| Need for Effecting Recruitment and HR Practices | | | | Here at Talent Onions, we enable you to improve |
| Challenges of Organisation | | | | people performance by more effectively planning and |
| One of the toughest tasks for organisations is to hire | | | | acquiring your talent pool, as well as processing and |
| perfect people suitable for their requirement. Economy | | | | assessing from an applicant pool that can be rapidly |
| is booming like everything, every organisation is trying | | | | converted into your productive work force. Our |
| to maintain pace with growth rate of economy. They | | | | Enterprise Solutions portfolio integrates technology and |
| are grabbing new assignments, looking for new | | | | professional services that help you achieve a balanced |
| business segment to maximize their benefits. Such | | | | scorecard on the critical dimension of recruitment. |
| efforts need fresh human resources, maximum | | | | Our Approach |
| utilization of existing resources and to maintain | | | | We begin by defining the scope of the assignment in |
| consistency among them. | | | | discussion with our client. This may require a diagnostic |
| Recruitment Process and Its Importance | | | | study or a brainstorming session with a client team. |
| Recruitment has been a mammoth task for | | | | Defining the approach or methodology that we will |
| organization always. The current trend is of | | | | adopt is the next step. Our focus will be to use |
| outsourcing recruitment and other HR Practices. Today | | | | relevant tools and techniques from a vast array and |
| Human Resource Consultants and Recruitment | | | | customise our approach to client needs. We do not |
| Agencies play important role in performance of | | | | believe in the "one coat fits all" approach. |
| organization. | | | | Most assignments require a good understanding |
| Performance is a vital factor. It’s a function of all | | | | through evaluation of facts and situations. We believe |
| the Human Resource Components: | | | | data integrity and relevance is as important as the |
| 1. Selecting individuals who are best able to perform | | | | sophistication of analysis. This requires considerable |
| the jobs defined by the organization. | | | | checks and cross checks. |
| 2. Appraising their performance to facilitate the | | | | Providing the right perspective and insights is what |
| equitable distribution of rewards. | | | | adds value to analysis. Our wide knowledge and |
| 3. Motivating employees by linking rewards to high level | | | | experience across a range of industries enables us |
| of performance. | | | | provide this and has earned us the respect of our |
| 4. Developing employees to improve their current | | | | clients. |
| performance at work as well as to prepare them to | | | | We finally present our findings and thoughts with clarity |
| perform in positions they may hold in future. | | | | and absolute independence to various levels of |
| What we provide? | | | | management. |