Employees are given various choices by using different forms of technology to link them with HR shared services, which are referred to as virtual HR services.

Virtual HR Services

Low employee engagement and poor performance are the risks associated with businesses with inadequate HR systems. Thereby, Concat’s virtual HR services provide a comprehensive approach to meeting our clients’ demands. This includes the following:

●      Surveys of Participation: A disgruntled employee may be costly and damaging to corporate morale. Therefore, we collect employee feedback, compare it to benchmark data, and provide recommendations to help foster a positive culture.

●      Audits of Human Resources: Our in-depth culture & compliance audit examines over three hundred variables to see how your company compares to state and federal requirements, and HR practices. After completing your audit, we lay out your “HR Roadmap to Success,” which includes ideas that you may adopt on your own or with our help.

●      Outplacement and Workforce Planning: It is difficult and time-consuming to find an appropriate applicant for your company. From hiring until retirement, we provide customized employee management solutions. Our method assists in developing and fulfilling your team’s needs while also placing the most eligible applicant for the job.

Why Hire Concat’s Virtual HR Services?

We pursue to offer a perfect and virtual HR consultancy and training solution, in addition to our on-site support services in order to help our clients virtually while maintaining social distance. When you hire us as your virtual HR services provider, you can be rest assured about the following:

●      There is no one-size-fits-all model. As a result, we provide flexible, tailor-made services.

●      We bring a new viewpoint to any problem and look at it objectively.

●      We, at Concat, ensure that your organization’s internal productivity and profitability strengthen with time.

●      We focus on having your back and providing you with peace of mind.

●      Our expert team members ensure that your onboarding paperwork is made more accessible.

●      We assist you in attracting only top talent, expanding your workforce, and building a corporate team that you can be proud of.

●      You will spend less time interviewing candidates and determining if they are an excellent cultural fit with us.

Over the years, we have gained fantastic experience in both online and in-person training. Your employees can learn at their own pace or with teacher feedback with the support of an HR Consultant.

What Makes Us Valuable For Your Organization?

Concat’s HR consultants bring a fresh perspective to the table and provide value based on even the most common observations and ideas. Our experienced HR consultant will listen to your situation and suggest solutions as well as market trends. Before you make a costly error, HR consultants can function as a safety net.

Human resource strategies remain focused, and assist you timely to avoid legal issues when you have HR consultants on your team. In addition, HR consultants can provide the most significant resources/referrals to professional knowledge when you are over your head. That is how we add value to your organizational process.

Who Are We?

Concat is a well-known outsourced HR management service provider that works with companies with a minor or non-existent HR department. We can work with you to build, improve, supplement, or manage your human resources department. In addition, we provide you with the advantages of having experienced human resources specialists dedicated to assisting some or all of your company’s HR needs without the need to create a new position. Since our inception, we have been offering human resources knowledge to businesses of all sizes, and we are happy to have been named a leader in our field.

Whether you need assistance with a short-term project or long-term HR support, we have extra hands and knowledge to help you achieve your objectives. In the end, we help our clients by resolving their HR issues, allowing them to focus on their core competencies. So, get in touch with us at 955562626.

Frequently Asked Questions

What are Virtual HR Services?

Typically, HR services involves finding, screening, recruiting and training employees and providing consultancy and solutions regarding staffing and employee management. It takes care of the employee benefit and compensation programs as well. Virtual HR services provides just the same services; the difference is just that it is provided through on-site support system wherein you connect virtually.

What are the 7 Main Areas of HR?

1. Recruitment & Selection

This function involves recruitment, selection and also an exit process for the employees. The human resouce team is responsible for hiring the most suitable candidate for the described job vacancy and further ensure that there is an efficient working in order to achieve the desired goals and objectives.

 2. Operational Management

HR function involves developing plans for ensuring a smooth running of performance management by meeting expected objectives of the organization.

 3. Learning & Development

The HR function also includes training and development of staff personnel. It ensures that employees are provided with the most suitable training techniques to increase the efficiency of an staff for the betterment of the company.

 4. Succession Planning:

Succession planning involves developing contingency plans if for some reason employee decides to quit or exit the company. The HR is responsible for filling up that vacancy and replace the previous candidate with another efficient candidate.

 5. Compensation and Benefits

Another function of the human resouce department is to administer an alluring compensation package for the employees thus creating an incentive for them to work harder and provide quality input to the company. The compensation and benefit package can be of many types such as: – medical insurance, tuition reimbursement, competitive salary, etc. The HR provides these packages to the employees and also attend to employee inquiries about their pay and other benefits.

 6. Risk Management

The HR function involves minimizing risk and potential thetas to the company. It provides safety training to the company staff to make them aware about risk management issues.HR ensures that employers are in compliance with laws and have nurtured a fair and just environment for the employees. Also, HR provide constant support in planning and development of the organization.

 7. HR Data and Analytics

With modern advancements, HR department has become more and more data driven. The emphasizes on the data has led them to make the required decisions at the right time. With the data reports of the company’s past and present performance, HR can make many important predictions and thus provide the solutions and measures accordingly.

