Solutions

With our various Fundamental & Innovative HR and Management services & our committed attitude, we have been trying to unburdened corporate sectors, candidates/ job seekers, and learners so that they would seek their growth easily. So we are following the points for the solutions.

It provide :Assessment of client Needs Understanding of Client Business and Culture Determining Search Strategy (Our Search Strategy is developed through a combination of database search, headhunting and selective media advertising) Identification of candidates

Support
Udaya Solution provide supports that reduce overheads and enable organizations focus on their core competence. We provide customize solutions keeping each clients specific requirements. We have senior consultants from the industry who can help startups build an HR department & put policies in place and other established organizations can restructure their HR practices & smoothen their functioning

It provide :HR Turnkey projects: we set up entire HR procedures and policies required for smooth functioning of the HR department in the organization Conduct industry specific compensation and benefit surveys We benchmark HR practices across various industries Preparation of employee hand-book Conducting compensation surveys which includes salaries & benefits Benchmarking HR practices across various industries

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How To Select A Recruitment Consultant

If an organisation decides to outsource its recruitment processes or activities, it is very important to find and select a suitable recruitment consultant or consultancies, which can deliver results according to the needs of the organisation. Today, there are thousands of consulting firms (consultancies) as well as freelance consultants working independently. An organisation looks for various considerations and qualities before selecting the suitable recruitment consultant. The reputation of the consulting firm in the job market experience). (based on expertise and

Who are the consultants or firms past and present clients?

Consultants expertise and experience (from how long has he/firm been in the business) Does the recruitment consultant have the requisite resources to complete the targets on time?

Get the idea of the effectiveness and the services of the recruitment consultant from its current and past clients.

Qualities of an independent recruitment Some of the qualities or characteristics looked in recruitment consultants are:

consultant:

Marketing skills Flexibility and adaptability Wisdom Exuberance Ability to prioritise Ambition Resourcefulness

Diplomacy/ delicacy

Selecting the right recruitment consultant is essential for the effective recruitment processes. A successful Recruitment consultant is someone who is determinative, focused, and able to create opportunities for him, works harder and smarter than competitors and continually set and achieve higher standards.

Solutions
With our various Fundamental & Innovative HR and Management services & our committed attitude, we have been trying to unburdened corporate sectors, candidates/ job seekers, and learners so that they would seek their growth easily. So we are following the points for the solutions.

It provide :Assessment of client Needs Understanding of Client Business and Culture Determining Search Strategy (Our Search Strategy is developed through a combination of database search, headhunting and selective media advertising) Identification of candidates

Support
Udaya Solution provide supports that reduce overheads and enable organizations focus on their core competence. We provide customize solutions keeping each clients specific requirements. We have senior consultants from the industry who can help startups build an HR department & put policies in place and other established organizations can restructure their HR practices & smoothen their functioning

It provide :HR Turnkey projects: we set up entire HR procedures and policies required for smooth functioning of the HR department in the organization Conduct industry specific compensation and benefit surveys We benchmark HR practices across various industries Preparation of employee hand-book

Conducting compensation surveys which includes salaries & benefits Benchmarking HR practices across various industries

Mission
Mission :To provide world class HR services to our clients & employees.

Vision :"To be a globally respected corporation that provides best-of-breed business solutions, leveraging technology, delivered by best-in-class people."

Business Principles
put clients first. live its brand. Process innovation and risk-taking to drive growth. follow best HR practices. put on actions make the difference every day conduct business with the highest ethical & confidential standards

Purpose or importance of recruitment

Attract and encourage more and more candidates to apply in the organisation.

Create a talent pool of candidates to enable the selection of best candidates for the

organisation. Determine present and future requirements of the organization in conjunction with its

personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost.

Help increase the success rate of selection process by decreasing number of visibly under

qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the

organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants

Recruitment
it is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: A process of finding and attracting capable applicants for employment. The process begins

when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. It is the process to discover sources of manpower to meet the requirement of staffing

schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can 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 NEEDS ARE OF THREE TYPES i.e. the needs arising from changes in organization and retirement policy. studying trends in internal and external environment. Resignation, deaths, accidents, illness give rise to unexpected needs. UNEXPECTED ANTICIPATED PLANNED

Anticipated needs are those movements in personnel, which an organization can predict by

Recruitment Process Consultancy

In addition to our core recruitment solutions, hr has extensive experience in the provision of Recruitment Process consultancy services. Here, hr staff will performance detailed analysis on a client's existing recruitment and HR operations and strategy - either holistically or focussing on a specific function or process. The analysis will identify opportunities for process improvement and cost reduction or a combination of both. hr will deliver a comprehensive report detailing the project findings together with an improvements implementation plan and detailed risk assessment. Examples of Recruitment Process consultancy projects delivered by hr staff include the following:

Discovery Audit HR Consultancy / Policy Bid Resource Planning Market Intelligence Client Certification Compliance Audit Competency Mapping Talent Bank Compliance Document Management Recruitment Supply Chain Audit Recruitment Supply Chain Re-engineering Direct Applicant management Labour Rate Re-alignment Skill Categorisation and Labour Rate Matrix development

Mission
Mission :To provide world class HR services to our clients & employees.

Vision :"To be a globally respected corporation that provides best-of-breed business solutions, leveraging technology, delivered by best-in-class people."

Business Principles
put clients first. live its brand. Process innovation and risk-taking to drive growth. follow best HR practices. put on actions make the difference every day conduct business with the highest ethical & confidential standards

Purpose or importance of recruitment

Attract and encourage more and more candidates to apply in the organisation.

Create a talent pool of candidates to enable the selection of best candidates for the

organisation. Determine present and future requirements of the organization in conjunction with its

personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost.

Help increase the success rate of selection process by decreasing number of visibly under

qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the

organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants

Recruitment
it is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: A process of finding and attracting capable applicants for employment. The process begins

when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. It is the process to discover sources of manpower to meet the requirement of staffing

schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can 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 NEEDS ARE OF THREE TYPES 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.

Recruitment Process Consultancy

In addition to our core recruitment solutions, hr has extensive experience in the provision of Recruitment Process consultancy services. Here, hr staff will performance detailed analysis on a client's existing recruitment and HR operations and strategy - either holistically or focussing on a specific function or process. The analysis will identify opportunities for process improvement and cost reduction or a combination of both. hr will deliver a comprehensive report detailing the project findings together with an improvements implementation plan and detailed risk assessment. Examples of Recruitment Process consultancy projects delivered by hr staff include the following:

Discovery Audit HR Consultancy / Policy Bid Resource Planning Market Intelligence Client Certification Compliance Audit Competency Mapping Talent Bank Compliance Document Management Recruitment Supply Chain Audit Recruitment Supply Chain Re-engineering Direct Applicant management Labour Rate Re-alignment