HR Services | Pure Energy

Standar Recruitment Services Process

Organisations where Pure Energy is their manpower sourcing partner:

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As the HR Manager or HR Head, you need to ensure that the organisation has the right manpower, both in terms of count and skill-sets. With our deep understanding of manpower, we are the ideal partners for any HR Manager.

Here’s why :

Talent Search and Selection : 

    • Resume Parsing and ATS
    • Candidate Search: Recruitment Filtering, Assessment and Selection
    • Candidate Rating Services

     

Organisation Manpower-Cost and Manpower-Productivity Optimisation:

    • Compensation Benchmarking and Salary Surveys
    • Job Description Services
    • Job Evaluation Services (Organisation Design/ Re-Design)

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    Parsing and ATS:

    Use our Parsing and ATS, to upload CVs, and convert them into excel sheets. Choose from a range of columns created to further drill down or select candidates basis any filters you select.

     

    Get access to your uploaded CV database, plus the ability to create an Applicant Tracking System. It helps create an online Short-list, update comments for future retrieval, and use all the benefits of having a ‘managed online recruitment service’.

     

    Candidate Search : Employer/ Recruiter can use the online search, history and analysis options in the results.

     

    If you want to subscribe to our Parsing, ATS and Candidate Search services, click here.buy-now-button

     

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    Candidate Rating Services :

    Employer/ Recruiter can pay online to create their login Account, to get fixed access to a refined set of parameters, with ratings of employees on common parameters like

    • Communication skills
    • Confidence and Personal poise
    • Subject-matter/ Functional expertise
    • Social and Leadership Skills
    • Integrity and Offer-experience

    These ratings are basis other subscribing employers/ recruiters feedback who have already interviewed the candidate. This is like an early-warning-radar, for a quick background check before the formal process of interview.

     

    Employer can view the ratings (or comments) only if they themselves update the comments against each candidate interviewed in the Applicant Tracking System. If they don’t comment on candidate, neither will they get to see the ratings and comments of other employers/ Recruiters who have updated their feedback against the candidate name. However, they will have continue to have access to view and download the CV.

     

    All Employers/ Recruiters comments when posted will include the date of interview, company where the interview was given, and ratings on above parameters with a box for comments/ feedback. However, only the ratings are visible to subscribing Employers/ Recruiters.

     

    To subscribe to our Candidate Rating Services, click here.buy-now-button

     

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    HR Services

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    Compensation Surveys (also called ‘Compensation & Benefits Surveys’ or ‘Salary Surveys’)
    Paying people fairly is good for business. Underpay, and employees will eventually look for a better offer. Overpay, and the payroll budget and profitability will suffer. That’s why companies use our Marked-to-Market ‘Salary Survey’ to research the value of their jobs.
    To determine the prevailing rate for a job, companies “benchmark” jobs against our compensation surveys that are detailed and specific to the companies’ industries and region.

     

    We use standard, proven methods of data gathering and statistical analysis to determine how much companies pay for a specific role in a specific industry. We are not alone in this business, with many others in the market offering salary surveys – news agencies who access or provide compensation information, other consulting firms, many industry associations, MBA institutions, and state & central governments surveys. What distinguishes us from the rest is our attention to detail.

     

    Survey data is time sensitive and becomes out-of-date quickly, depending on multiple factors – economic growth or recessionary trends, economics of demand and supply – both for the end-product as well as for relevant manpower. Because of the time sensitive information, our surveys are  identified by the quarter+year in which the data was collected. More than 80 percent of business managers and HR professionals surveyed by Pure Energy, said their companies either participate in or purchase at least one salary-survey each year.

     

    Companies pay for compensation data because the benefits exceed the costs. The amount companies spend on surveys is just a fraction of a percent of their total payroll costs. Companies that participate in surveys (i.e., provide their own compensation data) get a discount on the final report.

     

    Fees for compensation surveys : depending on the scope of the survey (regional vs. national, number of roles or jobs surveyed, etc.), participating companies have paid as little as under a lakh of rupees for a small regional survey or for only a limited set of roles/ positions, provided the syndicated data continues to be owned by Pure Energy.

     

    However, most companies budget for and pay upwards of a million rupees for a comprehensive, national survey, encompassing all roles across all functions.

     

    In our experience, the most expensive surveys are those that are taken up on a customised and proprietary-information basis, as they are very specific  surveys – those that pinpoint a very particular segment of the recruiting marketplace.

     

    Regardless of the type of survey, non-participants typically pay more than participants.

     

    Timelines : From the time that the brief is given and 50% advance paid, Pure Energy has been able to commit and deliver the entire survey turnaround into a final report, between anything from 30 days to 60 days. 

     

    What can you expect in the Compensation Survey Report :

    Our data includes all quantifiable aspects of compensation such as:

    1. Base salaries (Basic plus Special, with an impact-analysis on linked components in salary structure)
    2. Annual Increase in both percentages and absolute amounts in total compensation costs
    3. Impact analysis of total cost per employee, employee headcount increase/ decrease, productivity increase/ decrease, and nett impact on ‘compensation-cost per unit sold’
    4. Merit Increases
    5. Salary Ranges
    6. Starting Salary
    7. Incentives/Bonuses
    8. Allowances and Benefits
    9. Working Hours

     

    Our Salary Surveys also include often-overlooked aspects of compensation such as:

    1. Educational Requirements impact on compensation vs productivity differentials
    2. Geographic Location impact on compensation, travel and productivity
    3. Source of Hire (Internal/External) impact on total cost vs productivity-loss/ revenue-loss of keeping a position vacant
    4. Working Conditions

    To avail of our salary-survey or salary benchmarking services, click here. buy-now-button

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    Job Description Services : (also a critical component of ‘Organisational Design’)

     

    For a business to fire on all cylinders its people must perform. People need to know what is expected of them, what they have to achieve and how you’ll assess their work. You also need to get the right person in the right job that means understanding the nature of the job. How do you create job descriptions that do this?

