mafoi chapters

7/31/2019 Mafoi Chapters

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Randstad and Vedior (acquisition which had Ma Foi as one of their brands) generated combined

revenue of 17.6 billion in 2007. Randstad was founded in 1960 and is headquartered in Diemen,

the Netherlands. Randstad Holding nv is listed on the NYSE Euronext Amsterdam exchange,

where options for stocks in Randstad are also traded.

Randstad specializes in solutions in the field of flexible work and human resources services. Our

services range from regular temporary staffing and permanent placement to inhouse, professionals,

search & selection, and HR Solutions. Since acquiring Vedior in 2008, the Randstad Group is the

second largest HR services provider in the world with major positions in Australia, Belgium,

Canada, France, Germany, India, Luxembourg, the Netherlands, Spain, Switzerland, Poland,

Portugal, and the southeastern United States. Randstad has over 34,000 employees working from

5,400 branches and in-house locations in 53 countries around the world.

Ma Foi has placed over 185,000 candidates in 35 countries in 17 years of our operations. Of these

over 1000 candidates are in the General Manager and above categories.

In the Middle East, Ma Foi operates from Bahrain , UAE, Qatar, Kuwait and Oman and has plans

to start operations in all 6 GCC countries in the near future

We help other discover the best talent their company!

Finding skilled resources and retaining them is a challenge that many companies face. We at Ma

FoiRandstad with over two decades of experience in Human Resource Management and


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Consulting help you find the right candidates for your company, partner with you in maximizing

potential of your human capital and optimizing your HR processes.

Over the years, we have built up strong partnerships with companies in India and abroad; helped

build successful companies by identifying the best candidates for them, many of whom have gone

on to create their own success stories. With human capital being the most valuable asset for your

company today, we at Ma FoiRandstad make sure that you get the best in the business. Our wide

suite of services lets you leverage your companys human capital and optimise the performance of

your employees.

Our services have developed based on international best practices and learnings from thousands of

assignments executed by us over the years, and are adapted to suit our clients businesses. Be it the

right talent for your organization, or a cost-effective consulting solution, or a training program, or

solutions for enhancing your HR processes, our services are customized just for you.

Our Presence in India

Ma FoiRandstad is an international HR service provider servicing world class companies across

the globe. Started in 1992, the company has grown into a full spectrum HR services provider for


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clients worldwide. It has helped generate career opportunities for thousands of individuals in 36

countries, and has worked for over 250 Fortune 500 organisations.Ma FoiRandstad offers the

broadest HR services portfolio ranging from search, selection, staffing, consulting, outsourcing,

training and HR automation. The organisation has a vast network of offices across the country to

be within the reach of candidates and flexi workers.Ma FoiRandstad continues to focus on

developing customised and innovative HR services, leveraging on its unique strengths of

geographical presence and end-to-end capability across all HR service functions.

Our Presence in Sri Lanka

Ma FoiRandstad, Sri Lanka is a part of Randstad. Started in 2004 as a BOI enterprise to find the

right candidates, partnering with them to maximize potential of their human capital and optimizing

their HR processes, we have grown into a full spectrum HR services provider for clients

worldwide. We have helped generate career opportunities for thousands of individuals across

level, functions and industries and also delivered several HR solutions in areas such as

assessment / compensation / employee engagement / HR sub-systems and training.

Our Global presence



search & selection, and HR Solutions. Since acquiring Vedior in 2008, the Randstad Group is one

of the leading HR services providers in the world with top three positions in Argentina, Belgium

&Luxembourg, Canada, Chile, France, Germany, Greece, India, Mexico, the Netherlands, Poland,

Portugal, Spain, Switzerland and the UK, as well as major positions in Australia and the United

States. End of 2010 Randstad had approximately 27,500 employees working from close to 4,200


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branches and inhouse locations in 43 countries around the world. Randstad generated revenue of

14.2 billion in 2010. Randstad was founded in 1960 and is headquartered in Diemen, the

Netherlands. Randstad Holding nv is listed on the NYSE Euronext Amsterdam, where options for

stocks in Randstad are also traded.

Our mission


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Striving for perfection - We always seek to improve and innovate. We are here to delight our

clients and candidates in everything we do. This gives us the edge.

Simultaneous promotion of all interests - We see the bigger picture, and take our social

responsibility seriously. Our business must always benefit society as a whole.

Our collective identity is maintained by our shared commitment to these values, which together

form a virtuous circle. We can only promote the interests of all our stakeholders if we know them

well. Our thorough knowledge of them and our business enables us to serve them better. Our

engagement with and service to our stakeholders builds mutual trust. This trust is enhanced by

continually striving for perfection and promoting the interests of our stakeholders and society in

general. The values we share serve as a compass for everyone at Randstad, guiding our behavior

and representing the foundation of our culture. Our continuing success, our ability to achieve our

mission, and our reputation for integrity, service and professionalism are based on them.

Management


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K. PandiaRajan - Founder & Non-Executive Chairman

Founded Ma Foi Management Consultants Limited in 1992 with an aim to make it a one-stop shop

for all HR needs and provide integrated and professional HR services for clients worldwide. He

has played a crucial role in the evolution of the HR Industry in India and has pioneered the concept

of HR outsourcing in India.

He was conferred the Eisenhower Fellowship in 2000. PandiaRajan is actively involved in the CSR

activities of Ma FoiRandstad that focuses on empowering children, women and youth through

education, healthcare and livelihood support.

He holds a Masters in Business Administration (PM & IR) from Xavier Labour Relations Institute

(XLRI), Jamshedpur, India and a B.E. (Hons.) from PSG College of Technology, Coimbatore,

India.

E. Balaji - MD & CEO

Balaji E is the MD & CEO of Ma FoiRandstad and heads India and Sri Lanka.

He has over 17 years of experience, which began at Ma Foi in 1994. With extensive exposure to

several industry sectors and wide business acumen, Balaji has been instrumental in designing

recruitment processes using multi-pronged strategies for attracting the right talent. In his last role

in the company, he was heading the Staffing Solutions business which comprises of Permanent

Staffing, Flexi Staffing, Career Skills Training and Assessment service offerings of Ma

FoiRandstad.


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Balaji holds a Bachelors Degree in Physics and a Masters in Business Administration and has

done his Senior Executive program in INSEAD, Fontainebleau. He is a certified Lead Auditor

(IRCA, UK) for ISO 9001:2000 and a certified Six Sigma Green Belt.

HemalathaRajan, Co-Founder & Director

HemalathaRajan is the co-founder of Ma Foi Management Consultants Limited and has played a

pivotal role in building Ma Foi into an organization which works with passion, integrity,

transparency and commitment.

