The HR Company specializes in a variety of services that are intended to improve productivity, efficiency and promote positive communication and employee morale while reducing employment related risks.

We provide our clients with customized management, human resources and training solutions through project based arrangements or complete outsourcing of the human resource function.

We involve employees at all levels and bring focus to how an employee’s daily job function and core competences directly impacts and links to the overall success of the organisation.

1.  Outsourcing

By outsourcing your non-core, yet important, activities to us – the experts in that area, you are able to focus on what is important.  Our outsourcing services range from;

  • Outsourcing of the HR Departments
  • Outsourcing of HR Processes

Outsourcing involves establishing a strategic alliance in order to provide solutions which are essential to achieving business results because they:

  • Are effectively provided by a partner because this is the partner’s core business.
  • Are efficient because you pay for what you need, when you need it, you do not need to maintain expertise which is only needed sporadically.
  • Mobilise a wide range and depth of expertise that demands a combination of creativity and broad exposure, which is difficult to maintain with only internal resources.
  • Require the utilisation of key information systems within the whole New Economy philosophy that the partner can justify because they are integral to the partner’s core business
  • Ensure talent retention by becoming an employer of choice

 

The value proposition of HR Outsourcing

  • Enhanced performance by staying ahead by using the proven expertise in key areas that are the business focus of the external partner.
  • Released potential whereby key players have more time to focus on their performance, as extra and time-consuming tasks are removed.
  • Lower overheads, because of the elimination of the cost of providing services in house, or support services, rentals, fringe benefits, use of company resources, management time, transport, staff welfare and so on.

2.  HR Audits

HR is a system within a system and actions or non-actions of your HR department affect the entire organisation.  The HR audit is the primary means of analysing HR effectiveness and efficiency and objectively reporting findings to include developmental recommendations from a best practice perspective.  The HR audit also improves compliance, if indicated, and develops further infrastructure to support and grow the potential of the company’s Human Capital.  An audit targets areas relative to organisational development and human resources management practices including:

  • Staffing and hiring
  • Benefits Administration
  • HR Administration
  • Employment Practises
  • Education and Training
  • Health and safety
  • Performance management
  • Terminations

The HR Company will prepare a comprehensive report of the audit findings with recommendations that are prioritized to assist your organisation with development of an actionable work plan.

Your effective implementation of the work plan is the key ingredient to improve the performance, efficiency and effectiveness of the HR function and to realize the ROI of Human Capital Management.

3.  Job Profile

This is the systematic process of colleting relevant, work-related information as to the nature, scope and responsibilities of jobs.  As a result of job profiling, you will gain a greater understanding of and able to document the knowledge, skills and abilities and other factors required to successfully perform a job.  Job profiling is the foundation upon which job descriptions are written and defines job content.

4. Job Evaluation

This is a systematic determination of the relative worth of jobs within the organization and is concerned with the value of a job to the organization.

5.  Performance Management

A solid performance management system is a valuable process that should provide a framework for meeting or exceeding the organizational goals.  A performance management system must be aligned to the strategic goals, cascading across your organization and linked to actual job content and job specifications to maximize your return on investment (ROI).

The HR Company will assist your organization in designing a streamlined, straightforward and tailored performance management system that considers your strategic goals and includes linkages to job analysis findings and integration from a systems perspective.

6.  Policies and Procedures

Employers can use a variety of methods to communicate policies, procedures and work rules to employees.  Employee’s manuals are typically the most popular format and explain information regarding the organization’s history and culture, what the employee can expect from the employer and what the employer expects of the employee.

The HR Company will review your existing manual if available and/or develop a new manual tailored to your specific needs.  Typically, this review takes an in depth look at linkage to:

  • Basic Conditions Employment Act and the Labour Act
  • General guidance concerning work related behaviour
  • Rules and Regulations
  • Salary and benefit information