HR Consulting In India

• Impactful HR consulting services for your company
• Detailed HR analytics report every month
• Cost-effective Human Resource consulting services

The Trusted HR Consultant in India

India is among the most rewarding markets for companies looking to expand their international presence. There is ample scope for businesses in any industry to crack the right strategy and establish themselves in India.

However, to make this happen, allocating company resources to the right place is very significant.

You should first manage the critical business functions, such as establishing a reliable supply chain, distribution network, marketing strategy, etc., before incurring costs like building an in-house human resource department. Trustworthy outsourced HR consultants like Edge can set the wheels in motion initially and help you save money. Cost savings would provide you adequate room to channel the company’s funds in the right direction. The HR consulting services market is growing exponentially in India as more and more companies realize that all HR processes can be outsourced conveniently and at a lower price.

Here is how Edge stands apart from other human resource consultants.

Attention To Detail

Our HR function area focuses on the fact that ‘once the last employee of a company is as happy as the first, work would be play.’ This is why our HR consulting services prioritize the all-round well-being of your employees. This, in turn, guarantees better productivity and faster growth in a competitive marketplace. Our HR consultants work to bring out the best in your organisation’s human capital.

Strategic Workforce Planning

Our human capital strategy includes synergy-oriented steps. Imagine you have a worker strength of 200 in your company. It is important to divide the workforce into several teams looking after one domain of your business (such as sales, marketing, research and development, etc.). The cumulative effect of all teams performing at their peak would set you off the charts as opposed to working individually at a sub-optimal level.

State-of-the-Art HR technology

Our HR department uses one of the most advanced HR management software, which simplifies human capital advisory and payroll integration for HR consultants. We can either coordinate with your in-house payroll manager or integrate your employee payroll data outsourced with us for better management and insights.

Human Capital Expertise And Internal Consulting Department

After years of service in the Indian market, our HR consulting firms analysts have understood employee sentiments and local market needs quite well. Our designated HR consultant team is dedicated solely to your company’s HR needs.

Flexibility And Regulatory Compliance

Redesigning HR processes can be necessary as you grow in the new market and conduct fresh recruitments to meet the work demands. Our new talent management strategy is well-equipped to handle a large workforce.

We offer flexible upscaling or downsizing options to serve you according to your needs at any given point in time.

Our human capital consultants also ensure that your company is always compliant with the existing work laws, payroll regulations, and taxes approved by the Indian government.

Our HR Consulting Strategy

As an extension to your core management team, our HR consultants use pre-defined functional strategies to aid your company’s growth.

New Hiring And Management

As you enter a new market like India, our human resources professionals start scouting for job-seekers who can align with your company’s vision. This is what our HR consulting human resource and talent management encompasses mainly.

We have several qualification checks in place to ensure that each employee you hire gets you closer to your desired growth targets. We reduce the resistance that companies often face due to employment regulations, terms, and employee shortages.

The human capital spectrum focuses on finding the perfect employee-job fit that can meet the expectations of both parties. We take care of all associated paperwork, including employment contracts, work visas, insurance papers, tax IDs, etc.

Employee Orientation And Brief Training

We believe that understanding the vision of a company at the time of joining simplifies the workflow and brings more satisfaction to the table. This is why our human resources experts conduct mandatory employee orientation sessions with the core management of your company, who can explain the key business considerations to the newcomers.

Our HR consulting services also include training sessions and programs for inexperienced employees to better align themselves with the job requisites. After all, investing in future human capital yields positive results in the long run.

Advisory And Implementation Activities

Once your workforce is set, performance management comes next. We need to ascertain that the quarterly sales and revenue charts of your company reflect the hard work poured in by the employees. We have several advisory activities and internal contests in place to keep your employees’ spirits high and improve the working ambiance of your company.

• ‘Hall of Fame’ for employees of the month from each department – This would motivate all employees to perform at their best and secure their names on the coveted ‘Hall of Fame.’ We also provide consistent employees with certificates of appreciation on a semi-annual or annual basis.
• Internal contests and prices – Most HR consulting firm analysts have inferred that organizing contests with prizes to be won results in improved average performance by the employees. Our human resources and performance management strategy covers this human capital domain (the work-reward-motivation cycle), too.
• Detailed HR analytics focuses on quick resolution of issues – At the end of each quarter, our HR analysts focus on providing you with detailed insights into the performance of each department and team member. We also throw light on the feedback and suggestions offered by the employees that can be resolved in the next quarter. Both the company and the employees benefit from this feedback resolution loop.

We have a quick redressal team that can resolve common employee issues such as payroll, work leave, insurance expiry, and others. This fastens the resolution of queries and ensures that employees remain happy.

Work Laws and Payroll Mandates in India

A brief overview of the work laws can help us navigate the path to regulatory compliance better.

Minimum Wage Mandate And Leave Criteria

Salaries are typically paid on a monthly basis in India, barring a few companies and industries. There is no national minimum wage set in place by the central government in India. Depending on the location and the business industry, the state governments offer certain guidelines that need to be adhered to.

Annual Leave For Employees

According to the Factories Act of 1948, employees who have completed at least 240 days of service in a year are entitled to a minimum of 12 paid annual leave days. Workers less than 15 years old can take up to 1 day of earned leave per 15 days (i.e., 20 annual leave per year). Some companies (such as private firms, banks, etc.) can offer more generous annual leave allowances in India as part of the employment contract.

Other Types Of Work Leave

• Parental leave – There is no stipulated paternal leave in India. Some companies might offer them as additional benefits. Maternity leave comprises 26 weeks of paid leave to female employees who have worked for the organization for at least 80 days in the last year. The leave can be divided into 8 weeks before childbirth and 18 weeks after. They receive 100% of their salary during this period.
• Sick leave – The Factories Act of 1948 grants 12 days of paid sick leave per year (one day per month) to the employees of a company. Medical certificates are needed for extended leave on health grounds.

Severance Pay And Contract Termination

If an employee is released from a company for no fault of his own after 1 year of service, then he is entitled to receive severance pay. The amount depends on the period of service and the reason for expulsion.

Under the Industrial Disputes Act of 1947, employees are entitled to 15 days of average pay for every year of service (up to a maximum of 45 days) in case of redundancy.

For cases of unfair dismissal, compensation may be awarded by the court. It can also lead to reinstatement and back wages if proven to be truly unfair.

Contract termination can be initiated by either the company or the worker. The designated notice period needs to be served in both cases.

Overtime Specifications In India

Any work extending beyond 48 hours in a workweek is considered overtime. The compensation mandate is set at 1.5 times the wage for the first two hours, followed by 2 times the regular wage for each additional hour.