A Finance professional with over 20 years of experience in Finance, Audit and Executive Search,

she heads the financial, administrative & HR activities in Ma FoiRandstad and has played a key

role in enabling the evolution of key systems and practices in accounting and administration and

organization policies.

She holds a Bachelors Degree in Commerce from the Nagpur University and earned an FCA

degree prior to working as an Auditor.

HemalathaRajan is a fellow member of the Institute of Chartered Accountants of India. Prior to

starting Ma Foi, she worked as an Auditor with M/s. S.B. Billimoria (a part of M/s. Delloite) and

later was a Partner in M/s. Revathy&Latha Chartered Accountants.

She strongly believes and advocates the importance of empowerment of underprivileged children

and women. This passion resulted in the start of Sornammal Educational Trust along with Mr.

PandiaRajan more than a decade back. More than 55000 women are a part of this Trust and the

Trust works with the Self Help Group in and around Chennai and in the Districts of Madurai.


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She is also the Managing Trustee of the Ma Foi Foundation which supports 4000 underprivileged

children by empowering them through Education and other activities. The Foundation also

supports healthcare through the Ekam Trust.

She plays an active role in many associations like Madras Management Association, FICCI Ladies

Organisation, Golden Jubilee Biotech Park, Rotary Club of Adyar& Loyola ICAM College of

Engineering & Technology.

Her passion is to grow budding Entrepreneurs and she has been involved in many new initiatives.

Hastha Krishnan Director & President - Search & Selection

Hastha Krishnan joined Ma Foi in 1994. She has held a number of key positions in the

organization in the last 17 years. After a stint in Executive Search, she moved on to head Ma Foi

Europe operations for about 3 years. Hastha then returned to India and took charge of key account

management, before heading Executive Search. Hastha is now Director and President - Executive

Search, Selection & Professional Staffing. Hastha started her career as freelance market research

consultant and had around eight years of work experience in Market Research before joining Ma

Foi.

With strong client relationship skills and extensive involvement in people development, Hastha

believes in hands on management. According to her, capability building and empowerment are

fundamental aspects for professional success. One has to continuously build skills and acquire

knowledge to sustain in the market. Hastha also regards social responsibilities as part of

professional development and strives to help the underprivileged in education. Being a trustee in

Ma Foi Foundation, she is actively involved in the various initiatives of this CSR wing of Ma


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FoiRandstad. .Hastha has deep interest in reading books and writing. She holds a Masters in

English with a Bachelors degree in Sociology and English.

Rahul Goyal - President - Consulting & Outsourcing

Rahul Goyal started his career with Ma FoiRandstad as an executive search consultant. During his

13 year stint with Ma Foi, Goyal has served in several key positions including heading operations

in Europe, Middle East and African regions. His last responsibility was the Head of Marketing and

Strategy.Currently Rahul spearheads the Consulting & Outsourcing business and is responsible for

the operations and delivery of HR Consulting, Outsourcing & Training services.

Aditya Narayan Mishra - President - Staffing & Director - Marketing

Aditya Narayan Mishra heads the Staffing Business and Marketing function of Ma FoiRandstad.

Aditya joined Ma FoiRandstad in 1999 and has held various positions in the organisation. In his

current role he heads the flexi staffing business of Ma FoiRandstad and in addition is also

responsible for marketing and communication functions. Aditya holds a Bachelor's degree in

Engineering (Electronics and Telecommunication) from Sambalpur University, and a Masters in

Business Administration from Jadavpur University. He is a Certified Six Sigma Green Belt and a

Certified Assessor on Business Excellence on EFQM model.

Dr. K PrasannaSai - Chief Financial Officer

Dr. K PrasannaSai handles finance and strategic planning at Ma FoiRandstad. He has over 24 years

of experience in HR, finance and strategic business planning. Prasanna has been instrumental in

preparing focused annual business plans and manages cash flow projection, forecasts and long

term plans, budget planning and quarterly and annual operating results of the company. Prasanna


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has graduated from the ICWA and holds a Doctorate in Human Resource Development from the

University of Madras, India.

Awards


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2010 MinvestaInfotech Limited accredited for its payroll software by Her Majestys

RevenueandCustoms(HRMC),UK.

2009 M-Payroll -Software from Minvesta wins Accreditation from Her Majestys Revenue and

Customs HMRC, UK

September 2009 - CII Venture Connect 2009 Entrepreneurs AwardAwarded to Mr. K.

PandiaRajan, Managing Director, Ma FoiRandstad by Confederation of Indian Industries in

recognition of his exemplary contribution to information technology and technology-driven

innovations in the sphere of Human Resources.

August 2008 - Asia Pacific Quality Award 2008

The Award is administered by "The Walter L. Hurd Foundation" established by the Asia Pacific

Quality Organization (APQO) and the prestigious World Class Winner award was won by Ma

Foi Management Consultants at the Eighth International Asia Pacific Quality Awards 2008 held at

Tehran.

The award was won in the 'Large Service Organizations' category and Ma Foi was one among four

organizations from Asia-Pacific region that has been recognized as companies of world-class

quality performance.

March 2008 - IMC Ramakrishna Bajaj National Quality Award for Quality in the Services Sector

The prestigious IMC Ramakrishna Bajaj National Quality Award 2007 in the services sector, the

highest Award for Quality in the services sector in India was awarded to Ma Foi Management

Consultants.


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This award, the Indian equivalent of the US Malcolm Baldridge Award was instituted by Indian

Merchants' Chamber (IMC) in 1997 and the award criteria are being used by organizations across

the country to evaluate their progress in performance.

November 2007 - CII-EXIM Bank Award for Business Excellence

Ma Foi Management Consultants was awarded the CII-EXIM Business Excellence Award -

Certification for 'Strong Commitment to Excel, one of the most prestigious awards in India for

business excellence.

The Confederation of Indian Industry and the Export Import Bank of India, jointly, instituted the

CII- EXIM Bank Award for Business Excellence and the winner is chosen through a meticulous

and stringent process of assessment that follows the Business Excellence Model based on the

European model for Total Quality Management, a global benchmark.

2000

Ma Foi gets ISO Certified

Upcoming events


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26/03/2013 Annual General Meeting of Shareholders 2013

14/02/2013 Fourth quarter & annual results 2012

25/10/2012 Third quarter results 2012

26/07/2012 Second quarter results 2012

26/04/2012 First quarter results 2012

29/03/2012 Annual General Meeting of Shareholders 2012

16/02/2012 Publication fourth quarter & annual results 2011

01/12/2011 Analyst & investor days 2011

27/10/2011 Publication third quarter results 2011

Facts for reference


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About Ma FoiRandstad:

Ma FoiRandstad is an international HR service provider servicing world class companies across

the globe. Started in 1992, the company has grown into a full spectrum HR services provider for

clients worldwide. It has helped generate career opportunities for more than 3,22,000 individuals in

36 countries, and has worked for over 250 Fortune 500 organisations.

