Sip report on Planman HR (Temp Staffing)

Temporary Staffing & Payroll of Planman HR

Indus Business Academy

(Summer Internship Project Report)

For academic purpose

of


AN ORGANIZATIONAL STUDY

ON

TEMPORARY STAFFING & PAYROLL

OF

PLANMAN HR PVT LTD

Submitted by:

Mr. Chinmoy Mahapatra

FPB1214/032

Under the Guidance of:

Internal Guide: External Guide:

Prof. Suresh Chandra Mrs. Rajeshwari Sahadev

Asst. Dean (Exams) Recruitment Manager HR

Indus Business Academy Planman HR

Bangalore Bangalore

560062 560034



Director’s Certificate

This is to certify that Chinmoy Mahapatra is a bonafied student of Indus Business

Academy, Bangalore and is presently pursuing his Post Graduate Diploma in

Management.

He has submitted his Project titled “Temporary Staffing & Payroll of Planman

HR” at Planman HR in partial fulfillment of the requirement of Post Graduate

Diploma in Management of Indus Business Academy.

This project has not been previously submitted as part of another degree or diploma of

another Business School or University.

Dr. Subhash Sharma (Dean)


Lakshmipura, Thataguni Post,

Kanakapura Main Road,

Bangalore-560062

Tel: +91-80-28435931/2/3/4

Fax: +91-80-28435935

Email: [email protected]

URL: www.ibainternational.org



Mentor’s Certificate

This is to certify that Chinmoy Mahapatra is a bonafied student of Indus Business

Academy, Bangalore and is presently pursuing his Post Graduate Diploma in

Management.

Under my guidance he has submitted his project titled “Temporary Staffing &

Payroll of Planman HR” at Planman HR in partial fulfillment of the requirement by

Post Graduate Diploma in Management of Indus Business Academy.

This paper has not been previously submitted as part of another degree or diploma of

another Business School or University.

Prof. Suresh Chandra (Mentor)


Lakshmipura,

Thataguni Post,

Kanakapura Main Road,

Bangalore-560062

Tel: +91-80-28435931/2/3/4

Fax: +91-80-28435935

Email:[email protected]

URL:-www.ibainternational.org



Declaration

I hereby declare that project Titled “Temporary Staffing and Payroll of Planman

HR” is an original piece of research work carried out under the guidance and

supervision of Mrs. Rajeshwari Sahadev (Recruitment Manager HR of Planman HR)

and Prof. Suresh Chandra (Assistant Dean-Exam IBA). The information collected is

from genuine and authentic sources. The work has been submitted in particular

fulfillment of the academic requirement of our college Indus Business Academy.

Place: Bangalore Signature:……..……………….

Date: Chinmoy Mahapatra

PGDM-2012-2014

FPB1214/032

INDUS BUSINESS ACADEMY



ACKNOWLEDGEMENT

A Summer Internship Programme is a golden opportunity for learning and self-

development of a student. I consider myself very lucky and honored to have so many

wonderful people help me through in the completion of this project.

I wish to express my indebted gratitude and special thanks to "Mr. Suresh Kumar,

Karnataka Head, Planman HR Bangalore" who in spite of being extremely busy with

his duties, took time to hear and guide me and allowed me to carry out my industrial

project work at their esteemed organization.

A humble ‘Thank you’

I express my deepest thanks to Mrs. Rajeshwari Sahadev (External Guide), for taking

part in decision making and giving necessary advices and guidance whenever

required. I choose this moment to acknowledge their contribution gratefully.

It is my glowing feeling to place on record my best regards, deepest sense of

gratitude to Mr. Suresh & Mrs. Rajeshwari for their judicious and precious guidance

which were extremely valuable for my study both theoretically and practically.

I express my deepest thanks to Prof. Suresh Chandra (Internal Guide / Mentor) for

his guidance and support. He helped all the time whenever needed and gave the

right direction towards completion of the project.



Table of Contents

Sl No. Topics Page No.

1 Abstract 7

2 Introduction 9

3 Industry Profile 13

4 Porter’s Five Force Model 16

5 Company Profile 19

6 Services Provided by Planman 20

7 History of Planman 26

8 Sector Wise Breakup of Planman 28

9 SWOT Analysis 30

10 Competitors Analysis 31

11 Organizational Structure of Planman 35

12 Analysis & Interpretation 36

13 Issues, Global & National Overview 38

14 Findings & Recommendations 41

15 Conclusion 47

16 Reference 49

17 Glossary 50



Abstract

I interned with Planman HR Pvt Ltd, (Human Resource department). It is located in

Koramangala 4th Block, Bangalore and is a temp staffing company, involved in the

activities of Recruitment and Payroll.

The primary goal of doing this internship was to get a real-time insight into the

working of an organization. The major accomplishment for me during my tenure of

two months internship was recruiting a team Lead for Idea Cellular, who happens to

be one of our clients. This one was special in particular as even experienced

recruiters were facing difficulty in recruiting for the particular position.

The staffing industry today works in an exceedingly dynamic business environment,

perhaps the most transformational phase the industry has seen from the time of its

evolution. It no longer functions solely in the capacity of replacing absentee workers

with temporary ones, but has slowly emerged as a strategic partner for its clients by

providing an entire package of employment solutions and services.

The staffing industry has seen a huge swing towards recruiting professionals from

varied streams such as Finance, Sales, Engineering, Information Technology and

Management. While this trend provides myriad opportunities for growth, it has also

bought a set of unique challenges with it. Hence the growth challenges are customer

retention, serving new industries, applicant loyalty, soaring operational cost due to

disintegrated systems in usage, high percentage of manual effort involved in the

process of matching the right person with the right job there by prohibiting a quick

response to the customer for an order and integration of the business process across

geographies. These challenges needs to be addressed by a Go-To- Market solution

that provides a real-time visibility into opportunities and resources, finding, bringing

and retaining the best talent across the globe, managing clients, applications and

orders from a single source, fully integrated to manage both the front office and back

offices seamlessly and inculcates the best industry practices so to deliver the high

quality service thereby adding more value to the customers while reducing the costs

and maximizing profitability.

Organization Structure:

Mr. Suresh Kumar (Branch Head), he heads the Recruitment team and the

Operations / Payroll team.

Under Recruitment the senior most is Ms. Rajeshwari who is the team lead for the

recruitment team with six team members under her.

Under Operations / Payroll Ms. Shaila is the senior most team member with two more

team members.

The organizational environment was quite conducive for working and each member

worked with co-ordination and co-operation with one another.



The process being followed:

First Recruitment team lead will follow up with the client’s requirements and then the

requirements will be forwarded to the recruitment team, who will follow up with the

recruitment process. After the candidate has been shortlisted by the recruitment

team, the work of the retention executive starts, she is concerned with following up

the process starting from the candidate going for interview till final joining. After the

recruitment process is completed the work of Operations / Payroll team starts. They

are concerned with activities like issuing joining letter to the candidates, complying

with joining formalities, exit formalities and claims of the candidate once he / she

quits the organization and following up the salary process of candidates for the client

organization.



Introduction

Staffing Management provides the all essential, tactics and processes for identifying,

sourcing, recruiting and retaining the human resources needed to support all

business activities both in the present and the future. It also includes managing

programs that are in compliance with equal employment opportunity laws and

regulations, as well as for succession planning and organizational exit. In addition

staffing management also includes matters focusing on careers and communications,

legal and regulatory issues, technology and outsourcing, budgeting and metrics,

staffing best practices and global staffing management issues.

Human Resource is a basic need for any work to be done.

