More Website Templates at!
HR Nations, Global HR Recruitment firm


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:

  1. Contract: Extensive base of contract employees can help you quickly ramp up and down to respond efficiently and economically to rapidly changing market conditions.
  1. By Hiring for short term requirement of project & plan you can complete the demand of client.
  2. 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.


  1. 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.


  • 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.


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


  • The company will grant holiday time-off to employees on the holidays listed below:

  • New Year's Day
    Independence Day

  • Republic Day
    Labor Day

  • 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.


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


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.