PERSONNEL MANAGEMENT OUTSOURCING - PERSONNEL ADMINISTRATION
I do not have any personnel clerk in my company, yet it runs. Why should I change this model?
If your company employs at least one person, there are various legal obligations arising, which you have to deal with. You take a risk that you might not have all the necessary information available (e.g. you will not notice changes in the Labor code). Above all, you are decreasing your capacity which could be dedicated to the main activity that is most important for the company. You will eliminate these issues by outsourcing the personnel related activities to experienced experts.
I have a functional personnel department/clerk. How would I benefit from cooperation with the Audit organizace company?
In every company, there are activities that can be done more efficiently through outsourcing. This will enable the internal employees to dedicate their time to other development activities of the company.
ACTIVITY - OPTIMIZATION - OBJECTIVENESS
We offer outsourcing of certain personnel activities, such as employee recruitment and adaptation, comparison of working position requirements with employees performing the job, change management and its communication towards employees. We offer assistance to your management related to dealing with personnel issues with employees.
We will ensure a wide range of activities related to the company human resources administration.
Activities related to new employees, adaptation process:
- cooperation with the head of department
- job description
- supervision of the selection brief, candidate profile requirements
- set up of the adaptation process - employee orientation
- communication with the new employee and his/her colleagues during the adaptation process
- monitoring of expectation fulfillment of both the head of department and the new employee
- assistance with challenge solution (different expectations, de-motivation, inadequate results, social fluctuation)
Activities related to current employees:
- cooperation with the head of department
- analysis of current situation, communication with current employees
- comparison of job position requirements with the person performing the job, identification of discrepancies
- workplace relations
- monitoring of employee requirements and expectations (working environment, development etc.)
Personnel administration:
- creation of employment contracts
- management of employee personnel files - comparison with the Labor code legislation changes
- creation/updates of HR standards and internal regulations
Communication with employees related to the solving of personnel issues:
- communication with heads of departments, dealing with their HR related issues
- communication with employees, dealing with their HR related issues
- position redundancy, employee dismissals