     

    Clear job descriptions are critical for a number of reasons. They help support:

    Business results                   – by clearly communicating expectations

    Recruitment                          – to assess the relevance of an applicant’s skills and experience

    Training & development        – to help people meet the demands of particular jobs

    Evaluating jobs                     – to judge the relative size and importance of jobs

    Performance management    – to measure someone’s performance against the needs of the job

    Organization review               – to understand how work is structured within your company.

     

    Our approach focuses on the organisational context of the jobs, and the outputs needed (the principal accountabilities) as well as capturing the “inputs” needed (knowledge, skills, experience, behavioural competencies).

     

    Process for creating Comprehensive Job Descriptions : A job description is a building block for an organization. Each block needs to make sense but they also have to fit together to create a solid structure. Job analysis is more than just writing down what a job does – it validates whether the job makes sense, that it is well designed, that it is “doable”, and that it fits with the other jobs around it. We’ll show you how to test job and organization design to make sure that your jobs come together to form an effective organization. We will also support you through the process.

     

    If you already have an Organisation Structure, but you feel it is not efficient or optimised, call us to help you with a scientific approach to Organisation Design. The starting point always is to identify all the deliverables and resources of the organisation. The initial analysis of the optimal utilisation of resources versus deliverables, becomes an input for analysing the effectiveness of current role-holders including their time-management.

     

    A finely crafted Job Description for any role or position demands an in-depth understanding not just from the analysis and briefings from the Functional Head, HR Head and the CEO, but also key-customers (internal and external).

     

    A Job Description is then made on the basis of this internal analysis to optimise productivity, including actual contributions of current/ past role-holder and expected role against future requirements. This is then benchmarked to similar roles in other or competing organisations to arrive at :

    • Key Functional Attributes of the role
    • KRAs including requisite monitoring tools
    • Critical experiences required basis expectations of performance delivery
    • An initial survey of compensation and benefits of similar role in the three nearest competitors in the same industry and nearest two organisations in other complementing sectors, to arrive at the targeted compensation package which is ‘marked to market’

     

    Pure Energy has been creating Comprehensive JDs for many organisations.

     

    However, if you are not interested in such a scientific and detailed method, but are rushed for time, then we have a service called ‘Qwik JD‘ – which is created and turned around in under 48 hours. Once the brief is given, we will initially interview your managers and / or jobholders to gather the necessary information to capture the important elements of the job in a clear, concise format which we will validate with your HR Team. We have captured hundreds of job descriptions so we have the experience (and the supporting materials) to make sure that your job descriptions will match the latest and best in the industry.

     

    To avail of our Job Description Services, whether Comprehensive or Qwik , click here. buy-now-button

     

    Or if you want training on a one-day Job Description writing course <buy-now-button>, we offer a package based on years of research and experience evaluating jobs with our clients. You’ll learn about:

    • the context for job analysis – the principles, applications and accountabilities
    • how jobs are defined and their foundations
    • the framework for job writing, job descriptions and role profiles
    • organisational charts – to see the job holder in context
    • the optional elements to job descriptions – the components and types of job description
    • ways of collecting job information
    • interviews – types, stages, pre-work, and writing up the interview.

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    Job Evaluation Services (Organisation Design or Re-Design)

     

    Every organisation leader/ CEO or Business-owner, wants to ensure he has a smoothly running and highly productive organisation.

     

    Our experience in Organisation Design, will help you create this efficient, and effective organization focused on creating sustainable value, with well-designed roles, and with clearly defined accountability. Our organization benchmarking processes are data-driven, with customized analysis of work, roles and structures to enable this process. It will lead to showing the exact changes that should be made within your organization for success today and in a dynamic future.

     

    It is not just productivity based analysis, but an analysis that studies all leading companies in a particular sector to uncover the common denominators, rather than assuming another organisation as a benchmark or goalpost.

     

    Our Job Evaluation Services can help you determine:

    • Are we top heavy / do we have the right number of executives?
    • Is our attrition rate in a particular geography or in a particular function, higher than industry?
    • How effective is our decision-making and authority matrix – does it help evaluating how centralized / de-centralized are our customer-service, sales and marketing teams relative to others?
    • Why are some functions more top-heavy than others? Is it a specific skills issue?
    • Salary parity and structure within the function, and across functions eg. The average gap between managers and their subordinates in our Operations function is 35% – how does this compare with sectoral standards or with other functions in the same sector?

     

    Our Organization Design and Benchmarking will help you evaluate:

    • the strengths, weaknesses, and costs of the current organization design and structure (e.g. are yours spans of control wide enough, do you have more layers than necessary)
    • compare structures with those of companies of similar complexity, size and sector
    • make sure jobs and structures are in line with corporate expectations

     

    Use our Organisation Design and Benchmarking studies, to ensure there are no knee-jerk reactions, when there is a change in leadership. Typically, Leadership change can be stressful for an entire organisation – Let such leadership change not result in unrest and dissonance, just because there is no benchmarking and analytical study done of each Job/ Role and its responsibilities and deliverables.buy-now-button

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