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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
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 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:
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 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
Our value proposition
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
Our clients benefit from
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 value proposition
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
Our value proposition
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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
Our value proposition
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.
Our clients benefit from
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
Our value proposition
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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.
Our clients benefit from
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