“There is a great deal of difference between developing countries and developed

countries which seem to have roughly equal resources, so it is necessary to enquire

into the difference in human behaviors”.

The project report is all about Temporary Staffing and Payrolling process which is an

important part of any organization.

PGDM (Post Graduate Diploma in Management) course of IBA (Indus Business

Academy) requires students to undergo a SIP (Summer Internship Programme) with

an organization followed by a report assigned by the supervisor in the organization

and endorsed by the faculty advisor. I took this opportunity to do my internship with

Planman HR one of the leading Temp Staffing service providers in Bangalore and

around India.

Under the proper guidance of on-site supervisor / guide Mrs. Rajeshwari Sahadev, I

have conducted my study on “Temporary Staffing and Payroll” of Planman HR. My

faculty and Mentor Mr. Suresh Chandra, Assistant Dean (Examination) of Indus

Business Academy, also approved the topic and authorized me to prepare this report

as part of the fulfillment of internship requirement and gave me proper guidance and

assistance over time.

Temporary Staffing

Temporary Staffing refers to a situation where the employee is hired for a certain

period of time after which depending on his / her performance and at the discretion of

the employer he / she is taken on rolls of the company. Temporary employees are

sometimes called "temps." Temporary workers may work full-time or part-time,

depending on the individual case. In some instances, temporary workers receive

benefits (such as health insurance), but usually benefits are only given to permanent

employees.

A temporary work agency, temp agency or temporary staffing firm finds and retains

workers on behalf of other organizations for which they charge them a specific

amount. Other companies, in need of short-term workers, contract with the temporary



work agency to send temporary workers, or temps, on assignments to work at their

companies. Temporary employees are also used in work that has a cyclical nature,

requiring frequent adjustments to staffing levels.

Temporary Staffing highlights each applicant’s skills, talents and experience. Their

selection involves developing a list of qualified candidates, defining a selection

strategy, identifying qualified candidates, thoroughly evaluating qualified candidates

and selecting the most qualified and efficient candidates.

It is said if the right person is appointed at the right place and at the right time half the

work has been done. This project is an attempt to cover all the important points that

should be kept in mind while recruiting and selecting temporary employees. A

research has been conducted to identify the various issues related to recruitment and

selection of temporary employees and other vital information’s. The final objective of

the research being to reach at a conclusion as to why in some cases recruitment is

not hundred percent successful, what are the various method used for recruiting the

candidates and on what basic the selections is done.

Planman HR has a well-articulated equal opportunity policy, which lays strong

emphasis on hiring of individuals irrespective of age, race, caste or gender, in

particular requirement of the client organization a noble practice in recruitment.

Why use temporary staffing services?

A large percentage of all business expenses are related to recruitment, hiring,

turnover, benefits and absenteeism. Temporary Staffing provides recruitment and

staffing solutions for temporary employees and other forms of flexible staffing, with

five ways to slash costs and optimize human resource ROI.

Absenteeism Savings - Clients pay only for the work that is performed by the

temporary employees.

Turnover and Recruitment Costs Savings - The employment agency manages all

employee recruitment and turnover activity.

"As Needed" Hiring - Clients use temporary staff during peak business periods,

eliminating high payroll expenditures during low business periods.

Overtime Savings - Clients can save on high overtime costs and maintain peak

production by having additional temporary employees working shorter hours and / or

during peak busy hours.

Training Cost Savings – The agency tests applicants’ knowledge, skills, personality

and can provide some job specific training, which is a great cost reduction for the

company.

What is temporary help?

The Temp Staffing Company hires temporary employees and assigns them to work

as part of a client's workforce for a particular / fixed duration of time. It is concerned

with maintaining the employer-employee relationship, and is responsible and



obligated as the employer, throughout the employment period. A business agreement

is created with the client that sets out a service fee and includes a guarantee period

as client insurance.

Temporary to permanent employment

When a client conveys to the staffing company that a temporary employee

assignment may convert into a permanent employment with the company, the

agreement for this type of service is based on a combination of the length of the

temporary assignment and a permanent placement fee.

As an employment agency, the firm goes beyond expectations before, during

and after every placement to ensure a good fit.

The search process in employee recruitment can be lengthy and varies in its

complexity and scope. Based on a client's expectations and specifications, the

following steps are taken that should be performed by an employment agency

providing recruitment solutions on behalf of the client company:

Setting up meetings with prospective employees and hiring managers to understand

the recruitment and staffing needs.

Performing extensive research and networking.

Doing media and web advertising.

Performing assessments, evaluations and interviews with potential candidates.

Facilitating personality profiling to determine the correct fit for the individual and the

company.

Negotiating on behalf of clients and candidates.

Preparing and counseling candidates.

Scheduling and preparing clients and candidates for interviews.

Performing reference checks, and credit checks when required.

Ensuring continuous follow-through after a placement.

The firm may also provide temporary solutions on a project basis, for short-term

assignments, and payroll.

Project-based temporary staffing

When a firm has specialized projects, which are different from the core operational

activities, it is not wise to hire specialists on permanent contracts and to release them

after the project finishes. In such cases the staffing firm help’s businesses to develop

project-based staffing strategies and secure the most highly-qualified

employees. With its extensive resources and expert recruitment solutions, the

http://www.adeccobulgaria.com/en/specialized-profiles.html



agency can connect the firm with the people it needs to overcome the unique

challenges and make the business more successful.

Short-term temporary assignments

Staffing is one of the largest cost components of operations. The agency’s bottom

line depends on its ability to manage labor costs effectively. The companies that

overstaff with full-time employees to address peaks in operations will be operating at

reduced efficiency when workloads return to normal, resulting in higher labor costs,

increased costs per unit and lower profits. This is when the company needs

employees for short term production or other operations assignments, where Temp

staffing firms come in handy.

Payroll

In a company, payroll is the sum of all financial records of salaries for an employee,

wages, bonuses and deductions. It refers to the amount paid to employees for

services they provided during a certain period of time. Payroll plays a major role in a

company for several reasons.

Payroll is crucial because payroll and payroll taxes considerably affect the net

income of most companies and they are subject to laws and regulations. From an

ethics in business viewpoint payroll is a critical department as employees are

responsive to payroll errors and irregularities. Good employee morale requires the

payroll department to process and pay salaries timely and accurately. The primary

mission of the payroll department is to ensure that all employees are paid salaries /

wages accurately and timely with the correct withholdings and deductions, and to

ensure the withholdings and deductions are remitted in a timely manner. This

includes salary payments, tax withholdings and deductions.

Payrolling eliminates the paperwork, reporting, and administrative burden of human

resource management. For many small to medium-sized companies, these services

provide key managers the freedom to focus on those activities that are most critical

to the success of their businesses.

What is the Payroll process?

1. Meeting among the firms, current employer and future employer

2. Transfer of data required for signing of labor agreements

3. Termination of labor relations with the current employer

4. Preparation of the new labor agreements

5. Signing the labor agreements

6. Transfer of mobile equipment

7. Transfer of bonus package

8. Welcome briefing



Industry Profile

What is a Temporary Staffing Company?

Temporary Staffing company employment refers to employment where people are

employed by a staffing agency, and then hired out to perform the work at (and under

the supervision of) the user company. There is no employment relationship between

the staffing agency employee and the user company, although there could be legal

obligations of the user company towards the staffing agency worker. The staffing

agency offers employees a fixed duration employment contract. The employment is

often called “temporary work”, “temping” or “temporary staffing”. The hiring firm pays

fees to the staffing company, and the staffing company pays the wages. Flexibility for

both employee and employer is a key feature of agency work.

