HR Nations provide Human Resources
Consulting services to new and established
companies.
With the help of Targeted
Search, Database & Networks We
have therefore purposely built and created a team of
sourcing specialists whose focus is on becoming true
networking experts.
HR Nations recruiters apply both
industry-specific understanding and hiring practice
expertise to help you decide which of three methods will
best serve you:
- Contract: Extensive base of contract employees can help you quickly ramp up and down to respond efficiently and economically to rapidly changing market conditions.
- By Hiring for short term
requirement of project & plan you can complete the
demand of client.
-
- Permanent:
Bringing someone on board in a permanent
position requires more of a commitment, but there
are times when only a permanent placement will do.
We have a dedicated team to provide you the right
person at right time.
- Contract-to-Hire:
This strategy can dramatically reduce your hiring
risk by enabling you to test the employee’s skills,
compatibility, and work ethic before making a
long-term hiring decision. HR Nations is there to
help you on contract to hire part and handling
everything for an employee.
-
IT Recruitment/HR Process
Outsource/ Telecom Recruitment/ Permanent staffing/ Temp
Staffing.
We offer variety
of specialized services and
solutions to companies seeking to
streamline their Human Resources vertical,
across the following areas
- Permanent Placements
- Executive Search
- Outsourcing Employees
- Bulk Recruitment
- Staffing Solutions
- Recruitment Process
Outsourcing (RPO)
- Manpower Training
-
We follow the complete cycle as mentioned below.
IT/Telecom Recruitment:
We are a specialist Recruitment and Staffing
company based in India, with a comprehensive service
offering that includes permanent recruitment, contract
staffing and outsourcing for the IT and Telecom sectors.
Unlike most of our competitors, we focus
on niche IT & Telecom recruitment and staffing. This
focused vision, combined with our IT industry expertise
and proven search methodology, uniquely positions us to
provide high quality resources with a quick turnaround
time.
We have sound IT professionals who
are capable to identify the IT skills & keep updating
themselves on technical skills with need of market.
HR General/ Payroll module/ HR
Training etc.
Human resource policies are the formal rules and
guidelines that businesses put in place to hire, train,
assess, and reward the members of their workforce.
HR
is the area that's solely responsible for maintaining
employment matters according to the company's philosophy
and in compliance with regulations that apply to labor
and employment.
Our HR
POLICIES
- Equal Employment
Opportunity policies
- Employee classifications
- Workdays, paydays, and
pay advances
- Overtime compensation
- Meal periods and break
periods
- Payroll deductions
- Vacation policies
- Holidays
- Sick days and personal
leave (for bereavement, jury duty, voting, etc.)
- Performance evaluations
and salary increases
- Performance improvement
- Termination policies
Probationary
Period
The probationary period is intended
to give new employees the opportunity to demonstrate
their ability to achieve a satisfactory level of
performance and to determine whether the new position
meets their expectations. The company uses this period
to evaluate employee capabilities, work habits, and
overall performance. Either the employee or the company
may end the employment relationship at will at any time
during or after the probationary period, with or without
cause or advance notice.
All new and rehired employees work
on a probationary basis for the first 90 calendar days
after their date of hire. Any significant absence will
automatically extend a probationary period by the length
of the absence. If the company determines that the
designated probationary period does not allow sufficient
time to thoroughly evaluate the employee's performance,
the probationary period may be extended for a specified
period.
Performance
Evaluations and Compensation
Performance evaluations are
conducted at the end of an employee's probationary
period, to discuss job responsibilities, standards, and
performance requirements. Additional formal performance
reviews are conducted to provide both the company and
employees the opportunity to discuss job tasks, identify
and correct performance deficiencies, encourage and
recognize strengths, and discuss positive, purposeful
approaches for meeting goals.
The performance of all employees is
generally evaluated according to an ongoing 12-month
cycle.
Merit-based pay adjustments may be
given to recognize truly superior performance and shall
be at the sole discretion of the company.
Benefits
Employees who have passed their
probationary period are provided the following benefits.
A number of the programs (such as Social Security,
workers' compensation, state disability, and
unemployment insurance) cover all employees in the
manner
The following benefit programs are
available to employees:
-
Holidays
Vacation Benefits
Sick Leave
Holidays
-
The company will grant holiday time-off to employees on the holidays listed below:
-
New Year's Day
Independence Day -
Republic Day
Labor Day
Christmas -
Diwali
-
Holi
-
Gandhi Jayanti
-
Dusshera
-
Eid
Sick Leave
A reasonable amount of sick leave
will be provided for
Sick time-off may be either paid or
unpaid and will be granted solely at the discretion of
the company. Sick leave is not automatic and will be
granted only when absences are due to personal,
legitimate illness or injury. Sick leave cannot be used
for work related injuries--those are handled under
Workers' Compensation state laws.
If an employee is absent for three
or more consecutive days due to illness or injury, a
physician's statement may be requested verifying the
disability and its beginning and expected ending dates.
Such verification may be requested for other sick leave
absences as well and may be required as a condition to
receiving sick leave benefits.
Termination
Unfortunately, termination of
employment is an inevitable part of personnel activity
within any company, and many of the reasons for
termination are routine.
Since employment with the company
is based on mutual consent, both the employee and the
company have the right to terminate employment at will,
with or without cause, at any time. Employees will
receive their final pay in accordance with applicable
state law.
It is not possible to list all the
forms of behavior that are considered unacceptable in
the workplace. The following are examples of infractions
of rules of conduct that may result in disciplinary
action, up to and including termination of employment:
- Theft or inappropriate removal or
possession of company property
- Falsification of timekeeping records, the
application form, or any other company records
- Working under the influence of alcohol or
illegal drugs
- Possession, distribution, sale, transfer,
or use of alcohol or illegal drugs in the workplace,
while on duty, or while operating employer leased or
owned vehicles or equipment
- Fighting or threatening violence in the
workplace
- Negligence or improper conduct leading to
damage of employer leased or owned property or
customer property
- Insubordination or other disrespectful
conduct
- Sexual or other unlawful harassment
- Possession of dangerous or unauthorized
materials, such as explosives or firearms, in the
workplace
- Excessive absenteeism or any absence
without notice.
- Unauthorized disclosure of business
"secrets" or confidential information
- Unsatisfactory performance or conduct
- Gambling in the workplace or on company
premises
- Failure to immediately report a
work-related injury
- Misuse of company
funds/money/equipment/property
-
Non-Disclosure
The protection of confidential
business information and trade secrets is vital to the
interests and the success of the company. Such
confidential information includes, but is not limited
to, the following examples:
- Customer lists
- Financial information
- Marketing strategies
- New materials research
- Proprietary product
processes
- Research and development
strategies
- Technological data
- Technological prototypes
-
Employees who are exposed to
confidential information may be required to sign a
non-disclosure agreement as a condition of employment.
Any employee who discloses trade secrets or confidential
business information will be subject to disciplinary
action, even if he or she does not actually benefit from
the disclosed information.
All employees that ethical behavior, equal opportunity, and respect for other employees are key to the employment relationship. Similarly, either party can end employment at any time and that no policy constitutes a contractual obligation to employees on the part of the company. Lastly, it should be clear that the company reserves the right to change any policy at any time.