“Making people successful

in a changing world of work”

Our Vision

In the current scenario of liberalized economies world over, change is rippling throughevery organization and every business sector in the form of global competitivepressures, new technologies and resource management system. There is more thanpressures, new technologies and resource management system. There is more thanever before, a pressure on managers to effectively run the show and demonstrateorganizational skills

“Making people successful

in a changing world of work”

Our History

We firstly came into the scene as one of the upcoming major Manpower Service Providerin Kolkata. When we began working , we started it from scratch. Now we are achievingwhat we wanted to become. A successful HR Management House.

Having faced all the jitters we are more than ready to capitalize on each and everyopportunity that comes our way. We are working with top MNCs throughout India from ourKolkata office . Having closed numerous profiles from top management to the bottom linewe had enriched ourselves with all the vital experiences that a HR Management Houseneeds.

Our main strength had been our Flexibility, Hunger, Focus and The relationship that webuild with the top HR Managers at the MNCs. Slowly and steadily we have built up a teamof Experienced HR personals and Young talented individuals. This team is invariably oneof best any one can find.

What is?

Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process.

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

Recruitment Types

RECRUITMENT NEEDS ARE OF THREE TYPES

� PLANNED� PLANNED

i.e. the needs arising from changes in organization and retirement policy.

� ANTICIPATED

Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.

� UNEXPECTED

� Resignation, deaths, accidents, illness give rise to unexpected needs.

Sources of Recruitment

Comparison – Case

Company A-

(does not uses Catshine’s Expertise)

Company B-

(uses Catshine’s Expertise)

Company - A

1. Existing HR Teams Comprises of at least 2 HR Professionals.

2. Carries out Recruitment by 2 ways:-

A) Without The Help Of Placement Consultancy.

� Has to buy external Database or Use own resources

� Set KRA’s

� Search out proper candidates.

� Call up candidates, take interviews and negotiate as well.

Company - A

does not uses Catshine’s Expertise

B) With The help of Consultancies.

� Hire consultancies

� Monitor them continuously

Draw backs

� Does not always gets the expertise of Best Consultancies as they are costlier.

� Sourced candidate often does not match to the standards thus lacks the Competitive advantages.

� Still has to deal with the negotiation and unweeding the unsuitable candidates.

Company A - Real Problems

� Has to plan much earlier.

� Lacks value creation, operational flexibility & competitive advantages

� Reduces management focus on strategy and planning due to the headache of recruitment

� Has to still deal with the salary negotiation and unweeding of unsuitable candidates

� Improper utilization of resources and time

� Cost of recruitment is high.

Company - B

uses Catshine’s Expertise

1. Company HR department consisting of only one HR.

2. Recruitment planning and process totally carried out CATSHINE.

Company B - Advantages

� KRA’s are set up by Catshine

� Company does not have to deal with any external database and placement consultancies.consultancies.

� Sheds out Headache of Recruitment.

� Helps the Management to focus more on Strategies and Planning.

� Can access the same Expertise of the Top consultants at Minimum price.

� Proper Talents are sourced which gives the competitive edge.

� Gives an extra help for the utilization of resources and time thus increasing the operational flexibility.

� Catshine recruitment process stresses on adding value creation.

Company B - Real Gain

� Company need not plan for human resources much in advance.

� Value creation, operational flexibility and competitive advantage.

� Turning the management's focus to strategic level processes of HRM.

� Company is free from salary negotiations, weeding the unsuitable resumes/candidates.

� Company can save a lot of its resources, money and time .

What Catshine HR can do?

Recruitment Life Cycle

RECEIVING

RECRUITMENT

INFORMATION FROM

CLIENT

JOB PROFILE

EVALUATION

PRICING

IDENTIFYING

APPROPRIATE STAKE

HOLDERS

(CANDIDATES)

CREATING OUR OWN

JD FILE/ POSITION

DESCRIPTORS

DISCUSSING &

FINALISING OUR JD

FILES & PDS FROM THE

CLIENTS END

OUR END

SHORTLISTING/

INTERVIEW PROCESS

INTERACTION WITH

CLIENTS REGARDING

THE FINAL

CANDIDATES

SUPPORTING DURING

THE CLIENT END

INTERVIEW PROCESS

DISCUSSING WITH THE

CLIENTS REGARDING

FINAL SELECTED

CANDIDATES

ON BOARDING OF THE

SELECTED

CANDIDATES

Our Process

HR Outsourcing

� HR outsourcing is a process in which a company uses the services of a third party to take care of its HR functions. A company may outsource a few or all of its HR related activities to a single or combination of service few or all of its HR related activities to a single or combination of service provides.