Mandatory Features and Practices of Staffing Companies

1. Staffing Companies cannot charge employees for finding work

2. Staffing companies must adhere to all labor laws of the land e.g.:

3. Temporary Staffing Companies mandatorily covers each employee with all

statutory Employee benefits as is due to them and as per the statutes laid down in

India. For e.g. each employee is covered under Minimum Wages and in most cases

are paid wages at par with the prevalent market range for the specific job. Each

employee is paid PF and has ESIC coverage as laid down in the statutes.

4. As a mandatory practice each temporary staffing company generates and

distributes pay slips for each and every temp employee.

5. As a mandatory practice each temporary staffing company needs to run accurate

payroll system.

Best Practices of Staffing Companies

1. Cover the temp workers under additional Group Medical claim and personal

accident insurance coverage. This is over and above their coverage under ESIC.

2. Facilitates opening of Bank Accounts / Payroll Cards for the Temp Workers and

each Temp Worker is either paid salary through an account payee check or through

direct bank transfer into their accounts.



3. Organize rewards and recognition programmes for their high performing temp

workers in consultation with the User Companies.

4. Providing temp workers with ongoing support to address their issues or concerns

around their employment.

5. Provide skill development opportunities to the temp workers in consultation with

the user companies.

Temporary staffing set to soar in India

Temporary staffing is fast emerging as a key hiring strategy for Indian companies and

the segment is poised for strong growth over the next few years.

Temporary staffing is fast emerging as a key hiring strategy for Indian companies.

Salaries for temporary jobs are fast catching up with that of permanent ones as more

organizations look to hire temporary staff. Not only have companies in India opened

up to temping as a concept they have started rewarding talent, skills and longevity.

The gap between average temporary and permanent salaries has narrowed over the

last few years.

The depression in 2008-09 did have an impact on the temp staffing industry, but it did

recover well clocking double digit growth year-on-year.

"Today skill is being rewarded well and companies do not mind going that extra mile

to ensure that they have the right talent at their disposal. With more and more

traditional sectors recognizing temping as a key people staffing strategy, the

trajectory is clearly in the direction of growth in hiring and salary increments".

Another interesting outcome is the evolution of sectors like healthcare, pharma and

more importantly telecom and energy that hire temp staff in large numbers.

Global Temporary Staffing Industry Size and Agency Revenue

The International Staffing Industry has been growing considerably over the last few

years.

The top 5 countries in terms of temporary worker base in Europe are UK, Germany,

France, Netherland and Italy.



PORTERS FIVE FORCES IN THE TEMPING INDUSTRY

Temping is defined as hiring workers for a specified duration or on a project basis,

rather than recruiting them on a permanent basis. A 'temp' works for a client

company, but is on the payroll (rolls) of the staffing company.

Many big multinational companies are attracted to this solution because it reduces

the worry of candidate recruitment, cost of training, high salaries and retirement

benefits. This kind of a scenario is especially advantageous to the company if they

have short term requirement for a particular group of skilled people. Also this

situation saves them from paying salaries to staff that is currently on the bench.



From an employee's perspective this industry is favorable since it allows the

unemployed to find the appropriate job for them, also it allows fresher’s to avoid

resume gaps and make a little money. Moreover a large percentage of the temp's

finally get recruited by their client company on the basis of their work.

1. Threat of new competition

Today, the organized Indian temping industry stretches across manufacturing,

consumer durables, retail and the automobile sector. Favorable conditions have

lowered the barrier of threat for new entrants thus attracting new entrants to this

industry.

Reasons:

i. Product differences are low since most of the companies give training to

the students based on the industry demand.

ii. Capital requirements for setting up a staffing company are low.

2. Threat of substitute products or services

The temping industry was born as a substitute for the actual hiring of employees.

Currently the threat of substitute products is high however with increasing economic

down trend and frequent market fluctuations, the threat of substitute products /

services is decreasing but at a very slow pace.

Reasons:

i. Actual recruitment of permanent employees is high.

ii. The temping industry cannot completely wipe out the organized sector.

iii. However it is a trend that is catching up slowly and steadily.

3. Bargaining power of customers (buyers)

In this case the customers are the large MNC's who opt for services from staffing

companies. Large companies do have the upper hand in case of the bargaining

power of customers.

Reasons:

i. Buyer volume is also high, since majority of the companies recruit temps

in large batches depending on the size of the project.

ii. The Product differences are low.

iii. The Brand identity is high.



4. Bargaining power of suppliers

The suppliers in this case are the people that are hired by the staffing agency. Unlike

regular staffers who take the same monotonous route to work every day, meet the

same people and deal with the same problems day after day, temps have a different

job every six to eight months. They change offices, meet new co-workers, even have

a new boss ever so often. However they receive few or no worker benefits. Temps

are the first to be dumped in a recession / slowdown even though they are among the

first to be hired when there is an uptick in the economy. Also it depends on the

unemployment rate in the country. For a country having higher unemployment rate

the bargaining power of the suppliers will be even lower. Recently by government

policies the salary scale was improved for the temps, which can be viewed as a

positive step in improving their status. On the whole however the suppliers can be

seen to have less bargaining power with respect to the current scenario.

Reasons include:

i. The Differentiation of inputs is low.

ii. Presence of substitute inputs is high because majority of the companies

still go in for hiring of permanent employees.

iii. Supplier concentration is high.

iv. Importance of volume to supplier is low since the supplier in this case is

the unemployed citizens of India.

5. Intensity of competitive rivalry

Demand for temporary workers has been fueled by companies looking for greater

workforce flexibility, faced with fast-paced market changes, including changes in

consumer demands and shorter product life cycles. This has led to the growth of

quite a few companies like the Team Lease, Kelly Services, Manpower, Ma Foi,

Randstad, Planman HR etc in India. As of now the intensity of competitive rivalry is

low. The temporary staffing industry continued to clock double-digit growth, of up to

20 per cent in terms of salary hikes over the last five years, the 2008-09 recessions

being the only exception. The gap between average temporary and permanent

salaries has narrowed considerably.

Reasons Include:

i. Product differences are low since all the temps before recruitment by the

client organization are trained in the necessary technologies.

ii. Diversity of competitors is low since as of now only a handful of firms have

established themselves in this industry.

iii. Corporate stakes are high.

iv. The exit barriers are low.



Planman HR Company Profile

About Planman HR

Founded in 1996 by world-renowned management Guru and Economist Professor

Arindam Chaudhari, Planman HR started its operations as an offshoot of 25 years of

research of the global economy undertaken by leading researchers and

academicians globally. Planman is a management consulting firm and hence, in all

its business interests incorporates extremely high levels of commitment.

Planman HR specializes in providing comprehensive and end-to-end HR consulting

service to its Clients. Clients are facilitated in meeting their manpower objectives and

also help in offering industry analysis on market trends, new HR initiatives and

competitive strategies which in turn help clients realize their growth plan. Its pan India

presence, with a team of more than 200 consultants are operating out of offices in

Delhi, Mumbai, Pune, Bangalore, Chennai, Hyderabad and Kolkata, giving it a strong

competitive advantage and helping its clients get enhanced multi-location service

delivery.



Services provided by Planman HR

1. Search and Selection

Planman HR provides career-related consulting services across industries. It goes a

step forward to ensure that the person not only fits the stated job profile but is the

right ‘person fit’ for the organization keeping in mind the organization's work culture.

Its search methodology combined with other capabilities has given its search practice

a leadership position in the market place. One of its key business values is speed.

Each of its teams is led by a Vertical Heads having extensive industry experience

along with the core team of consultants and the support team of research associates.

Search Methodology

STAGE 1 -Define Objectives and Specifications

Study of the client's business environment and work culture.