What is the Difference Between PM and HRM?

Personnel Management is a part of management which involves functions like recruitment, selection, staffing, training, and compensation of the employees of the company and their relation with the organization to attain the desired organizational objectives. Personnel management has the tendency to deal with employees as tools or machines

Human Resource Management is that specialized and structured branch of management which deals with functions like accession, maintenance, training, utilization and integration of people at work, to ensure that the best quality output is delivered by them to the organization. It refers to a systematic function of arrange for the human resource needs and demands, training, compensation, selection and performance appraisal, to meet those requirements. It treats the human resource as the asset/investment of the company. It is an advanced version of personnel management

The gist of it is that human resource management is an art of employing the human resources of a corporation, in the most efficient and effective way.

How Many Types of HR are There?

The 12 most common types of HR roles are listed below: –

1. Employment Specialists

Employment specialist as the name suggests has the expertise to complement the right people for the right job. Employment specialists have in-depth knowledge and understanding about an organization’s job descriptions, hiring processes, salaries and benefits packages. They tend to find the suitable candidate for the job vacancy in question.

2. Human Resources Assistant

 As the name suggests, the role of a human resources assistant can be defined as assisting HR directors and managers with administrative tasks. HR assistant’s responsibility is to keep a track of employee absences, terminations, performance reports, grievances and compensation information matters.

3. Human Resources Coordinator

Human resources coordinators facilitate HR programs and functions under the guidance of the HR director or manager. Their key responsibilities include arranging orientations, communicating employee concerns and integrating employee training and development processes.

4. Human Resources Specialist

The key responsibility of a human resource specialist is to recruit and place employees. This involves screening, recruiting, interviewing and placing employees to relevant employment opportunities.

5. Recruiter

Recruiter as the name suggests has the expertise as well as the responsibility to recruit the suitable employee candidate for particular roles of the organization. Another role of these HR employees is to negotiate salaries while recruiting the potential candidates to the suitable job

6. Human Resources Generalist

Human resource generalist is concerned with handling day to day operations of the company concerning policies and programs. The handle regulatory compliance, organization development, employer-employee communication, welfare of the employees, etc.

7. Recruitment Manager

 Recruitment managers have the responsibility to supervise other recruiters and manage a company’s sourcing, interviewing and employment processes. These managers have in depth understanding of labor legislation and forecasting future hiring needs as well as tracking recruiting needs after getting in touch with managers of other departments.

8. Human Resources Manager

Human resources managers are responsible for the entire human resources department and ensure that the employees are performing their duties effectively. They strategize the recruitment process and working system so that they can facilitate a system wherein employees work dedicatedly to achieve organization’s objective. They carry out the exit interview of the employee and even handle the delicate matters related to employees.

9. Employee Relations Manager

Employee relations managers have the responsibility to maintain a harmonious work environment by communicating certain behaviors that can have an effect on the workplace. They have an understanding of state and federal employment laws which helps them understand to take care of the process of conflict resolution and negotiations for other circumstances.

10. Labor Relations Specialist

Their job description involves preparation of the data that executive managers require during the collective bargaining process. Their responsibilities further extend to implementation of industrial labor relations programs, handle grievances, compile statistical data to provide the direction to organization’s decisions regarding employee contracts.

11. Director of Employee Experience

Directors of employee experience have the expertise in business strategy and an understanding regarding how to solve issues to ensure more efficiency. These directors work with other executives to improve and enhance employee satisfaction through team-building exercises, suggestions for career planning and other suitable programs.

12. Director of Human Resources

HR director’s main responsibility is to oversee the company’s human resources department to ensure that it is working efficiently and profitably. An HR director answers to their company’s chief executive officer regarding the various aspects of human resources. They head employee orientation and training programs, supervise database management procedures and make sure there is compliance with federal, state and local laws.

What is the Important Role of HR?

Recruiting is the sole function on the basis of which there is even a human resource department to exist. The most imperative decision and job of the HR professionals is to find the right talent pool; talent acquisition or recruitment in other terms. Hiring the right talent pool defines the future of the organization, hence making the recruitment process quite important and delicate process as well.

How is DATA Privacy Handled?

Along with recruitment and development functions of the HR department, it is also responsible for protection of data of the company and its employees shared with the HR department. Some of the tasks that HR conducts to safeguard the data are: –

Identify the potential cybersecurity attacks and take necessary steps to prevent it. This automatically suggests choosing the right cloud services and software that have data protection as a priority.

Regularly updating and reviewing privacy policies for all employees

Always specify and record the reason for the need to process personal information. 

Ensure that the employees are aware about their rights regarding right to access, rectify, and erase their personal data if they have a desire.

Ensure that all the credentials and data is accessed by only those people who are in the top circle.

Indulge in timely document deletion procedures. An organization should only hold onto its data for a specified amount of time, especially if it is not relevant for business practices.

What Don’t HR Services Provide?

The human resource services do not include handling the accounting facet of the company. Its job description involves handling and utilizing the human resources in the most efficient manner to ensure achievement of objectives of the company.

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