Ma FoiRandstad offers the broadest HR services portfolio ranging from search, selection, staffing,

consulting, outsourcing, training and HR automation. The organisation has a vast network of

offices across the country to be within the reach of candidates and flexi workers.

Ma FoiRandstad continues to focus on developing customised and innovative HR services,

leveraging on its unique strengths of geographical presence and end-to-end capability across all

HR service functions.

About Randstad:



search & selection, and HR Solutions. Since acquiring Vedior in 2008, the Randstad Group is one

of the leading HR services providers in the world with top three positions in Argentina, Belgium &

Luxembourg, Canada, Chile, France, Germany, Greece, India, Mexico, the Netherlands, Poland,

Portugal, Spain, Switzerland and the UK, as well as major positions in Australia and the United

States. End of 2010 Randstad had approximately 27,500 employees working from close to 4,200

branches and inhouse locations in 43 countries around the world.


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Randstad generated revenue of 14.2 billion in 2010. Randstad was founded in 1960 and is

headquartered in Diemen, the Netherlands. Randstad Holding nv is listed on the NYSE Euronext

Amsterdam, where options for stocks in Randstad are also traded. For more information see

www.randstad.com

About Ma FoiRandstad Employment Trends Survey:

The Ma FoiRandstad Employment Trends Survey (MEtS), conducted by Ma FoiRandstad, India's

No. 1 Integrated HR services company, is a study on the Indian employment trends and

opportunities. Started in November 2004, MEtS was conducted once a year, till 2008. Considering

the several dynamic shifts in employment, even within a year's time, MEtS was therefore

converted to a quarterly survey from 2010, to capture the changes in employment scenario in India

from one quarter to another.

The prime objective of this employment survey is to understand the employment trends in the

organized sector on a quarterly basis. The study is based on the sample survey conducted for about

650 companies across different sectors of the economy. The feedback was gathered from the top

HR personnel or from top management of the companies who could share the current and the

likely scenario regarding employment related issues. The major parameter captured in the survey is

the change in hiring pattern and employee strength.

About Workmonitor:

After the successful introduction of the Workmonitor in the Netherlands in 2003 and more recently

in Germany, the survey now covers 29 countries around the world, encompassing Europe, Asia

Pacific and the Americas. The RandstadWorkmonitor is published four times a year, making both

local and global trends in mobility regularly visible over time.


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The Workmonitors Mobility Index, which tracks employee confidence and captures expectations

surrounding the likelihood of changing employers within a six month time frame, provides a

comprehensive understanding of job market sentiments and employee trends. In addition to

measuring mobility, also employee satisfaction & personal motivation, as well as a rotating set of

themed questions are part of the survey.

The quantitative study is conducted via an online questionnaire among a population aged 18-65,

working a minimum of 24 hours a week in a paid job (not self-employed). The minimal sample

size is 400 interviews per country, using Survey Sampling International.

social responsibility

Ma FoiRandstad supports the Ma Foi Foundation, which is actively engaged in shaping and

supporting the community. The Ma Foi Foundation has touched the lives of over 40,000 families

comprising of adults and children, empowering them through education and employability, giving

them better health care and providing them a platform to learn, grow and lead better lives.

Disha

This is the child empowerment initiative of the Ma Foi Foundation. It seeks to provide holistic

development to children enabling them to enjoy their right to education, healthcare and providing

them the necessary support to realize their dreams.


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Ekam

This is a Paediatric Community project that provides quality health care to under-privileged

children. No child should be denied health care and to ensure this over 100 paediatricians and

many hospitals have come together to provide quality support to these children.

Sornammal Education Trust (SET)

This trust was set up to improve the life of women and youth. The Foundation initiated Self Help

Groups (SHGs) in the year 2004 to provide financial independence to women. SET has been

recognized by the Tamil Nadu Women Development Corporation and many of the women have

become small-scale entrepreneurs now.

Ma FoiRandstand believes that everyone has a right to succeed in this world and financial

weakness should not be a restraining factor. Our community development programmes have

touched the lives of many families and have provided education, health care and financial

independence to many children and women.

Our Executive Search business is structured as a matrix by geography and industry practice,

providing us with wholesome understanding of client requirements. Making this possible is our

talent pool with a strong focus on industry sectors. We believe that no amount of structured and

innovative work can be successful if the process is not driven by Speed. And that is our key

value. It is a combination of all these practices that helps us maintain strong relationship with

clients ensuring smooth flow of information.


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Our matrix structure based on industry and geography enables us to offer greater depth in each of

our industry practices; bring in stronger focus to the diverse geographies we are present in. It is

helping us consistently deliver the best resources to our clients, across verticals.

These are

Banking, Financial Services & Insurance (BFSI)

Consumer Retail Services (CRS)

Information, Communication & Telecom (ICT)

Information Technology Enabled Services (ITeS)

Pharma, Healthcare & Life Sciences (PHL)

Construction, Property & Engineering (CPE)

Media, Entertainment & Hospitality (MEH)

Each of this practice is lead by a Vertical Head and ably supported by a team of Consultants and a

dedicated team of Research Associates. We are member of the TAPLOW group, which is an

international Search network.

Interim management

Executive Search apart, we offer Interim Management finding suitable senior professionals for a

specific period of a project or to fill an unexpected gap in senior management. We deploy

Executive Search methodology to find the right person, recruit the person on Ma FoiRandstads

payroll and depute to your organization for the interim period. You require interim managers


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typically in scenarios of business start-up until company registration is in place, pilot projects,

managing a specialised project, business restructuring and running change management programs.

Selection

There are lots of talented and skilled candidates who possibly seek employment in your company.

The challenge lies in finding the right candidate who will meet your requirements and will excel

once hired.

Ma FoiRandstad brings the expertise as the largest team of recruitment specialists in the country

that helps identifying the best talent for roles across various levels in your organization. Our teams

are organized along industry sectors.

These are

Banking, Financial Services & Insurance (BFSI)

Consumer Retail Services (CRS)

Information, Communication & Telecom (ICT)

Information Technology Enabled Services (ITeS)

Pharma, Healthcare & Life Sciences (PHL)

Construction, Property & Engineering (CPE)

Media, Entertainment & Hospitality (MEH)

Our teams relate well with you, speak your language and understand your needs deeper. They also

understand candidates better and deliver best-fit candidates in short turn-around time.