Specifications from the client relating to the Job specification and

description.

STAGE 2 -Starting comprehensive search

Search is made on the basis of in-house as well as an external

database.

Mining internal databases and use of company’s widespread network

to reach the right candidate as per specifications.

Screening and evaluating the candidates.

Short listing a few candidates to give the client a liberty of choice.

Once the right candidate is reached it’s not only skill set but also

check for cultural fitment in line with the client’s needs.



STAGE 3 -Interviews and feedback

Act as a facilitator between the client and the candidate and help

schedule interviews.

Follow up with the candidate as well as the company.

De briefing the candidate in the post interview stage.

STAGE 4 -Referral and Joining

Conducting reference checks for the selected candidates.

Assisting the client in salary negotiations, if required.

2. HR Outsourcing

The magnitude of business operational complexities has never been as intense as

what is witness today and this situation is all the more aggravated when it comes to

human capital, which is giving nightmares to HR departments of nearly each and

every company.

The continuous effort of identifying, attracting and screening potential employees

didn’t really exist 10 years ago. Nowadays, with a rich supply of job seekers beating

down HR’s doors, the dilemma is how to separate the best prospects from the noisy

pack – a tremendously time consuming burden on a company’s hiring resources. The

prevalent situation has led to the concept of ‘Temporary Staffing’ (commonly known

as temp staffing). It is now used by the clients to optimize the staffing costs

substantially.

Planman’s innovative staffing and HR resources solutions are tailored to enable

organizations meet the challenges of today's fast changing business environment. Its

highly skilled consultants are well versed with particular industry sectors, enabling

them to have a thorough understanding of the assignments.

Clients are helped by sourcing staff, sometimes at a very short notice. They are

helped further by solving co-employment issues and providing the administrative

management of temporary employees, including HR management, payroll and

benefits administration. Also if a client decides to engage the temporary on a

permanent basis, Planman has the conversion scheme.

Its focus is on raising productivity through improved quality, efficiency as well as cost-

reduction, thus enabling the customer to concentrate on its core business activities.

Planman partners with customers to source the requisite personnel for

the manpower staffing requirements.

The personnel are brought on board on rolls of Planman HR.



Transfer of the newly recruited personnel on Planman’s roll and thus

Planman takes the complete responsibility of servicing the payroll and

other benefits.

The customer identifies and transfers the existing set of employees

onto Planman payrolls through its transfer of employee’s procedure.

Continuous servicing and processing of the personnel’s payrolls and

other allied HR activities.

Temporary Staffing Solutions

Planman’s innovative staffing solutions are tailored to enable

organizations meet the challenges of today’s fast changing business

environment.

Planman works closely with clients to identify, engage, train and retain

successful people that organizations would need to create success

stories.

Its focus is on raising productivity through improved quality, efficiency

as well as cost-reduction, thus enabling the customer to concentrate

on its core business activities.

Planman caters to various industries–from Banking, Hospitality,

Telecommunications, Healthcare, BPO’s to KPO’s, FMCG’s and IT

recruitments.

Planman HR specializes in alleviating its client’s valuable corporate

resources by providing the staffing solution and allows the firm to

focus on its core business.

Recruitment Capability

Strategy

Working together with its clients, Planman evaluates the situation and determines a

search strategy for finding the best candidate. An important aspect to this process is

a clear understanding of the client’s culture, the position, responsibilities and

necessary qualifications needed to do justice to the position. Once the profile is

developed, Planman defines its search strategy, including target sectors, companies

as well as levels which result in finding the best person for the job.

Candidate Identification and Assessment

Planman conducts preliminary research for developing an initial candidate list. It

contacts, meets, assesses and validates a short list of potential candidates through

telephonic and personal interviews. The team then prepares a confidential candidate



assessment report, which is then presented to the client for review. When the client is

ready to proceed on the list, the team assists with coordinating the interviews as well

as taking and incorporating regular feedback.

Search Completion, follow up and hand holding

Planman consults with its clients to review top candidates and support the selection

process. It frequently provides support in the negotiations between the client and

candidate. Even after the position is filled, it conducts ongoing follow-up with both

client and candidate to ensure success of the hired executive.

Performance Management

Goal setting and performance appraisal system

Employee performance Monitoring and feedback management

Incentive and benefits planning and administration

Payroll, Leave, Statutory compliance and compensation Administration

Leave and attendance administration

Payroll and salary administration

PF, ESI, Gratuity and employee Health Insurances

Expense reimbursements and allowance management

3. Training and Development

Top performing organizations are in a constant need to build highly motivated and a

self-directed team of professionals. Planman Consulting provide a stack of training

solutions that can help the client organization build these competencies.

It achieves this through specific behavioral and functional training interventions. Its

training programs offer value by helping individuals apply concepts to complex

business situations, hence increasing productivity and efficiencies at work.

Planman Consulting helps individuals align themselves to the organization’s goals

and acquire skills to augment their effectiveness, thus improving bottom lines and

enhancing their career.

Planman’s team of trainers is a prominent mix of academicians, industry experts and

widely experienced ‘Facilitators’ who provide its clients with cutting edge services

and solutions.



4. HR Consulting and Advisory

In today’s world, only technology and capital do not provide a competitive edge. The

next frontier of competitive advantage is Talent and People. Planman helps

organizations develop, re-design and deploy HR systems and processes.

It helps its clients to:

Align HR with business strategy

Evaluate and implement technology to simplify HR processes

Identify skill gap

Improve productivity through effective Performance Management

Systems

Attract and retain key talent by developing appropriate reward

systems

Drive growth using incentive plans

Determine compensation of critical staff using ‘Position Specific Salary

Benchmarking’

Develop / design HR policies

5. Manpower Planning

Planman ascertains the peoples capability required to deliver business goals. Its

model takes into account business environment, competition, growth plans and cost

optimization.

It assists its clients to re-deploy, fill specific skill gaps and manage exits thus

enhance productivity.

Manpower Planning Framework



6. Performance Management

The business environment today is more complex than ever. While human resource

professionals clearly understand the importance of optimal performance

management, they often face significant internal obstacles.

Regularly tracking progress against performance goals and objectives also provides

the opportunity to recognize and reward employees for performance and exceptional

effort, contributing to job satisfaction and productivity. Employees want to feel

successful, to do well at their job and feel they are making a valuable contribution. In

order to ensure this happens, employees need a clear understanding of individual

goals and how they fit into the larger organization.

Planman works with the clients to develop customized solutions as to enhance

employee productivity and deliver business goals. It delivers end to end customized

solutions: defining performance metrics, developing goal setting process, review and

feedback mechanisms.

7. Compensation and Benefits

Planman takes a total rewards approach to Compensation and Benefits combining

monetary and non - monetary aspects while providing customized solutions to its

clients.

Its compensation solutions are built around key business drivers as to reward

employee performance which spurs business growth.

Planman’s compensation plans are designed to differentiate performance and

reinforce desirable employee behaviors. Its expertise in incentive / bonus plan

designing helps the client enhance employee performance. Its solutions are focused

on keeping a low fixed cost base yet using compensation as a tool to drive

performance and enhance productivity.

It also undertakes position specific salary benchmarking which helps its clients

decide compensation for critical positions.



History of Planman HR

Founded in 1996 by renowned economist Prof. Arindam Chaudhuri, Planman

Consulting started its operations as an offshoot of 25 years of research of the global

economy undertaken by leading researchers & academicians at IIPM.

Planman is a management consulting firm and hence, in all its business interests,

Planman incorporates an extremely high level of consulting commitment for its

clients. Planman attempts to improve dramatically the process performance of global

corporations through its consulting enterprise.

