Integrated employment management services – taking the hard work out of managing a workforce

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By Wayne Alcock, MD at Quyn International Outsourcing

The human resources (HR), industrial relations (IR) and payroll function of any company is no small task, and for most companies, employment is not their primary function. Whether recruiting qualified resources, inducting employees, managing payroll disputes or labor relations, these employment management responsibilities can become onerous as an organization grows. developed. In addition, these business functions divert time and resources from areas where HR could make a significant contribution, such as future skills needs, to fuel business growth strategies, succession planning and talent mapping. career path for employee retention. More importantly, IR issues such as employee conflicts and disciplinary actions further distract HR leadership from initiatives that result in growth and success. By using integrated employment management services, organizations can devote their full attention to expanding operations by working towards growth goals and future plans.

Eliminate hard work from employment

Outsourcing the employment management activity makes sense when employment is not the primary function of that business. However, when the job is a means to an end (having a product manufactured or carrying out a project), the management of this workforce can represent a significant drain on internal resources. An integrated employment management service can alleviate this pressure, particularly in the mining, construction and engineering sectors. By freeing up internal resources through outsourcing, companies gain flexibility and the ability to expand their operations and grow their business.

Challenges in the mining and construction industries

When it comes to recruitment in the mining and construction industries, there are many challenges related to human resources. This includes skills shortages, especially in specific geographies. Additionally, the need for stakeholder engagement and community development, as well as the requirement to hire locals can make business tricky, especially in mining and construction. By using an integrated employment management solution, construction and mining companies can find the skills they need across the country, while meeting both their semi-skilled and unqualified.

The right workforce without the hard work of its management

Beyond job placement, employment management services are particularly suited to project-based work that has been delegated to contractors on large-scale mining or construction projects. Indeed, it is an end-to-end service that extends from the recruitment of workers to the assessment of suitability, onboarding, training and management of all aspects of the contract and the working conditions of each worker. Where, for example, there is a need to recruit a large workforce at short notice, most companies will find it difficult not only to find the workforce, but also to manage the financial implications of this. such a rapid increase in their workforce. This includes labor law compliance requirements, safety compliance, payroll, legal management, human resource management, and anything related to the employment aspect of the ongoing project.

An integrated employment management service signs all employment contracts on behalf of the company, assuming all costs of supporting the labor required to complete the project, while granting the client 30 days to pay. This means that the company does not need to set up its own payroll processes, hiring protocols or worry about training – the employment management service provider takes care of everything. The service provider also guarantees compliance with all necessary legal and industry regulations, which saves companies considerable time and money.

Take the scaling headache out

For businesses where employment is not their primary function, outsourcing all the headaches to professionals is the easiest way to mitigate risk, cut costs and eliminate the hassle of hiring, managing and paying workers. For a single price, businesses can gain the flexibility of being able to bring in a large, short-term workforce to do the job, without any of the associated immediate costs or operational requirements.

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