HRD Services

The primary objectives of our HRD Services are as follows:

1. Enhance Recruitment Accuracy.
2. Support Strategic Talent Acquisition.
3. Facilitate Post-Hire Success.
4. Improve Workforce Capability.
5. Enhance Employee Retention and Engagement.
6. Provide Data-Driven Insights.

Our goal is to ensure that the recruitment and selection process prioritises individuals capable of meeting the demands of their roles. These candidates should possess mental alertness, physical fitness, and a strong commitment to continuous learning and personal growth. The selected candidates should be self-motivated, driven by a sense of purpose, and willing to invest the time and effort required to excel in their positions, thereby contributing to the long-term success of our esteemed customers.

We specialise in  creating an Employee selection, Onboarding, Evaluation, and retention/termination process cycle.

These processes will include, but are not limited to:

1. Interview and Selection of Employees: We will manage, give tests/exams, grade based on exams, effort, and preliminary aptitude tests, and prepare for Interviews.
2. We will do an online or physical psychological exam/aptitude test, and our values and belief system will be developed based on the very local Gujarat culture.
3. In-depth psychological research. We will propose a psychological exam to determine whether an employee fits the company’s needs.
4. Background Checks: Third-party shortlisting and analysis of the actual depth and accuracy of background checks. It must include an honest CV, calls to references, former colleagues and managers, while also asking candidates to comment on what they found incorrect and inappropriate in their previous employers. A questionnaire for a quick call with former teachers/instructors.
5. Checklist – simple agreement: A checklist of agreements that candidates understand, agree, accept the work demands which are not possibly drafted in contracts. Candidates list their honest limitations, concerns, demands, and compensation.
6. Values and Belief System: The provider prepares a Memo on the person’s Values and Belief systems and rates their honesty, integrity, mental and moral strength, nature, communication language and skills, and academic and intellectual strengths and weaknesses.
7. SWOT analysis of Candidates.
8. Conditional Offer letter: Draft to be developed.
9. Training: Pre-Joining Project and IT tools/Digital tools training jointly created with the provider, during which the employee is given exhaustive learning, training, and possibly a diploma to be ready to start work. If, at the end of training, the employee fails the exams, the offer is withdrawn.
10. Provider manages Contract Customization for rank, profile, job responsibilities, and duties.
11. Onboarding: Integrating HR security practices, compliance, NDAs, Social Media use policy, legal obligations, and ethics policy.
12. Fit review: A twice-monthly call with the provider to address employee concerns, complaints, and problems and match them with the management report and colleague feedback to list annoyances and complaints and do another SWOT analysis. Provide assessment and recommendations on employee-employer fit. Correct measures. Give direct advice to the Employee on corrective measures needed to meet Employer/co-culture and work demands.
13. Change Management: Ensure the employee is adapting to the company and colleagues, improving, learning and giving the best. If the employee needs to demonstrate the ability or intent to improve or change, inform management and start the process of termination.
14. Statutory Compliance and HR policy formulation for clients.
15. Prepare for scenarios of fraught and complicated terminations/dismissals.
16. Rogue Element Ready: Creating a Selection process to filter the best candidates for the company by Conducting and managing the application, test, examination, and evaluation process for employee selection. Onboarding Employees with an explanation of duties, responsibilities, and contractual obligations. Conducting psychological assessments of applicants as well as SPEC employees. The objective is to evaluate cognitive abilities, personality traits, emotional intelligence, and leadership competencies and to provide development plans for the employees assessed.