Now a days there are many companies are using outsourcing to increase the strength and flexibility of their business.
So here is the list of the top Staff Outsourcing companies in India.
There are many staff outsourcing/manpower outsourcing companies in india, who used provide their manpower to Companies.
lets find out few of them……
First in the list of top 10 HR Companies in India is Randstad. Randstad is a leading Human resource company that was established in 1992 and has 22 years of experience in recruitment industry.
It is known for providing excellent staffing services to clients across the globe. Their service portfolio includes recruitment, compensation management, payroll management etc.
SGK India Industrial Services (P) Ltd, an ISO 9001:2008 Certified Company involving into the Operation and Maintenance (O&M) Outsourcing as well as Manpower Outsourcing including Payroll Management field in various sectors Steel, Power, Mines, Oil &Gas, Power Distribution, Automobile, Water Treatment/Distribiution, Construction/Infrastructure, Telecom, Consumer Durable, FMCG, Healthcare / Medical / R&D, Industrial Products / Heavy Machinery, Manufacturing, Logistics / Supply Chain, Hotels, Packaging Industry etc.
We Recruit the Manpower from Unskilled to Highly Skilled like Technicians, Operators, Supervisors, Engineers, Site Managers as well as Experts and put them into our Payroll for Annual Operation & Maintenance (O&M) Contract and Manpower Outsource Services. We are also doing Head Huntingfor Senior Level Position as per the desired profiles required by Clients.
Kelly Services is a famous recruitment firms in India that helps top notch companies to hire right talent. It was started in 2001 and has earned good reputation in the market. Kelli provides staffing solutions in the area of IT, Oil & Gas, engineering etc.
Mercer India is another prominent name in recruitment industry. It was established in 1992 and offers services like human resource consulting, investment consulting & talent management.
Adecco India is a leading recruitment firms, provides quality resources to famous companies in India. It has huge network of 85 branches that provides staffing solutions to over 1500 clients. It helps needed candidates them to get dream job.
black and white business solution
Black and white business solutions is a well know staffing and IT services company that provide staffing top famous BPO companies. Alongside staffing, company also develop tailor made applications according to need of clients.
From an accounting perspective, payroll is crucial because payroll and payroll taxes considerably affect the net income of most companies and because they are subject to laws and regulations.
From a human resources viewpoint, the payroll department is critical because employees are sensitive to payroll errors and irregularities: Good employee morale requires payroll to be paid timely and accurately.
The primary mission of the payroll department is to ensure that all employees are paid accurately and timely with the correct with holdings and deductions, and that the with holdings and deductions are remitted in a timely manner. This includes salary payments, tax with holdings, and deductions from paychecks.
Staffing is the process of hiring, positioning and overseeing employees in an organisation
In business, outsourcing involves the contracting out of a business process (e.g. payroll processing, claims processing) and operational, and/or non-core functions (e.g. manufacturing, facility management, call center support) to another party (see also business process outsourcing). The concept “outsourcing” came from the American Glossary ‘outside resourcing’ and it dates back to at least 1981. Outsourcing sometimes involves transferring employees and assets from one firm to another, but not always. Outsourcing is also the practice of handing over control of public services to for-profit corporations.
Outsourcing includes both foreign and domestic contracting, and sometimes includes offshoring (relocating a business function to a distant country) or nearshoring (transferring a business process to a nearby country). Many people confuse outsourcing and offshoring – however they are different.
A company can outsource (work with a service provider) and not offshore to a distant country. For example, in 2003 Procter and Gamble outsourced their facilities management support, but it did not involve offshoring. Financial savings from lower international labor rates can provide a major motivation for outsourcing or offshoring. There can be tremendous savings from lower international labor rates when offshoring.
The opposite of outsourcing, insourcing, entails bringing processes handled by third-party firms in-house, and is sometimes accomplished via vertical integration. However, a business can provide a contract service to another organization without necessarily insourcing that business process.
Building an organization expands much beyond the realm of infrastructure and machinery. It also encompasses its manpower and their skills to upkeep the organization’s objectives. “Staffing” or “Manpower” is the pillar for any organisation’s existence and the most sought after practice that keeps an organization running.