IIPM is one of the leading and most respected business schools in India. Live case

studies and industry examples of IIPM and Planman have been noted and honored

at diverse institutions and organizations. The value that IIPM and Planman commit to

bring to corporations is that of thrilling change and dynamic vision; and these

programmes are a furtherance of such commitment.

HR CONSULTING and ADVISORY

Planman HR enables organizations realize HR strategies more concretely by aligning

HR processes to Business Strategies thus making HR strategic. The new focus of

Competitive Business edge is on two points: Talent and People. Planman HR helps

its clients identify and address critical talent issues, drive higher levels of

performance and ensuring retention strategically and ensure a higher employee

engagement thus higher HR effectiveness.

Planman’s innovative Search and Selection, Staffing and HR resource management

solutions are tailored to enable organizations meet the challenges of today's fast

changing business environment. Its consultants are highly skilled and well versed in

particular industry sectors enabling them to have a thorough understanding of the

assignments. It helps clients by sourcing staff, sometimes at a very short notice. It

helps them further by solving co-employment issues and providing the administrative

management of temporary employees, including HR management, payroll and

benefits administration.

TRAINING and DEVELOPMENT CONSULTING

It provides a stack of training solutions that can help organization build

competencies. It is achieved through specific behavioral and functional training

interventions. Its training programs offer value by helping individuals apply concepts

to complex business situations, hence increasing productivity and efficiencies at

work. Its team of trainers is a prominent mix of academicians, industry experts and

widely experienced ‘Facilitators ‘who provide its clients with cutting edge services

and solutions.



EXECUTIVE DEVELOPMENT PROGRAMS

Planman HR conducts regular EDPs (Executive Development Programs) for its

clients and the larger corporate management community in various aspects of

Business and Management. These EDPs are regularly conducted by IIPM professors

along with some of the best known professors from the top B-Schools from across

the globe as a part of their Global Outreach Program of IIPM. Live case studies and

industry examples and insights provided by IIPM and Planman consultants in these

forums and workshops have been noted and appreciated by attendees from diverse

organizations. The value that IIPM and Planman HR EDPs bring, deliver the

commitment to initiate thrilling changes and inculcate a dynamic vision to the

participants and their organizations.



Sector wise Breakup

Retail

Seventymm Services Pvt Ltd

Media

HT Media Ltd

MAA Television Network Ltd

IT

IBM India Pvt Ltd

Ascendas

Gherzi Eastern Ltd

Education

Merck Limited India

Consulting

Deloitte

Food Industry

Danisco

Dominos

Health Care

Health Staff of Eastern Province

Consumer Goods

Best World Business Links

Real Estate

ACL

Emaar MGF

Logistics

Shekar Logistics Pvt Ltd

Banking



ICICI Home Finance

Internet Broadband

Tikona Digital Network

Sify Technologies

FMCG

ICI India Ltd

Telecom

TATA Communications

Reliance Telecom

IDEA Cellular Ltd



SWOT Analysis of Planman HR

Strength

Tools to improve human resources activities (e.g., interview guide and

training manual)

Experienced workforce dedicated to mission. Employees feel “part of the

team”

Experienced, resourceful, dedicated workforce

Strong community partnerships / collaboration

Continuous Quality Improvement promotes teamwork

Proactive management team

A holistic practice orientation

Weakness

Lack of professional identification, or identity crisis

A lack of preparation to manage the stress of our work

Diminished Resources–Increased Consumer Demand

Failure to communicate formally and informally, both cross-functionally and

within departments

No continual evaluation and updating of human resources practices and

policies

Lack of accountability of managers and employees to achieve clear and

measurable performance levels

Opportunity

Availability of advanced technologies to foster more effective human

resources activities

Availability of information about best practices in human resources in the

consulting world

Leadership training for possible advancement

Promote teamwork across divisions

Identify / tap into staffs hidden strengths

Threat

Other organizations may attract employees and business away

Staff turnover

Fewer people willing to work in the temp staffing industry



Competitors Analysis

1. ABC Consultants

ABC is considered the pioneer of organized recruitment services in India. With a

presence of over 40 years in the field, ABC’s placement of executive talent is second

to none. They focus mainly on middle and senior management needs and recruit

across industry segments for both MNCs as well as Indian companies. Areas of

expertise include Automobile, Consumer Services, Financial Services, R&D,

Pharmaceutical, and Media among others.

ABC Consultants – Building Careers…Building Organizations is their bottom line

2. Manpower

MANPOWER Services India Private Limited is a 100% subsidiary of Manpower Inc.

USA. It places people in permanent positions, temporary positions, contract jobs and

volume hire services for India. Recognizing that every industry is different and has

specific needs, Manpower has expertise in manufacturing, infrastructure, healthcare,

technology and consumer services to provide clients with value added recruiting

solutions.

Manpower – Welcome to a world of opportunities

3. Kelly services

Kelly is credited with founding the staffing industry in 1946. It has maintained its

position as a leader since. Recognizing that people are its key resource, Kelly invests

heavily in them. Providing in-depth solutions across all sectors, Kelly serves clients

around the globe as well as in India for both permanent and temporary positions.



Kelly – founders of the staffing industry

4. Ma foi Randstad

Ma Foi is a part of Randstad, the world’s second largest HR services company, and

has over 20 years of experience in Human Resource Management and Consulting.

Understanding that human capital is a very valuable asset, they identify the best

possible candidates and connect them with their clients. Other than staffing and HR

services, Ma Foi also focuses on payroll outsourcing, back office recruiting, corporate

training and content writing.

Ma foi Randstad – providing HR solutions

5. Adecco

Adecco is India’s fastest growing HR company. It provides end-to-end HR solutions

focusing on executive recruitment and temporary staffing services. Apart from the

80,000 plus professionals that it has placed at client sites, it also has an in-house

team of 800 specialists to customize HR solutions. The sectors covered are IT and

IT-enabled services, Telecom, Media, Consumer Services and Financial Services.

Adecco – end-to-end HR solutions



6. TVA Allegis

Allegis is the US’ largest staffing firm. After acquiring TVA Infotech in India, TVA

Allegis has now emerged as the forerunner in the field of recruitment process

outsourcing (RPO). They provide RPO services across industry verticals and flexible

solutions to suit varying customer needs. TVA is there with the clients from the start

of the hiring process to the end where quality people are recruited and trained for the

project.

TVA Allegis – managing human capital

7. Genius Consultants Ltd.

Genius Consultants was started primarily as a Recruitment Consulting Organization

but has grown to enter other areas such as Temporary Staffing, Permanent Staffing,

Payroll Processing, Background Screening and Investigation and Compliance

Management. It is aimed at being a one-stop shop for all the problems a client may

have. Genius has placed around 55,000 middle and senior level executives in sixteen

countries. They also manage the payroll for 18,000 employees and have done

34,000 background checks.

Genius Consultants Ltd. – total staffing solutions

8. A.F.Ferguson & Co.

A.F.Ferguson & Co. provides specialist management consultancy services in various

sectors. They also have a wealth of Chartered Accountants within and using these

resources, provide services to a large domestic and international network.



A.F.Ferguson & Co. – specialist management consultancy services

9. HR-One Management Consultants (P) Ltd.

HR-One is India’s first CRISIL rated HR Company. It focuses on the entire gamut of

HR services starting from talent search, temporary staffing, training and HR

consulting. With a team of 200 HR specialists from all verticals of industry, HR One

has expanded its services bringing in a larger pool of clients ranging from Fortune

500 companies to entrepreneurs.

HR-One Management Consultants (P) Ltd. – India’s first CRISIL rated HR Company

10. Planman HR

Planman Consulting is India’s largest multi-interest consulting service. With people

as its core strength, Planman’s work force includes individuals who have developed

core competencies across different industries. This enables them to directly add

value to specific clients. The sectors it covers includes IT, Knowledge Outsourcing,

Global Strategy and Investment Consulting, HR and Financial Consulting.

Planman Consulting – a multi-interest consulting service



Organizational Structure of Planman HR

The organizational structure adopted by Planman HR is quite suited keeping in mind

the industry it serves. There is a clear line of authority and distribution of work flow.

This helps employees to know as in what needs to be done by them, and what is

expected of them. This setup also does-not put a lot of pressure on a particular

individual, rather it focuses on distributing the work among every one more or less

equally. Hence the organizational structure adopted by Planman HR best suits its

functioning and the industry it serves.

Karnataka Head

(Branch Head)

Mr. Suresh Kumar

Recruitment Team Operations /

Admin / Payroll

Team

(Recruitment Head)

Mrs. Rajeshwari

Sahadev

(Operations Head)

Mrs. Shaila

Mrs. Mahalakshmi

Mr. Raj Mohammed

Mr. Rajanna

Mr. Shriram

Mr. Vijay Kumar

Mr. Harish

Mr. Ashfak

(Retention Executive)

Mrs. Veena



Analysis and Interpretation

There is no doubt that the world of work is rapidly changing. As part of an

organization, HRM must be equipped to deal with the effects of the changing world of

work. This means understanding the implications of globalization, technology

changes, workforce diversity, changing skill requirements, continuous improvement

initiatives, contingent workforce, decentralized work sites and employee involvement

are the issue for confront. It is a big challenge for the HRM department to support the

organization by providing the best personnel for the suitable position in shortest

possible time.

Starting with getting the requirements list till final planning, recruitment and selection

for them is a great task. Moreover selecting and attracting the suitable candidates in

time is a challenge.

The cost of recruitment is significant. So, proper planning and putting those plans into

action is the task that require more focus and improvement. Equal opportunity and

sourcing is also a vital part.

Objectives of the Study

Broad Objective

To know overall about the company Planman HR and also to know each and every

part of the Temporary Staffing and Payroll process of the company.

Specific Objectives

1. To focus on major elements of Recruitment and Selection process of temporary

employees.

2. To focus on the process of Recruiting and selecting candidates.

3. To focus on the use of modern techniques.

Methodology

Source of Information

1. Primary The primary information was collected through face to face interview,

observation and participation in the recruitment and selection process.



2. Secondary The secondary information was collected from websites and other

relevant sources.

Both primary and secondary data sources were used to generate this report. Primary

data sources are scheduled survey, informal discussion with professionals and

observation while working at different desks. The secondary data sources were

information from internet websites and relevant sources.

Scope of the research

The report deals with the recruitment and selection process in terms of theoretical

point of view and the practical use. The study will allow learning about the

recruitment and selection issues, importance, modern techniques and models used

to make it more efficient. The study will help to learn the practical procedures

followed by the leading organizations. Moreover the study will help to differentiate

between the practice and the theories that direct to realize how the organization can

improve their recruitment and selection process.

Limitations of the research

The main limitation of the study was the collection of information. Because most of

the information is confidential, so the company people didn’t want to disclose them.

Aim of the study

To analyze the present recruitment methodology of temporary employees in small

and big organizations, proposing modifications and improvements for the same.

Background of the study

Recruitment is the process of identifying and attracting a group of potential

candidates from outside the organization for employment. Once these candidates are

identified, the process of selecting appropriate employees for employment begins.

This means collecting information about the candidates from various sources,

measuring and evaluating information about these candidates, qualification, skill

requirement and experience (if applicable) for specified positions.



Issues, Global and National Overview

Temporary staffing agencies provide solutions to their client's personnel problems by

providing a short-term work force that consists of skilled workers available at a

moment's notice. There are many factors that affect a staffing company's success,

including employee work ethics, the staffing company's reputation, ethical issues,

including competition, global and local political condition and the economy.

Issues relating to the Temp Staffing Industry

1. No-Shows: One of the most challenging aspects of running a temporary staffing agency is employees failing to arrive on the job site. Commonly referred to as "no-shows," this is the fastest way to lose a top client. No-shows are most common on short-term assignments that provide no opportunity for a permanent or long-term position. The key to minimizing no-shows is to build a strong team of employees that can be counted on, regardless of the length of the assignment.

2. Reputation: A temporary staffing company is only as good as the temporary employees it sends to its clients. Many agencies focus on volume rather than high quality employees. Unfortunately, bad news spreads rapidly and a few simple hiring mistakes can cause a major road block for future business growth. If a difficult employee creates a situation on a job site, prompt and professional attention to the situation is the best way to protect the staffing agency's reputation.

3. Ethics: Some clients will have unethical requests, such as not hiring minority or disabled employees. It is a staffing company's legal and ethical responsibility to meet all Equal Employment Opportunity requirements. These unfortunate and common requests are not only unethical, but also illegal. Other staffing companies may be willing to take the chance by hiding unethical practices. It is always best to leave these types of clients for the competition, regardless of the potential profits.

4. Competition: Areas that have a high concentration of potential clients also tend to have a large number of temporary staffing agencies. This type of competition can be fierce, and a common strategy many staffing agencies use is significant underbidding. While there may be the occasional client that feels negotiating a lower-than-standard fee is worthwhile due to volume, this practice should be avoided as it lowers the profit margins throughout the entire market over time. Setting minimum fees and standing by that price may cost a staffing company a few low paying clients. However, the clients that do pay a reasonable fee are the companies the staffing agency should strive to serve.

5. Economy: Many industries are greatly affected by fluctuation in the economy. An example of this is the construction industry, which is directly tied to the housing industry. When the economy is suffering, the demand for new homes declines. This has a trickle-down effect that will leave a temporary staffing agency that only works in construction with no assignments for their



employees. Diversifying the staffing agency's specialties is the best way to protect the bottom line. With industry diversity, a staffing company can shift employees from a slow moving industry to one that actively requires a temporary workforce. For example, construction workers without available assignments due to lack of new home construction often can be placed in warehouse or manufacturing positions.

Staffing Companies: The Global Experience

Staffing companies globally support companies and workers in adapting to seasonal

changes in the economy. The increase in structural changes in recent years has

brought a new set of challenges to economies and labor markets.

Globalization, demographic evolution, unpredictability and complexity combined with

new attitudes to work have resulted in economies across the world experiencing

deep structural shifts. For labor markets, the consequences are severe: persistent

high level of unemployment (which hits young people disproportionately hard), the

need for new skills for new jobs, low occupational and geographic work mobility, a

risk of segmentation of labor markets, low labor market participation rates (especially

for women and older workers) and the need to reconcile diverse forms of labor

relations with decent working conditions. According to the report staffing companies

are well placed to enable adaptation to these structural changes. With its

international reach and specialized market knowledge, the sector facilitates

adaptation to change in labor markets that are becoming increasingly complex,

volatile and unpredictable.

Some of the key observations made in the study are:

Higher the agency work penetration rate, lower the unemployment rate.

ermanent contracts.

te to reducing undeclared work.

eople to enter and stay in labor markets. Agency

work is often their first opportunity to gain work experience.

.