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Be it a project of hiring a team of people across levels and skills or recruiting for a few niche

positions or managing a hiring project for a long term, we have the solution. Our solutions are

appropriate for your scenario ranging from Database selection, Advertised Selection to

Recruitment Process Outsourcing.

Career Transition Support :

We offer Career Transition Support to our customers when they need to outplace some of their

employees who become redundant due to various reasons. Our consultants are able to quickly

understand the profiles of the candidates, enable them to enhance their profiles and position

themselves better with prospective employers. Our knowledge of the market, customer base and

ability to develop a possible list of target organizations help generate optimum results.

Staffing

Short-term projects are one of the highlights of modern day business. We provide temporary

staffing solutions that will help in hiring ideal candidates.

Ma FoiRandstad provides temporary staff across a range of skill-sets across many locations in the

country for a variety of industry sectors. We manage the entire HR process right from recruitment

and selection, on-boarding, payroll, compliance, training till providing you detailed management

reports.

With our dedicated team of consultants operating from over 90 offices in the country, a robust

technology system, strong risk management processes for compliance and legal aspects and our

experience of having pioneered this concept in India, we deliver value on a sustained basis.


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General staffing apart, we also offer Flexible Staffing and In-house services.

Flexi-staffing

The need for flexibility of workforce, improvement in productivity and legal compliance at the

workplace is more than ever before. To help Corporates meet this demand, we offer the right

solution that covers almost every aspect of HR needs right from recruitment to exit modalities. We

understand the concerns on flexibility of employment and associated risks and have established

business processes, that offers flexible and cost-effective solutions and address the headcount

needs and limitations squarely.

Our end-to-end solutions

Reduces your time and cost of selection

Faster mobilization and demobilization of people

Eliminates expensive contractual procedures

Helps your organization in timely compliance of all Statutory obligations

Offers greater temporary to permanent possibility

Helps you improve employee retention.

Provides flexibility in workforce across various functions.

Quality Management


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Ma FoiRandstad offers services to thousands of companies and people across the country. We are

committed to providing high quality service to companies and candidates alike. We offer

innovative solutions and programs that add value to our customers.

Recruitment

Our recruitment consultants have vast experience in Sourcing, Interviewing and Skill Assessment.

We have been able to attract the local talent pool and give just in time manpower resources to our

clients. The various sourcing methods adapted are advertising, headhunting, employee referral

schemes and existing database. Our recruitment teams are trained on diverse recruitment

requirements across industries and have a uniform delivery process at all locations.

Account Management

A fixed term contract of employment ensures all the benefits to the flexi workforce are at par with

employees of a reputed long-standing company with global footprints.

Robust Legal Framework

Ma FoiRandstads dedicated legal team assures adherence to all relevant labour laws. Our

compliance officers across India manage the system to guarantee conformity with all applicable

Acts.

The best Payroll and Statutory Management


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Ma FoiRandstad possesses a vast experience in statutory and benefits administration. All our

processes are handled by a dedicated team of professionals ensuring quality service.

Geographical Reach

A wide and well connected network that bridges the distance with ease. Ma FoiRandstad reaches

out and recruits potential candidates in tier II and tire III cities across the Country. Candidates are

assessed and assisted in migrating to cities that require their talent. Thereafter, Ma FoiRandstad is

in contact with the deployed employees, monitoring their growth and addressing their needs.

Power-packed Technology

We offer technology solutions on web based tools that integrate diverse and complex processes

across geographies. One key component is a unique Self-Service Portal that enables easy access to

data on contract employees spread across multiple locations. The platform provides complete

operational control that is customizable to client needs. Ma FoiRandstad by virtue of its

professional image is able to employ Specialists, for a fixed period of time to carry out specific

projects or jobs that are highly niche, for a short-term and deploy them in your organization to suit

your needs.

In-house services


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Reducing absenteeism

Supporting client executed performance programs

Increasing flexibility of the flex workforce

Improving the introduction process

Reduced client time in handling flex workforce

Improve flex-worker quality

Improved fitment

Improved productivity

Reducing overtime hours

Simplify admin processes

Deployment of E-tools and reports

Ma FoiRandstad's In-house Services is an ideal solution for large-scale placement of temporary

workforce.

Consulting

We offers a wide range of Consulting services to our customers, which helps them to build systems

and processes to acquire, engage and develop their human capital.


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With veterans in HR Consulting, we offer end-to-end solutions in Consulting, Public Systems

Practice and HR Statistical Research for our clients.

If you would like to learn more about Ma FoiRandstadsConsulting solutions for your business,

please get in touch with us today at [email protected]

With insights into the complexities of people management in the 21st century, we bring to you a

host of solutions to address these very challenges. Backed by our vast domain expertise in the HR

space, we offer a suite of HR Consulting Solutions that will help you take that quantum leap into

organizational excellence.

Areas of expertise

Organization Design & Structuring

Performance Management

o Role Mapping

o KRA & KPI Design

o Competency Mapping

o Competency Assessment

o Performance Appraisal System

o Career Pathing

Compensation Management

o Compensation Benchmarking Studies


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o Variable pay plan design

o Grading

o Job Evaluation

Employee Engagement

o Employee Engagement Study

o Exit Diagnostic Study

Our value proposition

Over 18 years of expertise in Consulting as Indias No.1 HR brand

Best practices that are a perfect amalgam of global HR practices and in-house research

Knowledge capital drawn from a team of consultants many of whom are from the

countrys top business schools and specialists in one or more HR domains

Option of a Build-Operate-Transfer or BOT model of delivering our services

Our clients benefit from

Insights into compensations trends and competitor practices

Informed decision making through HR Statistical Research and comprehensive reports

Clarity in reporting mechanisms, roles and responsibilities, Key Performance Indicators

(KPIs) and Key Result Areas (KRAs)


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Enhanced employee morale through alignment of reward strategy with performance and

market scenario

The competitive advantage underpinned by an engaged workforce

Outsourcing

We offer strategic outsourcing solutions that give clients access to intellectual capital which may

not available in-house. By handling all the backend processes in an efficient and time-bound

manner, we help organizations to focus on their core processes. We help small firms with access to

the same economies of scale, efficiency, and expertise that large companies enjoy. We provide

fully integrated Payroll Processing, Statutory Compliance Outsourcing and Recruitment Back

Office solutions.

Payroll process outsourcing

Payroll management is an essential service, in the HR spectrum and is also perhaps the most

complex. It requires a high degree of planning, efficient work allocation, rigorous quality

adherence and agility. Choosing the right payroll partner would be a critical first step in

maximizing the gains for any company.Our payroll outsourcing unit offers error free payroll

processing to our clients through a fully customized payroll engine that helps to process multiple

clients with varied complexity. The engine is fully integrated with and Employee Self Service

(ESS) window that facilitates employee interaction and Client Self Service (CSS) window that

shares payroll related MIS with client through a secured web network.