Selection of manpower is a crucial process involving a gamut of meticulously structured questions to find the most suitable candidate. As organizations today are facing an overabundance of employable mass, the organization’s selection structure is the key to separate the ‘class’ from the ‘mass’. With organisation’s today being precise over profile requirement, the selection of candidate requires scrupulous screening at all levels of the interview which calls for considerable time investment by a team of highly trained and experienced interviewers.Such scenarios more than often call for the services of manpower placement firms who are there to fulfil the organisation’s most demanding recruitment processes involving shortlisting, screening, conducting interview, selection and post selection formalities.
Manpower recruitment forms an integral part of any organisation’s goal to achieve its objectives. Apart from ensuring a positive and continuous growth in organisation’s performance, continuous manpower recruitment also reflects a healthy and growing organization which is ready to meet all technical and functional challenges that may come in the path of organisation’s objective from time to time.
With a rapid rise in the industrial scenario across all sectors of the globe, manpower recruitment has now become even more important and meticulous, providing an insight to the rapidly changing dynamics in profile structuring and matching. Here manpower recruitment firms play a vital role in bridging the time consumed in passing these information to the targeted audience in the right way to attracting and selecting the right candidate(s) matching the profile description. It has always been emphasized in the past that conceiving a great organization is only a dream unless like-minded people who believe in the idea are employed to put their collective efforts towards achieving the organisation objectives. Manpower recruitment is the process which helps in identifying, selecting, sourcing and placing these like-mined people who work individually within a large group towards achieving a common objective.
With companies strategizing their paths to steer fast and effortlessly through the jagged routes to success, they more than often face times where their otherwise efficient staffs engage in tasks which are unproductive but necessary and consume a lot of otherwise valuable time. Under such circumstances it is wiser to use the “outsourcing of manpower/tasks” which in simpler terms means letting another professional organization to take up the responsibility in exchange of a fixed sum which can be for the manpower oriented / task oriented responsibility that the latter company accepts. Outsourcing can be preferred for a varied spectrum of company tasks some being crucial for company’s sustenance while some being social/corporate obligation. From skilled to the unskilled manpower, outsourcing can be a highly efficient tool to multiply the effects of strategic planning.Outsourcing can ease out the entire process of recruitment by providing with profile-specific manpower within specified time. It can help develop team spirits and can increase the pace of work. Specifically trained and skilled people form a great source of future employee prospects and come in handy when hiring for experienced and responsible profiles.
Outsourcing greatly reduces the training man-days while increasing the training man-hours which means more efficient people in less time. Outsourcing also reduces the burdens on HR dept. as many of its unproductive tasks like payroll processing, temporary staffing, background checks, statutory audits, compensation management, retirement benefits and other activities can be outsourced to another professional outsourcing organization which saves time and increases productivity. While outsourcing can add to an organization’s overall growth, it does come for a price and organization’s opting for outsourcing solutions should check for the ROI when thinking of such tools.
To understand the need of outsourcing the first thing that the concerned department has to do is to figure out the process which require a considerable amount of specific sets of knowledge, unavailable within the organisation or huge man-hours with very little productivity and high costs. Then the management should identify, screen, select and develop staffs for specific skills or look for inexpensive alternatives within the organisation and see if it can be a fitting alternative for the issue, then the selected alternative should be tested and if not found satisfactory then the next step is to consider “outsourcing”. Selection of a professionally managed outsourcing company should be done with care and a clear understanding of the latter’s proficiencies and past records, an investment vs ROI study andfeasibility of entering into a contract with the latter.
Despite the economic slump this world is facing today, “outsourcing” still continues to grow owing to newer and economical alternatives that the outsourcing solution have to provide in a varied spectrum of tasks including abatement of direct expenses in unproductive tasks and higher involvement of skilled manpower in productive tasks which together generate higher profits and take the company closer to attainment of its goals. Outsourcing, if well planned and executed properly with adequate monitoring can help save the revenue of organisation and provide organizations the benefits of outside specialized expertise when needed.
HR outsourcing is the buzz word now for any corporate to have increased productivity and reduced idle times. This concept is a simple yet effective way to carry out the not so productive tasks of any organization and at the same time ensuring maximum productivity. This is a simple concept of allocating the mundane tasks of payroll, benefits, pensions, recruitment, training and development, data-management, advertisements and other time consuming tasks to one outside vendor who specializes in such departments. The result is reduced cost, improved turn-around-time and a lot time is saved for other productive works of the HR.