Staffing Companies: The Indian Experience

In India, where the labor market is highly fragmented, organized employment (based

on formal, written employment contracts) has been stagnant for many years leaving

unorganized employment (without written employment contracts or undeclared)

jobless. By creating new, formal job opportunities each year, the temporary staffing

industry plays a key role in reducing both unemployment and undeclared work. For

the workers, the industry provides decent work, safe working conditions and a



reassurance that they will be paid. The contract duration of a typical temp job in India

varies between 2 months to 18 months – this is very close to the global mean

duration of 3 months to 24 months.

In emerging markets such as India, where employability is a significant problem,

Temporary Staffing firms are serving a crucial role.

As the area of human resource management becomes more strategic and more

global, recruitment, especially of temporary employees is becoming more important

and critical to the organization. While most companies seem to have recognized this,

there are some that are lagging behind. As a consequence they are doing many

things that would make their management of human resources as effective as

possible. In doing so doing, some of the things that are being observed are:

1) The roles that the HR department and its HR professionals have traditionally

played are changing substantially;

2) The competencies required by the HR professionals to play these new roles are

also changing rapidly with dramatic implications for the current HR staff and leaders;

3) The HR professionals are working more closely, in partnership, with line

managers, employees, suppliers, representatives of labor unions, strategic partners,

members of community organizations and placement consulting firms in order to be

more effective in managing the firm’s human resources; and finally,

4) The structure of the HR department and the HR function are being reshaped in

order to better serve the various stakeholders of HR in order to make the

management of people and the organization more effective.

Objective of the study

1. Champion sustainable growth of the Staffing Industry

2. Provide an authoritative voice to the Staffing Industry

3. Establish quality standards for the Staffing Industry at large and a code of conduct

for the members

4. Increase visibility and enhance the image of the Staffing industry and strengthen

its representation

5. Promote Staffing as an effective enabler of socio-economic growth

6. Developing Staffing Industry as a choice of employment



Findings and Recommendations

1. Fragmented Market Space

Indian staffing industry is very fragmented, clustered mainly around the metro

political cities and IT hubs leaving a large geographical landscape un-assed.

Recommendation

This is a disguise in boon as the fragmented market space provides an opportunity

for the staffing firms to grow by consolidating particularly in fragmented markets by

strategic acquisitions. Moreover, the process is accelerating as general staffing

companies are seeking a stronger foothold in the professional staffing markets in

order to achieve a more diversified service range and access to the more profitable

specialist segments.

2. Deregulation

The regulatory framework of labor market creates a significant influence on

the staffing market size and growth rates.

Recommendation

There is a direct relationship between the regulatory frameworks of labor markets

and staffing market size – more flexible labor markets lead to higher penetration

rates for the staffing industry.

3. Economic Environment

Demand for HR services is sensitive to changes in the level of economic

growth. In good times, when GDP expands, demand for temporary

employees increases. In a downturn, companies tend to reduce their quota of

temporary employees before permanent staff, resulting in lower revenues for

the staffing business, with a negative impact on profitability and the financial

position.



Recommendation

Given the importance of the staffing industry, it is important that management at

country level is aware of economic developments in order to adapt the cost base to

revenue trends. Corporate and regional management need to maintain an active

dialogue so that capacity can be judged as and when necessary. Close monitoring of

monthly results and update forecasts ensures a rapid response to business

developments.

4. Client attraction and retention

The staffing firm’s business potential and long-term profitability depends on

attracting and retaining clients. Client satisfaction breeds loyalty and leads to

consecutive assignments. Failure to provide this is a business risk.

Recommendation

Staffing firms can conduct a local client satisfaction survey with management-defined

short-term targets. The results will help to draw up strategies and gear the services to

client needs. In addition staffing firms can also continue to review and improve the

delivery model.

5. External Talent attraction and retention

The success of staffing firms depends on their ability to attract and retain

external talent who possess the skills and the experience to meet client’s

staffing needs. With talent shortages in certain sectors and intensive

competition for skilled individuals, providing suitably qualified candidates is

both a challenge and a risk. The continued success of staffing business

depends on the ability of the staffing firm to offer attractive conditions to retain

colleagues.



Recommendation

A key to retaining external talent is to offer consecutive assignments and competitive

wages. Staffing firms can continually evaluate and upgrade the supplied pool of

qualified people to keep up with changing client needs and emerging technologies.

6. Notion and Reality that the individual rules

The rapid rise of a new class of employees comprising essentially of young

people with an entirely new set of expectations and motivations when

combined with the talent shortage, has shifted the power from the employer to

the individual, resulting in the retention of talent becoming all the more

elusive. This significant role reversal has triggered considerable changes in

the way companies project themselves as employers. While strengthening

their brand equity, the companies have to emerge as an individual centric

management rather than a homogenous group management.

7. Streamlined Processes

Many staffing companies still use Excel spreadsheet and even handwritten

notes to manage central processes like recruiting, prospecting, matching

applicants to orders etc. Today’s staffing industry depends on the speed to

find top talent and fill job orders, using manual processes like these puts the

staffing firms at a risk of losing clients to the competition.

Recommendation

The staffing solution automates the time consuming aspects of staffing office

business processes such as client, applicant and order management so that the

employees of the staffing firm can focus on filling more job orders and better serving

the clients. It also streamlines the pay-to-bill process, improving efficiency and

reducing errors so that the staffing firms can increase cash flow. As a result

employees are empowered to work more efficiently and effectively to grow the

business.



8. Efficient Order Management

Manual processes can be challenging for a single-office company. Yet for a

company that operates in multiple locations, manual processes can become

cumbersome. This can significantly inhibit the ability to fill job orders quickly

and, ultimately, grow the business.

Recommendation

The staffing solution provides a single source for managing and viewing job orders

and assignments, thus eliminating the need to search through stacks of handwritten

job orders and assignments to understand the pipeline or track down a recruiter to

get the status of an order.

9. Front to back Integration

Different systems create multiple versions of information that impede the

ability of a staffing firm to manage the business efficiently. Decentralized

information prevents the employees from having real time visibility into

available resources, open orders and client requests. And this in turn

prevents from having real time insight into the pipeline, cash flow and

business trends.

Recommendation

The staffing solution completely integrates the front and back-office systems to

provide a consistent, centralized data source for clients, applicants, orders, projects

and billing information. The firm’s employees can easily view and share the same

data directly from a web browser. By connecting employees throughout the

organization to a single source of information, efficiency can be increased

dramatically, reducing errors and eliminating redundancy.

10. Powerful Search and Match Capabilities

One of the most important tasks for a staffing firm is to find the best resource

for a job. Even with an ample pool of job orders and a top-notch pool of



resources, staffing firms may not realize the full potential for profitability

unless they efficiently and effectively match the resource to the job profile.

Recommendation

The staffing front office solution delivers the extensive search and match capabilities

that make it easier to find the right person for any job based on skills, location,

availability and billing rate from a single labor pool. It not only increases the

operational efficiency but also reduces the risk of losing business to competitors.

11. Simplified Workforce Management

Good recruiting means finding, bringing on board, and retaining the best

talent. It means quickly identifying the right person for a job without paying

fees for skills that already exist in the system. This problem can be overcome

if the staffing firms can source across geographic areas.

Recommendation

The staffing solution provides the ability to the staffing firms to manage their pool of

employees, subcontractors and applicants in a single, centralized repository while

minimizing duplicate entries and non-fictional information. Thereby staffing firms can

easily track and update a resource’s skills and availability anywhere anytime to

enhance their sourcing process.

12. Scalable Architecture

Large clients are increasingly expecting the staffing solution providers to

manage all their staffing and human resource services needs to achieve

greater efficiencies, coat savings and quality of service. As growth in the

staffing industry today is being driven by new business models like single-

source partnering and vendor-on premise contracts, it becomes essential that

the staffing firms equip themselves to provide their clients with consistent,

high-quality service across states.



