About 6th Sense HR Consultancy and Labour Services in #25, KALYANASUNDARAM STREET, ANANDHA NAGAR, Pondicherry

ABOUT US
One of Puducherry fastest growing recruitment companies, Our HR Consulting provides Recruitment Services, Career Advise, HR services. We also provide Permanent Recruitment Services, Contract Recruitment, Temporary Recruitment, outplacements, unbundled services, as well as HR consulting.

As a locally owned company our consulting firm has the expertise and market knowledge to provide comprehensive and highly personalized services to our clients.

OBJECTIVES
To create a service-based company whose primary goal is to exceed customer's expectations.
To increase our number of clients served by 20% per year through superior performance and word-of-mouth referrals.
To develop a sustainable start-up consultancy firm that can survive off its own cash flow and has significant equity holdings in emerging companies.

VISION

Our vision is to continue to evolve a service oriented environment utilizing a development-focused human resources professional team, and accept the responsibility to assess and improve our dedication to be responsive, courteous and supportive to a diverse organization through cooperation and collaboration.

MISSION

Our point of Mission is 'Satisfaction'. We genuinely care about finding the best talent for our clients and helping our candidates realise their full potential and grow their careers. We do this through our commitment, values and results. We focus on creating superior value for our clients and candidates by delivering consultative services through our resourceful.

SPECIALTIES
Human Resource Management
Staffing
Recruitment / Placements
Labour Contract
Payroll Outsourcing
Training & Development
HR Generalist - Statutory Maintenance (like PF, ESIC, PT)
Human Relations
Employee and Employer Legal Issues
Employee Relations
Business Development
All Government Registrations and Renewals
All Labour related registration (like Company, Shop, Establishment, Labour, PF, ESIC, PT, Etc.)
Also we are Very Sincere and Dedicated to Our Beloved Clients

HUMAN RESOURCE MANAGEMENT
Human Resource functions refer to the tasks performed in an organization to provide for and coordinate human resources. Human Resource Functions are concerned with a wide variety of activities that significantly influence almost all areas of an organization and aim at:
Ensuring that the organization fulfills all of its equal employment opportunities and other government obligations.
Carrying out job analysis to establish the specific requirements for individual jobs within an organization.
Forecasting the human resource requirements for the organization to achieve its objective-both in terms of number of employees and skills,
Developing and implementing a plan to meet these requirements.
Recruiting and selecting personnel to fill specific jobs within an organization.
Orienting and training employees.
Designing and implementing management and organizational development programmes.
Designing systems for appraising the performance of individuals.
Assisting employees in developing career plans.
Designing and implementing compensation system for all employees.

RECRUITMENT
Recruitment refers to the process of sourcing, screening, and selecting people for a job at an organization or firm, or for a vacancy in a volunteer-based organization or community group. While generalist managers or administrators can undertake some components of the recruitment process, mid- and large-size organizations and companies 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 in-house recruitment. The stages in recruitment include sourcing candidates by advertising or other methods, and screening and selecting potential candidates using tests or interviews.

TRAINING & DEVELOPMENT
In modern times business environments are fast changing technology and radical economic reforms have led to the emergence of new technology and radical economic reforms have led to the emergence of new opportunities and threats for business organization and their employees. The survival and success of business organization depends upon its level of preparation to deal with emerging scenario. By constantly training and development its work force from shop floor operations to senior managers so as to upgrade the knowledge and skills. By enhancing employee skills and knowledge level, a company also develops loyalty updating and commitment among them. To gain these returns, companies must be prepared to invest heavily in learning.
In this present competitive and globalize economic environments, Successful candidates placed on the jobs need training to perform their duties effectively. Workers must be trained to operate machines, reduce scrap and avoid accidents. It is not only the workers who need training, supervisors’ managers and executives also need to be developed in order to enable them to grow and acquire maturity of thought and action. Training and development constitute an ongoing process in any organization.

STAFFING
After an organization's structural design is in place, it needs people with the right skills, knowledge, and abilities to fill in that structure. People are an organization's most important resource, because people either create or undermine an organization's reputation for quality in both products and service.
Human Resource Management (HRM), or staffing, is the management function devoted to acquiring, training, appraising, and compensating employees. In effect, all managers are human resource managers, although human resource specialists may perform some of these activities in large organizations. Solid HRM practices can mould a company's workforce into a motivated and committed team capable of managing change effectively and achieving the organizational objectives. Understanding the fundamentals of HRM can help any manager lead more effectively.
Every manager should understand the following three principles:
•All managers are human resource managers.
•Employees are much more important assets than buildings or equipment; good employees give a company the competitive edge.
•Human resource management is a matching process; it must match the needs of the organization with the needs of the employee.

HR GENERALIST
The corporate practical oriented training with hands on experience in HR Generalist areas covering –
Core HR Domain Areas, Manpower Planning, Recruitment Process Training & Development, Policy Implementation, Compensation & Benefits
MIS Reports & Advanced Excel Reports, PMS & GD, SWOT Analysis
Competency Mapping, ER Management
Labour Laws, P.F, E.S.I & P.T, Payroll Processing, Income Tax, Tax
Planning for Employees, TDS on other payments.

INDUSTRIAL RELATIONS
Industrial relations has become one of the most delicate and complex problems of modern industrial society. Industrial progress is impossible without cooperation of labours and harmonious relationships. Therefore, it is in the interest of all to create and maintain good relations between employees (labour) and employers (management) The term industrial relations has a broad as well as a narrow outlook. Originally, industrial relations was broadly defined to include the relationships and interactions between employers and employees. From this perspective, industrial relations cover all aspects of the employment relationship, including human resource management, employee relations, and union-management (or labour) relations. Now its meaning has become more specific and restricted. Accordingly, industrial relations pertains to the study and practice of collective bargaining, trade unionism, and labour-management relations, while human resource management is a separate, largely distinct field that deals with non-union employment relationships and the personnel practices and policies of employers.

HUMAN RELATIONS
1. Study of Human Nature.
2. Influencing Human Behaviour.
3. Ability to get along.
4. Selling oneself
5. Motivating others.
6. Interacting with others.
7. Stranger is a friend not yet met.
8. One can paste anything expect.
9. Broken hearts.
10. Prejudice is bad.
11. Intolerance is worse.
12. Admitting mistake –is good.
13. Cheerful disposition is best.

BUSINESS DEVELOPMENT
A business plan is a formal statement of a set of business goals, the reasons why they are believed attainable, and the plan for reaching those goals. It may also contain background information about the organization or team attempting to reach those goals. The business goals being attempted may be for-profit or non-profit. For-profit business plans typically focus on financial goals. Non-profit and government agency business plans tend to focus on service goals, although non-profits may also focus on maximizing profit. Business plans may also target changes in perception and branding by the customer, client, tax-payer, or larger community. A business plan having changes in perception and branding as its primary goals is called a marketing plan.
Operational plans describe the goals of an internal organization, working group or department. Project plans, sometimes known as project frameworks, describe the goals of a particular project. They may also address the project's place within the organization's larger strategic goals.

Thanking You.

With Regards
VELMURUGAN.S