With many compliance being set under the Fair labor Standards Act and sexual harassment act, it becomes all the more important to appoint a specialized organization who understand its importance and adheres to these standards during general HR practices. Outsourcing the HR activities to such specialized organizations ensures satisfactory compliance and reduced HR audit issues.
Whatever the HR department requirements are, there are multiple outsourcing firms to allocate these tasks to. Some of them can handle a multitude of specialized tasks and others are specific task oriented. With a proper follow-up and checking system these outsourcing firms can deliver pin pointed results within the desired time frame and allocated budget. Organizations in order to function in their fullest capacity require to organize their tasks according to priority and for any organization to excel in the competition requires production in line with customer requirements and demand leaving very little scope for changes and alterations of rules and procedures at the nick of the time. Hence it becomes very important for medium and large size organizations to appoint an Outsourcing firm as and where necessary. Choosing an outsourcing firm for the best results is the key here and it becomes critical to check the credentials and experience of your shortlisted firms in carrying out the tasks you are thinking of assigning to it.
An organization to be successful needs planning and the priority that tops in this planning stage is manpower recruitment. Any organization to tread successfully on its planned path needs meticulous selection of appropriate man, machine, material and infrastructure, the most crucial and volatile aspect being the planning and selection of manpower.
The human resource can be appointed for a multitude of tasks ranging from skilled to unskilled set of tasks which requires respective personnel to carry out the desired tasks thus generating the expected result. A proper planning of manpower depends on what the company intends to do, estimated manpower size, nature and quality of the product/service, listing technical and functional requirements of the position, selecting the right sources of manpower sourcing and its growth/expansion plans.
Under the present scenario any organization is only a blue-print of human activity and a specific goal which requires manpower to in order to realize these objectives. With competition today compelling organizations to stay a step ahead of competitors in every aspect, selection of manpower needs to be closely scrutinized and modified to excel in the competition. To be the best or be amongst the best, proper selection of manpower and their utilization as per the strategically designed layout is necessary. A carefully and properly planned recruitment process along with correct selection strategies also keep the attrition rates under control and most importantly reduce repeated hiring costs. Manpower recruitment also provides solution to four of the major managerial functions which are planning, directing, organizing and controlling and proper recruitment helps in proper functioning and implementation all of the above functions.
Manpower recruitment provides the essential support needed by any organization for its planned actions to take shape and for that matter proper selection and sourcing plays the most vital role. Sourcing manpower from specialized manpower consultant firms and individual manpower consultants can be a good option in this regard as it saves the time of HR department for other important tasks, the cost involved in head hunting and most importantly shortlisting of potential candidates. Manpower is not only recruiting people but extends much beyond recruitment engulfing all the tasks required to engage the right people at the right place and at the right time.
Manpower today has become synonymous with organization’s growth. Any organization to earn its share of market returns has to primarily invest in manpower and keep harvesting more on manpower recruitment opportunities to achieve its long term objectives consequently realizing its goals. Manpower recruitment enables an organization to use its assets to the optimum and produce the desired results. Automation of processes may be an alternative to manpower requirement but it still can not suffice the importance of manpower entirely as there are many functional and technical tasks which would not be workable without human intervention.
Manpower recruitment connotes a much broader sphere of systematically designed search and selection process which can meet or exceed the exact specifications of manpower skill-sets as put by the hiring company. Just placing the desired number of candidates may not be sufficient to enable the company to achieve its desired results. The need of manpower are for specific purposes which emphasizes on adhering to carefully designed process for searching and selecting the matching candidates, in absence of which, the search may generate a mixture of fitting and unfitting profiles and selection might become tedious.
Recruitment of manpower not only supports the management in reaching their objectives but also contributes in sustained growth and maximizing productivity through innovative ideas and optimum utilization of available resources. New incumbents are the most important asset for any organization to keep rolling in time because it is them who carry forward the work from where the previous employees leave and they bring in the fresh and updated knowledge of technical know how’s and updates.
Manpower as the word implies is the consolidated efforts of all the men in aligning man, machinery and processes to achieve a desired set of goals and in absence or compromise on one of any of these can get the goals beyond organization’s reach.