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

Virtual HR Services

Low employee engagement and poor performance are 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 damage 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 layout your “HR Roadmap to Success,” which includes ideas that you may adopt independently or with our help.

●      Outplacement and Workforce Planning: Finding an appropriate applicant for your company is difficult and time-consuming. 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, to help our clients virtually while maintaining social distance. When you hire us as your business expansion consultant provider, you can 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.

● Concat ensures 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 outsourcing companies in India will listen to your situation and suggest solutions and market trends. Before you make a costly error, HR consultants can function as a safety net.

Human resource strategies remain focused and assist you time to avoiding 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 9555626260.

Frequently Asked Questions

What are Virtual HR Services?

Typically, HR services involve finding, screening, recruiting, and training employees and providing consultancy and staffing, accounting and taxation services, and employee management solutions. It takes care of the employee benefit and compensation programs as well. Virtual HR services provide just the same services; the difference is that it is provided through an 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 an exit process for the employees. The human resource team is responsible for hiring the most suitable candidate for the described job vacancy and further ensuring efficient working to achieve the desired goals and objectives.

  1. Operational Management

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

  1. 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 staff efficiency for the betterment of the company.

  1. Succession Planning: 

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

  1. Compensation and Benefits

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

  1. 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 of risk management issues. In addition, marketing strategy consultants ensures that employers comply with laws and have nurtured a fair and just environment. Also, HR provides constant support in the planning and development of the organization.

  1. HR Data and Analytics

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

What is the Difference Between PM and HRM?

Personnel Management is a part of management that 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 tends to deal with employees as tools or machines.

Human Resource Management is that specialized and structured branch of management that deals with functions like accession, maintenance, training, utilization, and integration of people at work, to ensure that the best quality output is delivered to the organization. To meet those requirements, it refers to a systematic function of arranging for the human resource needs and demands, training, compensation, selection, and performance appraisal. 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 the art of employing a corporation’s human resources most efficiently and effectively.

How Many Types of HR are There?

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

  1. Employment Specialists

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

  1. 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. In addition, the HR assistant’s responsibility is to keep track of employee absences, terminations, performance reports, grievances, and compensation information matters.

  1. Human Resources Coordinator

Human resources coordinators facilitate HR compliance services 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.

  1. 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 in relevant employment opportunities.

  1. Recruiter

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

  1. Human Resources Generalist

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

  1. Recruitment Manager

 Recruitment managers are responsible for supervising other recruiters and managing a company’s sourcing, interviewing, and employment processes. These managers have a depth understanding of labor legislation, forecasting future hiring needs, and tracking recruiting needs after getting in touch with managers of other departments.

  1. Human Resources Manager

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

  1. Employee Relations Manager

Employee relations managers are responsible for maintaining a harmonious work environment by communicating certain behaviors that can affect the workplace. In addition, they understand state and federal employment laws which help them understand to take care of conflict resolution and negotiations for other circumstances.

  1. Labor Relations Specialist

Their job description involves preparing the data that executive managers require during the collective bargaining process. Their responsibilities further extend to implementing industrial labor relations programs, handling grievances, and compiling statistical data to guide the organization’s decisions regarding employee contracts.

  1. Director of Employee Experience

Directors of employee experience have the expertise in business process outsourcing services and understand how to solve issues to ensure more efficiency. In addition, these directors work with other executives to improve and enhance employee satisfaction through team-building exercises, suggestions for career planning, and other suitable programs.

  1. Director of Human Resources

HR director’s primary 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 ensure compliance with federal, state, and local laws.

What is the Important Role of HR?

Recruiting is the sole function based on which there is even a human resource department to exist. Therefore, the HR professionals’ most binding decision is to find the right talent pool, talent acquisition, or recruitment in other terms. Hiring the right talent pool defines the organization’s future, hence making the recruitment process quite an essential and delicate process.

How is DATA Privacy Handled?

Along with recruitment and development functions of the HR department, it is also responsible for the 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 them. This automatically suggests choosing the right cloud services and software with 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 of their rights regarding the right to access, rectify, and erase their data if they desire.

Ensure that only those in the top circle access all the credentials and data.

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

What Don’t HR Services Provide?

The human resource services do not include handling the accounting facet of the company. Instead, its job description involves handling and utilizing the human resources most efficiently to ensure the achievement of the company’s objectives.

Important Services are listed below: