Staffing Solutions Services

By partnering with us, you have access to specialized assistance in the following areas: organizational development, strategic planning, recruitment and selection, psychometric assessments, labour relations (e.g. union negotiations, disciplinary hearings, Conciliation, Mediation and Arbitration (CCMA) representation, etc.), HR policies and procedures employment contracts, employment equity, workplace skills plans, remuneration reports, job grading, salary scales, incentive schemes, job descriptions, performance appraisals, merit assessments, coaching and mentoring, career counseling, training and development (e.g. discipline in the workplace, client services, results through people and various other training courses).

Expert Staffing Solutions

This includes the activities of hiring new full-time or part-time employees, hiring contractors, and terminating employee contracts

Staffing activities include:

• Identifying and fulfilling talent needs (through recruitment if called upon to do so).

• Utilizing multiple recruitment technologies to acquire a high volume of applicants (and to filter based on experience).

• Terminating contracts when necessary.

• Maintaining ethical engaging practices and aligning with the regulatory environment.

• Drafting employee contracts and negotiating salary and benefits.

Human Resource Management

Comprehensive HR solutions tailored to your business for optimal management and growth.

Compensation

Salary and benefits are also within the scope of human resource management. This includes identifying appro-

priate compensation based on role, performance, and legal requirements.

Compensation activities include:

• Setting compensation levels to match the market and demand, using benchmarks such as industry standards for a

given job function.

• In conjunction with the employer deliberating on salary increases.

• Compensation increases or decreases with employees in the industry.

• Ensuring compliance with legal and cultural expectations when it comes to employee compensation.

Development

On-boarding employees and providing resources for continued development is a crucial investment for organizations and HR must maintain a developmental approach to existing human resources. This includes:

• Training and preparing employees for their role.

• Providing training opportunities (internal Training, educational programs, and conferences) to keep employees

aligned in their respective fields.

• Preparing management prospects and contributing feedback to employees and managers.

Health and Safety

Employee and Labour Laws Relations

Defending employee rights, and mediating disagreements between the organization and its human resources is also a core R function. These functions include:

• Mediating disagreements between employees and employers.

• Mediating disagreements between employees and other employees.

• Considering claims of harassment and other workplace abuses.

• Discussing employee rights with unions, management, and stakeholders.

• Acting as the voice of the organization and/or the voice of the employees during any broader organizational issues

pertaining to employee welfare.

• Utilizing our Network’s, tools and skills, we handle all legal obligations (in-house).

• We conduct a full screening with regards to criminal record checks, ID Verifications, Driver’s License Verifications.

• Additional qualification checks and any other non-standard necessitated reviews required within the labour law.

• The complete contracting and employment agreement aspects involved with employment.

• We handle all Industrial Relations, including poor work performance or disciplinary matters, concerning the employees.

• We mediate any grievance issues the client may have.

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Achieving best practice in various industries include careful consideration of all health and safety concerns for employees, this includes:

• Ensuring compliance with legal requirements based on job function for safety measures (i.e. hard hats in construction, appropriate safety equipment, etc.)

• Implementing new safety measures when laws change in a given industry.

• Discussing safety and compliance with relevant government departments.

• Discussing safety and compliance with unions.