� In this sense the HR outsourcing service providing firms or hr outsourcing company can be divided into four categories depending on the services they offer

�

HR Outsourcing

HR Outsourcing

PROFESSIONALPROFESSIONALEMPLOYEREMPLOYERORGANISATIONORGANISATION(PEOS)(PEOS)

Taking full Taking full responsibility of responsibility of the HR the HR DepartmentDepartment

BUSINEESSBUSINEESSPROCESS PROCESS OUT OUT SOURCINGSOURCING(BPO)(BPO)

APPLICATION APPLICATION SERVICE SERVICE PROVIDERPROVIDER(ASP(ASP)

ee--ServiceService

Web based Hr Web based Hr

SolutionSolution

Why HR(PEO) outsourcing?

� Allow HR to focus on core competencies

� Creates Strategic Opportunities For HR professionals� Creates Strategic Opportunities For HR professionals

� Improve Quality, Efficiency And Effectiveness

� Relief From Administrative Burdens

� Reduce Operating Costs

Employer Benefits

� Access To Outside HR Expertise

� Greater Diversity of HR Services� Greater Diversity of HR Services

� Leverage Vendor Investments In Technology Available to HR organization

� Upgrade Level of Customer Service

� Ease Time Pressure Demands

� Better, Faster And Cheaper

Job Level Model

STRATEGIC INTENT

CL

TASK(issue)

DELIVERY(end to end)

PRACTICE

STRATEGIC EXECUTION

PEO

LIENT

COST CONTROL

Our Services

1. Culture Building

� Employee Engagement

� Employee Counseling

� Time Management

Our Services

2. Smooth Payroll Management

� CTC Breakup

� Annual Benefits

� Statutory Benefits

� Leave Calendar

Our Services

3. Training & Development

� Analysis of Training Need

� Skills Required For Effective Performance

� Evaluation of the employees who have attended the Training

� Analysis of Development of Performance

Areas Of Expertise.

4. Performance Management

� Creating Job Description

� Abstract The KRAs.

� Linking the KRAs with the employees

� Quarterly Reviewing the Employee Performance

� Gap Analysis In performance

� Skills required for Effective performance

� Performance Appraisal

Areas Of Expertise.

5. Compliance

� PF, ESI, Gratuity etc.

6. Grievance Handling

� Day to Day Grievance Handling

Process of Implementation

Can be Implemented in 3 ways:

•AUTOMATION •EXPERTISED •SELF•AUTOMATION

�OFFER LETTER CREATION�APPOINTMENT LETTER CREATION�EMPLOYEE DATA UPDATION IN SYSTEM�PAYROLL MANAGEMENT�FULL & FINAL SETTLEMENT

•EXPERTISED

�TRAINING & DEVELOPMENT�CULTURE BUILDING�COMPLAINCE�PERFORMANCE MANAGEMENT

•SELF

•GRIEVANCE HANDLING

CATSHINE

1. Planning Initiatives 2. Exploring Strategic Implications. 3. Performance And Costs Analysis 4. Negotiation And Planning. 5. Finalisation6. Transition Of Resources

7. Managing The Relationships And Implementation

Impact on Companies

� Employee reaction

� Hr executive taking parts in operations and strategic decisions

� Elimination of bureaucracy

� Customer service improvement

� Slimming down staff

� Cost saving

� Model will serve to guide other organizational functions as well

Next Step.

� Growth Maturation of HRO market� Growth Maturation of HRO market

� Increasing weight of non cost drivers

� “Commodization” of HR function

� New Roles for internal HR departments

� New Career Opportunities for HR professionals

� In the next 5 years, global spending on HRO will double from $40 billion to $80 billion.

Thank YouHead Office:

Catshine Catshine Catshine Catshine

Head Office:

Catshine Catshine Catshine Catshine (A venture of Business Time Management Services)

56/76, NSC Bose Road,

Tollygaunge,

Kolkata-700 040

Land Line: +91 33 64580840/1/2

Fax: +91 33 2475 1470

Info@catshine.co.in

www.catshine.co.in