Portals-A job portal, also known as a career portal, is a modern

name for an online job board that helps applicants find jobs and aids employers in their quest
to locate ideal candidates. Career websites, such as Monster, Indeed and Simply Hired, have
job portals that offer a broad range of jobs in a vast number of fields. Some government
agencies, nonprofit organizations, universities and private businesses have their own job
portals that applicants can access on the organization's website.

1. CV Database access
2. Job Posting-Job Posting is a channel through which the human resource
management of an organization posts all its available vacancies internally in
the organization to give an opportunity for its existing employees who wish
to change their fields and work in different departments. The job posting is
done through an open forum in the organization listing the job description
and specifications just as it is done in the recruitment process. The existing
employees can apply for these jobs through the same forum.

5.2.7-Recruitment Consultants-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.

5.2.8-Campus Hiring (for trainee positions only)- Campus placement or

campus interview is the program conducted within educational institutes or in a common
place to provide jobs to students pursuing or in the stage of completing the programme. In
this programme, industries visit the colleges to select students depending on their ability to
work, capability, focus and aim.

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