Recommendation

The staffing solution not only provides the staffing firms with international expansion

capabilities but also supports the multinational client operations. It handles multiple

currencies, multiple languages, global payroll and billing functions and local

employment laws, so that staffing firms can execute on the international staffing

objectives effortlessly. It can also scale to support the staffing firm’s operations round

the world, with employees requiring only a simple web brouser to access the

information they need.

13. Proactive Relationship Management

Each day a staffing firm employee spends on an average about 40% to 60%

of their time at administrative tasks such as reminders and to-do lists. These

tasks are no doubt important to manage the client accounts, but they also

take the time away from developing deeper and more meaningful client

relationships.

Recommendation

The staffing solution streamlines the client administration process by using delivered

templates and empowering clients with online self-service, thereby allowing the

staffing firm employees to spend more time on the development of each client into a

more profitable, long term business partner.

14. Use of Technology for Staffing Industry

Staffing firms use technology mainly for optimizing costs and gaining strategic

outcomes such as enhanced service delivery.

On the other hand staffing companies must balance the desirable outcomes

with the challenging consequences of technology implementation such as

training costs and misalignments between software and strategy that can

threaten the bottom line



Conclusion

Recruitment is an important issue for any organization. Recruitment and selection

allows an organization to access the vacancy and choose the best personnel who will

lead the organization in future. So the organization should give more emphasize on

selecting a person who can carry forwarded the organization in terms of

development, values and ethics. Mainly the precious resource for any organization is

their knowledge based efficient workers. The organizations should more cautious on

this issue to ensure the quality and ethics.

From the above discussion we can easily understand that Planman HR is one of the

top Temp Staffing Company of Bangalore and India. It covers the whole of India by

its wide spread network. Its primary aim is to provide temp staffing solution to needy

organizations. At this moment the company is in growing position. But the strategies

of the company will make the company “number one” Temp staffing company of

Bangalore and India.

We can see the Human resource practice, recruitment and selection process,

employee satisfaction and relations at Planman HR are a very developed and

effective one. As a company having PAN India presence, for making the process

more effective Planman HR should analyze the recruitment and selection process of

other multinational company of home and abroad. That can make Planman HR

perfect in recruiting people and the company will get efficient professionals, that will

increased the productivity as well as revenue.

The most important key source factor of Planman HR is its efficient human resource.

Its decisions are based on facts from market research and coverage survey. The

company also monitors it's competitor's activities and is proactive in marketing

decisions.

Temporary staffing is a nascent industry in India and is gaining acceptance very

rapidly. The benefits provided by it both to the companies and workforce are a lot

which are very helpful for a growing economy like India. The industry improves

efficiency of the system because organisations can focus on their core businesses

and takes care of the seasonal fluctuations. Companies are also accepting this

method of temporary staffing because it helps them get away with labour issues.

Temporary staffing seems to be a change for good but there are some challenges

ahead of the industry also. Changes are required in labour legislations to conform

them to contemporary economic changes. Employment of temporary employees in

core activities with lesser remuneration as compared to permanent employees

creates rift and must be controlled.



Apart from this, there is a need for the principal employers to understand that

temporary staffing provides them staffing flexibility and should not view it as a means

to exploit labour which in the long run can affect the productivity and competitiveness

in today’s knowledge economy.



Reference

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http://www.unido.org/overview/employment/temporary-assignments.html

http://www.laurygroup.com/temp-p.php

https://en.wikipedia.org/wiki/Payroll

http://www.investopedia.com/terms/p/payroll.asp

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http://www.staffingindustry.com/row/

Indian Staffing Industry Research 2012

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temporary-hiring/1125027/

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http://computer.financialexpress.com/20090831/technologylife01.shtml

http://timesofindia.indiatimes.com/business/india-business/Temporary-staffing-fast-

emerging-as-a-key-hiring-strategy-for-Indian-companies/articleshow/14464640.cms

http://www.infosys.com/newsroom/events/Documents/staffing-industry-challenges.pdf

https://en.wikipedia.org/wiki/Temporary_work

http://www.laborready.com/Temporary-Help

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https://en.wikipedia.org/wiki/Permanent_employment

http://www.bie.org/?gclid=CK39ouXJr7gCFQtV4godWz8Aqw

http://www.unido.org/overview/employment/temporary-assignments.html

http://www.laurygroup.com/temp-p.php

https://en.wikipedia.org/wiki/Payroll

http://www.investopedia.com/terms/p/payroll.asp

http://www.wikihow.com/Process-Payroll

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http://indianstaffingfederation.org/

http://www.staffingindustry.com/row/

http://www.planmanhr.com/

http://www.indianexpress.com/news/back-to-the-wall-indian-it-services-cos-step-up-temporary-hiring/1125027/

http://www.indianexpress.com/news/back-to-the-wall-indian-it-services-cos-step-up-temporary-hiring/1125027/

http://www.indianexpress.com/news/temporary-staffing-set-to-soar-in-india/1018519/

http://computer.financialexpress.com/20090831/technologylife01.shtml

http://timesofindia.indiatimes.com/business/india-business/Temporary-staffing-fast-emerging-as-a-key-hiring-strategy-for-Indian-companies/articleshow/14464640.cms

http://timesofindia.indiatimes.com/business/india-business/Temporary-staffing-fast-emerging-as-a-key-hiring-strategy-for-Indian-companies/articleshow/14464640.cms

http://www.infosys.com/newsroom/events/Documents/staffing-industry-challenges.pdf



Glossary

Temporary employee

A temporary employee is defined as an employee whose job only lasts for a limited

time or until the completion of a project.

'A permanent employee is guaranteed continuing work. They can stay in their job

until they decide to leave or their employer makes them redundant.

Some seasonal workers have long-term relationships with a particular employer and

return to the same job each season, and therefore may believe they have a

guarantee of continuing work. Nevertheless, employees in seasonal jobs are

classified as 'temporary' in the main survey outputs and in this paper because their

job does not provide continuous work around the year.

Temporary employment agency worker

A temporary employment agency worker is defined as a temporary worker who is

paid by, or through, a temporary employment agency and placed by this agency to

perform work at the premises of a third party customer enterprise, that is, someone

other than the business enterprise that pays their wage or salary.

Casual worker

A casual worker is defined as a temporary worker who only works when their

employer asks them to, on an as-needed basis, whose work is typically done in short

episodes. A casual worker may be asked to work a shift, for a few days or, less often,

for several weeks at a time. Casual workers do not have any guarantee of regular

ongoing work.

Fixed term worker

A fixed term worker is defined in the survey as a temporary employee who is hired

until a fixed date or until a project has been completed. This includes replacement

workers who are employees contracted to temporarily replace another employee who

is absent on leave.

Seasonal worker

A seasonal job is a job that only exists at certain times of the year, because the work

does not need to be done year round. Whether a job is seasonal is reasonably clear

cut in some industries (such as fruit picking or meat processing). In others, it can be

unclear. For example, people who are employed to work during school terms (and

are not paid at other times of the year) are technically doing seasonal work, but they

may not see themselves as seasonal workers. Classification within the Survey of

Working Life relied on self-definition.



The basis on which seasonal workers are employed varies. They can be employed

on a casual basis (to work as required by the employer); hired to work continuously

until a certain date; or hired to work continuously until a project has been finished.

Knowing that someone works in a seasonal job does not fully describe their

employment relationship.

Sip report on Planman HR (Temp Staffing)

Business

Transcript of Sip report on Planman HR (Temp Staffing)