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We have a full-fledged expert team for statutory compliance management, where we handle PF,

PT, ESIC, LWF, contract labor, shops and establishment act compliance for companies.

Areas of expertise

Payroll processing

Reimbursement processing

Query management/Help Desk

Full & Final Settlement Processing

Report generation

Generation of Form 16 every year

Record Retention

Statutory reports generation and filing of necessary statutory returns

Preparation of Salary Journal Voucher report


Strategic Alliance partner for India with Automatic Data Processing (ADP) Worlds

largest payroll processing company

State-of-the-Art processing Centre located in Chennai.

Expertise in processing over 2,00,00 payroll and statutory records on monthly basis for

more than 360+ clients pan-India


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SAS 70 (Type II) : SOX compliant

Certified ISO 9001: 2008 by TUV

Certified ISO 27001:2005 by TUV


Accurate and consistent payroll processing

Flexibility and ease in the delivery and reporting process

Personalized Customer Engagement to handle all queries just-in-time

Data security offered by our in-house data recovery center that provide real time back up of

client data

The acumen of our payroll experts who are up-to-date with the latest regulations (such as

income tax laws) thus eliminating charges and penalties that arise from inaccurate

calculations.

Statutory compliance outsourcing

We offer knowledge and insights that are imperative to getting your business statutorily and legally

compliant. Our dedicated Knowledge Management Office is equipped to provide continuous

support and updates to help you manage the complexities of various legislations.

They also pro-actively keep abreast of market dynamics peculiar to your business and offer regular

legislative updates that will help you respond with agility to the constantly evolving landscape of


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statutes and labour laws. Our 30 member strong team is located pan-India. They hold an average of

10+years of domain and client relationship management expertise.

Areas of expertise

Statutory compliance audit

Retiral trust management services

HR and Statutory Due Diligence

Statutory Advisory Services

Statutory Benefits Administration

Comprehensive coverage of labor laws including Factories Act, ESI Act, Minimum Wages

Act, Bonus Act, Shop and Establishment Act, PF and Misc Provisions Act and Labour

Welfare Fund


Our unique service model offers end-to-end solutions in Statutory outsourcing

Strategic Alliance partner for India with Automatic Data Processing (ADP) Worlds

largest payroll processing company

Over 12 years of experience in statutory compliance management for over 200 clients

SAS 70 (Type II) : SOX compliant

Certified ISO 9001: 2008 by TUV


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Sourcing

Job Posting & Management

Advert Response Management

Applicant Tracking and Head Hunting

Recruitment Administration

Database creation, updation, and mining

CV Formatting

Selection

Screening, validation, interview scheduling

Marketing Support

Lead generation, RFP management

Research support, Tele- marketing

Credit Control

Invoice Handling

Cash collection



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Best Practices, Flexible Processes and Technologies

Providing Transaction and Voice Based Support

Providing Worldwide Support 24/7

Skilled in Sourcing & Identifying Best-fit Candidates

Understanding of Geographical & Cultural Nuances

Defined & Measurable KPIs

Low cost and flexibility in recruitment

Research done in sourcing talented pool

Experienced recruiters with deep industry knowledge

Benefits for clients

Keeps focus on core HR processes

Lowered hiring costs

Shorter hiring cycle

Improved hiring metrics

Access to superior recruitment expertise

Identify hidden talent in the market

Training


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Historically, Organizations that have found themselves struggling to take competition head on,

drive innovation or take calculated business risks betrayed the (lack of) preparedness of their

workforce. Leadership Development, Succession Planning and Learning and Development

interventions are gaining more significance and employers are increasingly looking for ways to

gain and maintain a competitive edge in the challenging markets that they exist in. We assist

organizations in creating and sustaining a better-trained workforce who in turn will enhance

productivity. We assist employers in making effective hiring decisions, help educators and trainers

evolve robust training modules with innovative methodologies and ensure that employees are

equipped with appropriate skills and knowledge.

Areas of expertise

Situational Leadership

Coaching and Mentoring

Management Development Programs

Sales Force Effectiveness

Customer Service Excellence

Persuasive Communications Skills

Neuro-Linguistic Programming

Out-Bound Training (OBT)

Creativity and Problem Solving


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Employability Enhancement


Holistic learning solutions developed from over 18 years expertise in development of

professionals and students

Our training specialists combine diverse industry and leadership experience to form the

backbone of all training interventions.

Our clientele comprises of companies, educational institutions and individuals. Training sessions

with a wide range of programs from vocational skills and on-boarding for freshers to Mission-

Vision workshops for top management are delivered by an expert team of trainers with diverse

industry experience.


Solutions designed around the three pillars of organizational success talent management,

leadership development and behavioral transformation

Customization modules are designed to specific need stated and implicit

Flexibility in design and implementation that offer reach to a geographically dispersed

workforce

Innovations in the realm of people development that are a hallmark of Ma FoiRandstads

training hub

Assessment


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In the recent years, there has been a spurt in the application of behavioral assessment tools for

talent attraction, engagement and retention. Organizations want to ensure that the best-fit candidate

gets recruited for a role be it a fresh recruitment or an internal movement. Employers, in the

manufacturing and services sectors alike, are making educated choices in the application of

scientific tools such as the 16PF to fit people into roles best suited for them. We offer well-

researched and highly standardised, renowned tests that helps organisations to assess strengths of

an individual, predict behavioural patterns while working in a role and a team. These tests also

help in determining development plans for a person and plan various HR interventions for a team

and your organization.

Areas of expertise

Psychometric testing for selection and development

Assessment Centres(AC) and Development Centres (DC)

Competency Based Interviewing (CBI)

Career assessment and counseling support for educational institutions

360 degree feedback

Training in psychometric testing and certification workshops

Individual counseling



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Our expertise is backed by our strategic alliance with

Institute for Personality and Ability testing (IPAT), USA

Psychometric Services Ltd. (PSL), UK

Skill check, Atlanta, USA

E-bilities Pty. Ltd., Australia.

Our assessment tests and delivery processes are standardized and well researched by our team of

Ph.Ds. and psychologists. We have successfully conducted assessment and development centres

(ACs and DCs) for clients across industries.


The simplicity, efficiency and customization offered by our assessment tools

Scientific decision making while minimizing bias and errors in judgment

Identifying behavioral pre-requisites for any role to optimize job fitment

Developing training and development plans that complement an individuals natural talent

and potential

A deeper appreciation of the motivational drivers of individuals and groups which enables

design of impactful reward programs


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CHAPTER 4

SWOT ANALYSIS


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STRENGTHS:-

a) Promoters are experienced and qualified professionals.

b) Market driven organization.

c) Diversified customer base.

d) Limited exposure per client to ensure low risk.

e) Low cost of operation.

f) Low NPA-level.

g) High margin of profit.

