Re- Imagine the way How HR is reshaped for Start up community
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The document outlines the landscape of startups in India, highlighting major cities as key hubs and the role of significant investors. It details the journey of startups through various phases, emphasizing the importance of HR solutions and compliance services provided by the company. Additionally, it outlines the unique selling propositions of their comprehensive HR outsourcing services aimed at fostering sustainable growth for startups.
Re- Imagine the way How HR is reshaped for Start up community
- 1. Partnering Together for Success Start up India !! The first step towards Entrepreneurship…
- 2. Roadmap of Innovations ~ Start-ups? Portfolio we serve :::Competitive edge and benefits We understand your objective – Key issues? Our Team…. Happy Clients ! Who we are!! Our Core Values…Why us???? Appendix! Service offerings in details Contents
- 4. Start-ups & India Bangalore, NCR and Mumbai continue to be the top start-up destinations with nearly 65% of the total Indian start-ups Global investors and corporates are betting high on India market. Tiger Global, Sequoia Capital, Softbank, Warburg Princus and Alibaba are among the top investors, participating in deals worth more than $ 500 mn Start-ups have spread its roots in various sectors and are spreading in sectors like healthcare, payments, Internet of Things, 3D etc. Government is taking a positive step towards start-ups by announcing policies and initiatives aimed towards improving the overall start-up ecosystem. ` “ I see start-ups, technology and innovation as existing and effective instruments for India’s transformation, and for creating jobs for youth ” ~ Hon’ble Prime Minister of India, Shri Narendra Modi 3 India’s rank as a start-up ecosystem $5B FY15 Start-up funding 110 Incubators in India 8/10 VC/ PE firms in India are foreign 156 PE or VC firms
- 5. A typical start-up Journey •Identifying legal structure •Determining tax implications •Identifying investors •Operational assistance customer retention •Overall guidance from accounts and tax perspective Seed phase •Manpower planning •Finding right people •Management of burn rate •Managing the payroll •Regularization of accounting & invoicing •Regularization of statutory compliances Start-up phase •Appropriate fund planning •Assessing appropriate takeovers/ merges •Determination of right mix of business & acquisition Expansion phase •Set up efficient IT infrastructure •Tax optimization coupled with efficient structuring/ modelling •Mitigating anomalies from tax & operations perspective Growth Phase
- 6. Key issues ~ faced by Indian startup’s Define Organizational Dimensions and the role of Mission, Vision and Values Managing the recruitment and payroll process wherein the start-ups look for resources who accelerate the growth of the Company Understand and perform workforce analysis Accounting & Reporting during the seed / start up phase where the focus of promoters is on business expansion, marketing etc. Supply chain planning to minimize tax costs, optimize available incentives and negate tax risks (if any) Processes involved in obtaining tax & regulatory approvals from State & Central Government(s) Multiplicity and complexity on tax regime ~ there is growing ambiguity on various direct and indirect tax implications We understand you well We combine People, Process, and Platform together in our services to provide our partners with standardized process and optimized SO services to minimize HR Compliance & Accounting risks
- 7. Who We are ? End to End HR solutions outsourcing company including Payroll Outsourcing, Benefit Outsourcing and HR On-demand services Formed to help growing need of seamless integration's of complete HR activities with the business requirement Vision to deliver HR best practices to create world class companies We bring Innovation in HR service delivery Cost effective complete HR Outsourcing “ We help to build Sustainable company “ Laureate is “One-Stop HR Shop” which partners with Organizations to implement HR Growth Strategy! providing total professional HR solution with services ranging from HR Outsourcing and Transformation Services.
- 8. Why Laureate? ~ Key Differentiators
- 9. Why us? Single point of contact ~ HR, Accounting, Taxation, Secretarial and Finance We function as an internal division of our client rather than a mere service provider Decreased overhead with cost optimization We ensure our clients are legally compliant ~ they focus on operations and profits Scalable model - flexible and can accommodate every situation Enhanced Stakeholder Engagement - engagement through fulfilling pre-agreed SLAs “What gets measured, gets improved”
- 10. Our Core Values Client for life - Seeks to be valued & trusted partner with customer satisfaction being the utmost objective. Employee first – Build tomorrow’s innovators - We advise on how to make employee happy! Structured and constant innovation in HR services & Processes. Works diligently with our partners to continuously improve services! Process – Build process driven organization. Think Global and Act Global Innovative Approach – Innovation in HR Outsourcing services while optimizing cost! Follow Deming Circle i.e. Plan-Do-Check-Act!
- 11. Our team for you Our Team Team of Tax professionals: CA’s, graduates Fin. Reporting Monica Khemka Director - PCG Network of linked service providers across 20+ states Team of accounting and HR professionals: CA’s, graduates ► Collective depth of experience and core knowledge in HR, Finance, Tax and Accounting ► Experience of delivering quality services to various MNCs ► Unique blend of deep existing knowledge of start-up community & fresh perspective for opportunity Finding the right ‘fit’ is key to successfully working together – we have therefore a core team that has: Corporate Taxes Hiral Desai Partner - PCG Indirect tax & Supply chain Vaibhav Jain Partner - PCG Stewardship role Abhi Parakh Partner - PCG HR Strategy & Consulting Maj. Shailesh Kumar Founder - Laureate
- 12. Our Services for Start-ups - HR
- 13. Fixed Scope Fixed Time Optimized Pricing Low Business Risk High Management Visibility Domain Expertise Pick and Choose Pay for you use Statutory Compliance Management Performance Management Outsourcing Recruitment Health & Safety Policies, KRA settings HR Strategy solutions Payroll Management E-2-E HR Outsourcing Our services for Start-up’s – HR consultancy and Management
- 14. Service Offerings Payroll Management SCM Recruitment Health & Safety Policies, KRA settings HR Strategy solutions Outsourcing Performance Management Monthly Calculation – Accurate payroll calculations, Pay slip generation, individual loans and advances, leave and attendance. Bank Transfer – to individual account disbursal Statutory Compliance – PF, ESIC, PT, TDS, TDS Projections, e- TDS return, Form 16, Generation of Challan 281 Management Reports – Customized Payroll report, Salary Sheet, Tax sheet Audit Support – Support Finance in reconciling bank statements & ledger accounts Joining process – Investment declaration form, opening of bank accounts Full & Final Settlement Year end process – collection of all investments for validation
- 15. Service Offerings Payroll Management SCM Recruitment Health & Safety Policies, KRA settings HR Strategy solutions Outsourcing Performance Management National and Festival Holidays Act, 1963 Workmen’s Compensation Act, 1923 Trade Unions Act, 1926 Labour Welfare Fund Act, 1972 Payment of Wages Act, 1936 Industrial Employment (Standing Orders) Act, 1946 Industrial Disputes Act, 1947 Factories Act, 1948 Employees’ State Insurance Act, 1948 Minimum Wages Act, 1948 Employees’ PF & Miscellaneous Provisions Act, 1952 Company Act, 1956 Employment Exchanges Act, 1959 Apprentices Act, 1961 Maternity Benefits Act, 1961 Payment of Bonus Act, 1965 Contract Labour (regulation and Abolition) Act, 1970 Payment of Gratuity Act, 1972 Equal Remuneration Act, 1976 Professional Tax Act, 1976 Interstate Migrant Workmen Act, 1979 Child Labour (Prohibition and Regulation) Act, 1986 Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 Shops and Commercial Establishments Act, 1961
- 16. Service Offerings Payroll Management SCM Recruitment Health & Safety Policies, KRA settings HR Strategy solutions Outsourcing Performance Management Comprehensive 10 step recruitment process Deliver high recruitment performance Recruitment business intelligence Reporting analytics - Monthly, quarterly, half yearly and yearly • Cost per hire Report • Cost per hire Report by expenses • Budgeted cost variance report • Budgeted hire variance report • Hiring cost only report • Recruitment processing cost report • Offer analytics report • Recruitment process /Business controls Report
- 17. Service Offerings Payroll Management SCM Recruitment Health & Safety Policies, KRA settings HR Strategy solutions Outsourcing Performance Management Tailor made Insurance policies – Group Mediclaim policy, Group Personal Accident Insurance & Group Term life Insurance policy Most competitive quotes Monthly MIS
- 18. Service Offerings Payroll Management SCM Recruitment Health & Safety Policies, KRA settings HR Strategy solutions Outsourcing Performance Management Employee handbook covering all relevant personal policies Aligning business objective with its vision Converging each individual KRA to business objective Aligning of each objectives to Balance Score Card perspective Support in making each objective measurable 360 degree performance evaluation
- 19. Service Offerings Payroll Management SCM Recruitment Health & Safety Policies, KRA settings HR Strategy solutions Outsourcing Performance Management Generating a performance driven culture in the Organization Aligning compensation package to performance Individual Career development plan linked to performance Employee engagement Talent management Succession planning Organizational Development
- 20. Service Offerings Payroll Management SCM Recruitment Health & Safety Policies, KRA settings HR Strategy solutions Outsourcing Performance Management Resource outsourcing for Book keeping Form processing Insurance processing Data entry
- 21. Service Offerings Payroll Management SCM Recruitment Health & Safety Policies, KRA settings HR Strategy solutions Outsourcing Performance Management A comprehensive process maximizing engagement development and performance of all employees in the employment life cycle by • Proactively focusing on employee development, talent and succession management • Aligning employee work to department goals and objectives (line of sight), defining and communicating performance expectations regularly • Linking performance to compensation, recognition, and rewards • Remaining flexible, efficient, measurable, fair, and transparent The complete process would include from • Goal-Setting • Assessing Performance • Delivering Feedback • Creating an Individual Development Plan • Talent Discussion • To Close
- 22. The benefits Improved bottom line Increase ROI Higher service quality 20% Strategic Planning 60% Customer Service/ Consulting Administration 20%Administration 60% 10% Strategic Planning 30% Customer Service/Consulting FUTURE HR MODEL Company HR is able to Reposition itself Improve credibility of function Become more Strategic More responsive customer service Thereby moving from Company Attains TRADITIONAL HR MODEL Company HR is able to Reposition itself Improve credibility of function Become more Strategic More responsive customer service Thereby moving from
- 24. Thank You! THINK BUSINESS THINK PEOPLE