WEAKNESS:-

a) Primary securities are not tangible.

b) Different to verify the primary security.

c) Business activity is in sensitive sector.

OPPORTUNITIES:-


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Big and diverse market size

THREATS:-

Multinationals, banks and big finance companies are eying on the same market segment.

Government policy and adhoc fiscal policy changes.


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Profit & Loss Mafoi Randstad

Profit & Loss Mafoi Randstad

Mar'11 Mar'10 Mar'09 Mar'08 Mar'07

12 Months 12 Months 12 Months 12 Months 12 Months

INCOME:

Sales Turnover 311.80 218.46 169.16 149.48 124.81

Excise Duty 23.80 15.34 17.98 20.70 16.32

NET SALES 288.00 203.12 151.18 128.78 108.49

Other Income 0.00 0.00 0.00 0.00 0.00

TOTAL INCOME 288.88 203.41 151.45 128.96 108.64

EXPENDITURE:

Manufacturing Expenses 19.38 11.51 10.34 9.27 7.75

Material Consumed 189.92 136.94 100.95 87.28 74.05

Personal Expenses 13.56 11.59 7.25 5.32 4.00

Selling Expenses 0.00 16.60 11.23 9.67 7.77

Administrative Expenses 36.18 6.32 4.49 2.76 3.33

Expenses Capitalised 0.00 0.00 0.00 0.00 0.00

Provisions Made 0.00 0.00 0.00 0.00 0.00

TOTAL EXPENDITURE 259.03 182.97 134.26 114.30 96.90

Operating Profit 28.96 20.15 16.92 14.48 11.58

EBITDA 29.85 20.44 17.19 14.65 11.74

Depreciation 7.36 5.50 5.24 3.25 2.57


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Other Write-offs 0.00 0.00 0.05 0.07 0.07

EBIT 22.50 14.94 11.90 11.34 9.10

Interest 14.67 8.60 7.66 4.78 3.70

EBT 7.82 6.34 4.24 6.56 5.40

Taxes 1.68 2.60 1.53 2.26 1.92

Profit and Loss for the Year 6.15 3.74 2.71 4.30 3.48

Non Recurring Items -2.42 0.73 0.25 -0.0 0.00

Other Non Cash Adjustments 0.00 0.13 0.02 0.01 0.12

Other Adjustments 0.00 0.00 0.00 0.00 0.00

REPORTED PAT 3.72 4.61 2.97 4.26 3.60

KEY ITEMS

Preference Dividend 0.00 0.00 0.00 0.00 0.00

Equity Dividend 1.36 1.32 0.70 0.70 0.70

Equity Dividend (%) 10.00 14.73 10.00 10.00 10.00

Shares in Issue (Lakhs) 136.38 89.90 70.38 70.38 70.38

EPS - Annualised (Rs) 2.73 5.12 4.22 6.05 5.11


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Table 1.2

Cash Flow of Mafoi Randstad

Particulars Mar'11 Mar'10 Mar'09 Mar'08 Mar'07

Profit Before Tax 5.40 7.21 4.51 6.52 5.52

Net Cash Flows from Operating

Activity

-17.74 -14.29 -1.73 -4.32 6.42

Net Cash Used in Investing Activity -26.37 -37.82 -9.71 -12.72 -7.28

Net Cash Used in Financing Activity 70.75 54.57 10.94 17.40 2.83

Net Inc/Dec in Cash and Cash

Equivalent

26.64 2.46 -0.4 0.35 1.97

Cash and Cash Equivalent - Beginning

of the Year

6.65 4.19 4.68 4.33 2.36

Cash and Equivalent - End of the Year 33.28 6.65 4.19 4.68 4.33


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Table1.3

Balance Sheet of Mafoi Randstad ------------------- in Rs. Cr. -------------------

Mar '11 Mar '10 Mar

12 mths 12 mths 12 m

Sources Of Funds

Total Share Capital 13.64 8.99

Equity Share Capital 13.64 8.99

Share Application Money 0.00 6.76

Preference Share Capital 0.00 0.00

Reserves 51.08 32.02 24

Revaluation Reserves 0.00 0.00

Networth 64.72 47.77 3

Secured Loans 163.60 108.68 6

Unsecured Loans 2.34 0.57

Total Debt 165.94 109.25 62

Total Liabilities 230.66 157.02 99

Mar '11 Mar '10 Mar

12 mths 12 mths 12 m


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Application Of Funds

Gross Block 128.60 103.41 7

Less: Accum. Depreciation 43.05 35.77 3

Net Block 85.55 67.64 4

Capital Work in Progress 5.39 8.15

Investments 0.44 0.44

Inventories 86.47 51.99 3

Sundry Debtors 75.28 58.78 4

Cash and Bank Balance 33.28 4.04 2

Total Current Assets 195.03 114.81 8

Loans and Advances 18.28 9.34

Fixed Deposits 0.00 2.61

Total CA, Loans & Advances 213.31 126.76 9

Deffered Credit 0.00 0.00

Current Liabilities 72.43 44.42 3

Provisions 1.60 1.54

Total CL & Provisions 74.03 45.96 3

Net Current Assets 139.28 80.80 5

Miscellaneous Expenses 0.00 0.00

Total Assets 230.66 157.03 99

Contingent Liabilities 8.52 3.89


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WHAT IS RECRUITMENT ?

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job.

For some components of the recruitment process, mid- and large-size organizations often retain

professional recruiters or outsource some of the process to recruitment agencies.

The recruitment industry has four main types of agencies: employment agencies, recruitment

websites and job search engines, "headhunters" for executive and professional recruitment, and

niche agencies which specialize in a particular area of staffing. Some organizations use employer

branding strategy and in-house recruitment instead of agencies. Recruitment-related functions are

generally carried out by an organization's human resources staff.

The stages in recruitment include sourcing candidates by advertising or other methods, screening

potential candidates using tests and/or interviews, selecting candidates based on the results of the

tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill their new role

effectively.


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Agency types

The recruitment industry is based on the goal of providing a candidate to a client for a price. On

one end of the spectrum there are agencies that are paid only if they deliver a candidate that

successfully stays with the client beyond the agreed probationary period. On the other end of the

spectrum there are agencies that are paid a retainer to focus on a client's needs and achieve

milestones in the search for the right candidate, and then again are paid a percentage of the

candidate's salary when a candidate is placed and stays with the organization beyond the

probationary period. Today's (march 2011) recruitment industry is fairly competitive, therefore

agencies have sought out ways to differentiate themselves and add value by focusing on some area

of the recruitment life cycle. Here are five types of typical agencies.

Traditional agency

Also known as employment agencies, recruitment agencies have historically had a physical

location. A candidate visits a local branch for a short interview and an assessment before being

taken onto the agencys books. Recruitment consultants then work to match their pool of

candidates to their clients' open positions. Suitable candidates are short-listed and put forward for

an interview with potential employers on a contract or direct basis.

Compensation to agencies take several forms, the most popular are:

A contingency fee paid by the company when a recommended candidate accepts a job with

the client company (typically 20%-30% based and calculated on the candidates first-year base

salary (though fees as low as 12.5% can be found online, and which usually has some form of

guarantee (3090 days standard), should the candidate fail to perform and is terminated within a

set period of time (refundable fully or prorated).


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An advance payment that serves as a retainer, also paid by the company, non-refundable

paid in full depending on outcome and success (e.g. 40% up front, 30% in 90 days and the

remainder once a search is completed). This form of compensation is generally reserved for high

level executive search/headhunters

Hourly Compensation for temporary workers and projects. A pre-negotiated hourly fee, in

which the agency is paid and pays the applicant as a consultant for services as a third party. Many

contracts allow a consultant to transition to a full-time status upon completion of a certain number

of hours with or without a conversion fee.

Headhunters

A "headhunter" is an industry term for a third-party recruiter who seeks out candidates often when

normal recruitment efforts have failed. Headhunters are generally considered more aggressive than

in-house recruiters or may have pre-existing industry experience and contacts. They may use

advanced sales techniques such as initially posing as clients to gather employee contacts as well as

visiting candidate offices. They may also purchase expensive lists of names and job titles but more

often will generate their own lists. They may arrange a meeting or a formal interview between their

client and the candidate and will usually prepare the candidate for the interview, help negotiate the

salary and conduct closure to the search. They are frequently members in good standing of industry

trade groups and associations. Headhunters will often attend trade shows and other meetings

nationally or even internationally that may be attended by potential candidates and hiring

managers.

Headhunters are typically small operations that make high margins on candidate placements

(sometimes more than 30% of the candidates annual compensation). Due to their higher costs,


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headhunters are usually employed to fill senior management and executive level roles.

Headhunters are also used to recruit very specialized individuals; for example, in some fields, such

as emerging scientific research areas, there may only be a handful of top-level professionals who

are active in the field. In this case, since there are so few qualified candidates, it makes more sense

to directly recruit them one-by-one, rather than advertise internationally for candidates. While in-

house recruiters tend to attract candidates for specific jobs, headhunters will attract both candidates

and actively seek them out as well. To do so, they may network, cultivate relationships with

various companies, maintain large databases, purchase company directories or candidate lists and

cold callprospective recruits.

Headhunters are increasingly using social media to find and research candidates. This approach is

often called social recruiting.

Niche recruiters

Specialized recruiters exist to seek staff with a very narrow specialty. Because of their focus, these

firms can very often produce superior results due to their ability to channel all of their resources

into networking for a very specific skill set. This specialization in staffing allows them to offer

more jobs for their specific demographic which in turn attracts more specialized candidates from

that specific demographic over time building large proprietary databases. These niche firms tend to

be more focused on building ongoing relationships with their candidates as is very common the

same candidates are placed many times throughout their careers. Niche firms also develop

knowledge on specific employment trends within their industry of focus (e.g. The energy industry)

and are able to identify demographic shifts such as aging and its impact on the industry.

Social recruiting


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For more details on this topic, see Social recruiting.

Social recruiting is the use of social media for recruiting

Employee referral

For more details on this topic, see employee referral.

A employee referral program is a system where existing employees recommend prospective

candidates for the job offered, and if the suggested candidate is hired, the employee who referred

receives a cash bonus.

In some cases the Organization provides the Employee referral bonus only if the referred employee

stays with the organization for stipulated time duration (most cases 3 - 6 months). Referral bonus

depends on the grade of the referred employee, higher the grade higher the bonus however the

method is not used for senior level hiring.

In-house recruitment

Under pressure to reduce costs, both large- and medium-sized employers tend to undertake their

own in-house recruitment, using theirhuman resources department, front-line hiring managers and

recruitment personnel who handle targeted functions and populations. In addition to coordinating

with the agencies mentioned above, in-house recruiters may advertise job vacancies on their own

websites, coordinate internal employee referrals, work with external associations, trade groups

and/or focus on campus graduate recruitment. Some large employers choose to outsource all or


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some of their recruitment process (recruitment process outsourcing) however a much more

common approach is for employers to introduce referral schemes where employees are encouraged

to source new staff from within their own network.

Executive research firms and sourcing firms

These firms are the new hybrid firms in the recruitment world able to combine the research aspects

(discovering passive candidates) of recruiting and combine them with the ability to make hires for

their clients. These firms provide competitive passive candidate intelligence to support companies'

recruiting efforts. Normally they will generate varying degrees of candidate information from those

people currently engaged in the position a company is looking to fill. These firms usually charge a

daily rate or fixed rate. Many times this uncovers names that cannot be found with other methods

and will allow internal recruiters the ability to focus their efforts solely on recruiting. Executive

Research began as an extension of headhunting or executive search businesses. Initially used to

support advertising strategies, executive research quickly overshadowed advertisements as a much

more focused and successful alternative. The ability of researchers to pinpoint top talent passive

or otherwise gave the headhunting businesses a much higher success rate and quicker turnaround

time, especially with the harder to fill vacancies. Soon the gap in the market became apparent, and

executive research moved away from in-house to a more main stream market, although still

remaining behind the scenes in the recruitment industry. More recently, the economic downturn

has forced businesses to review their recruitment practices that have resulted in them working

directly with the research firms. By removing the middleman businesses have direct access to


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much more cost-effective solutions, and have been able to retain a firmer grasp on their

recruitment drives and processes. Business also have access to full disclosure on market

intelligence which has proven to be vital for more forward thinking businesses, especially with

regards to succession planning.

Process

Job analysis

The proper start to a recruitment effort is to perform a job analysis, to document the actual or

intended requirement of the job to be performed. This information is captured in a job description

and provides the recruitment effort with the boundaries and objectives of the search.[4]Oftentimes

a company will have job descriptions that represent a historical collection of tasks performed in the

past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect

present day requirements. Starting a recruitment with an accurate job analysis and job description

ensures the recruitment effort starts off on a proper track for success.

Sourcing

Sourcing involves 1) advertising, a common part of the recruiting process, often encompassing

multiple media, such as the Internet, general newspapers, job ad newspapers, professional

publications, window advertisements, job centers, and campus graduate recruitment programs; and

2) recruiting research, which is the proactive identification of relevant talent who may not respond

to job postings and other recruitment advertising methods done in #1. This initial research for so-


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called passive prospects, also called name-generation, results in a list of prospects who can then be

contacted to solicit interest, obtain a resume/CV, and be screened (see below).

Screening and selection

Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and

computer skills. Qualifications may be shown through rsums, job applications, interviews,

educational or professional experience, the testimony of references, or in-house testing, such as for

software knowledge, typing skills, numeracy, and literacy, through psychological tests or

employment testing. Other resume screeningcriteria may include length of service, job titles and

length of time at a job. In some countries, employers are legally mandated to provideequal

opportunity in hiring. Business management software is used by many recruitment agencies to

automate the testing process. Many recruiters and agencies are using an applicant tracking system

to perform many of the filtering tasks, along with software tools forpsychometric testing.

Onboarding

"Onboarding" is a term which describes the process of helping new employees become productive

members of an organization. A well-planned introduction helps new employees become fully

operational quickly and is often integrated with a new company and environment. Onboarding is

included in the recruitment process for retention purposes. Many companies have onboarding


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campaigns in hopes to retain top talent that is new to the company; campaigns may last anywhere

from 1 week to 6 months.

Internet recruitment and websites

Such sites have two main features: job boards and a rsum/curriculum vitae (CV) database. Job

boards allow member companies to post job vacancies. Alternatively, candidates can upload a

rsum to be included in searches by member companies. Fees are charged for job postings and

access to search resumes. Since the late 1990s, the recruitment website has evolved to encompass

end-to-end recruitment. Websites capture candidate details and then pool them in client accessed

candidate management interfaces (also online). Key players in this sector provide e-recruitment

software and services to organizations of all sizes and within numerous industry sectors, who want

to e-enable entirely or partly their recruitment process in order to improve business performance.

The online software provided by those who specialize in online recruitment helps organizations

attract, test, recruit, employ and retain quality staff with a minimal amount of administration.

Online recruitment websites can be very helpful to find candidates that are very actively looking

for work and post their resumes online, but they will not attract the "passive" candidates who might

respond favorably to an opportunity that is presented to them through other means. Also, some

candidates who are actively looking to change jobs are hesitant to put their resumes on the job

boards, for fear that their companies, co-workers, customers or others might see their resumes.

Job search engines

The emergence of meta-search engines allows job-seekers to search across multiple websites.

Some of these new search engines index and list the advertisements of traditional job boards.

These sites tend to aim for providing a "one-stop shop" for job-seekers. However, there are many


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other job search engines which index solely from employers' websites, choosing to bypass

traditional job boards entirely. Thesevertical search engines allow job-seekers to find new

positions that may not be advertised on traditional job boards, and online recruitment websites.

Recruitment Process

The recruitment and selection is the major function of the human resource department and

recruitment process is the first step towards creating the competitive strength and the strategic

advantage for the organisations. Recruitment process involves a systematic procedure from

sourcing the candidates to arranging and conducting the interviews and requires many resources

and time. A general recruitment process is as follows:

Recruitment Process

Mafoi follows a systematic and rigorous procedure for recruitments, in sync with the industry

practices. Realizing the crucial importance of successful recruitment, we pursue an organized,

efficient and practical methodology. To comprehend the specific requirements of our clients, we

get acquainted with their needs by meeting them in person. This gives a crystal clear idea of what

is expected from us and the desired skill-set to be considered before starting our hunt for the right

candidate. After understanding the roles and responsibilities of the prospective candidate, the

search process starts. A long list of matching resumes are reviewed and selected. Further short

listing of the candidates leaves behind a list of most potential and appropriate candidates, who

meet the desired requirements of the client. These short listed candidates are contacted and a pre-


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interview check is conducted. Meanwhile, the client is informed about the short listed candidates.

Next, our client interviews the most eligible and short listed candidates. Finally, our clients then

inform us about the selected and successful candidates, who are updated about the positive

feedback by us while auto-mailers are sent out to the rest of the unsuccessful applicants. Once the

salary negotiations are over we assist you with the employee management.

Employee Outsourcing

Employee Outsourcing can be a cost effective alternative to the expense and administrative burden

of a traditional employer-employee relationship. Outsourcing your human resource functions

allows you to focus on business development and provides administrative relief from many

employment responsibilities such as payroll preparation, income tax reporting, employee benefits

and workers compensation.

Outsourcing is accomplished by transferring many of your employer responsibilities to a

Professional Employment Organization (PEO). A PEO is not simply a temp firm, staffing agency,

payroll service or placement agency. The PEO acts as your off-site human resource department.

Your company enters into an agreement with the PEO to establish a three-way relationship

between you, your employees and the PEO. You and the PEO become co-employers instead of the

traditional employment relationship.

This co-employer relationship allows the PEO to provide you with a full range of services and to

transfer or share many employer liabilities and responsibilities. It allows you to streamline your

business which results in greater efficiency and productivity. Less paperwork and more time.


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Allen Financial has affiliated with one of the premier PEOs in the United States, to offer our

clients these valuable services. We can the work out of payroll administration . Once a client

submits employee work hours, they prepare and deliver checks and related payroll reports in the

form you need to run your business. The PEO administers wage garnishments and pay statutory

taxes. They file quarterly and annual federal, state, and local tax reports. They will also perform

your employment verifications, wage verifications, perform new hire reporting and issue W-2s for

employees.

Employee Outsourcing Benefits:

Payroll Processing

Issue Checks with Positive Pay or Direct Deposit

Prepare Payroll and Reports

Deliver Payroll and Reports

Administer Payroll Benefit Deductions

Administer Garnishments and Child Support

Timely Federal and State Tax Reporting

Issue Year-end W-2s

Handle Employment Verifications

Provide Workers Compensation Insurance

Pay Policy Deposits


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Manage claims including communication with medical professionals and insurance carrier

claims adjusters

Provide Unemployment Insurance

Assistance on federal and state employment related legislation and compliance

Consulting services on personnel issues

Access to pre-employment drug and alcohol screenings

Access to background checks ranging from simple to comprehensive

Customized employee handbooks to fit your company policies

Maintenance of personnel files relating to payroll, garnishments, deductions, etc.

Handling of employee questions and appeals on state unemployment claims

Administration of unemployment claims


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BIBLIOGRAPHY

Annual Reports of Mafoi Randstad

Armstrong's Handbook of Human Resource Management Practice

by Michael Armstrong

Introducing Human Resource Management

by Caroline Hook, Margaret Foot

www.mafoirandstad.com

www.wikipedia.org

mafoi chapters

Documents