Resources

People are the greatest asset of any organization.” This statement underlines the significance of human resources in the organization’s success. Human resources are vital to managing HR in today’s fast-paced business world. In HRSG, we sense HR services not only as a function but as a crucial partner that can considerably affect an organization’s success. This blog will discuss how our HR consultancy company helps businesses.

Defining HR Consulting

HR consulting is about understanding the specific needs of different companies and providing them with custom-made assistance. It entails inventory items such as employee recruitment, job satisfaction, employee retention, employee productivity, etc. By partnering with an HR consulting firm, organizations can get the necessary knowledge and best practices for their HR processes from professionals.

HRSG’s Approach and Understanding Clients

HRSG differentiates itself from other players by offering a complete and custom approach to HR consulting. Our adherence to ethical principles, customer satisfaction, and continuous improvements make us competitors.

Comprehending the clients’ requirements is a process through which their HR challenges are analyzed in detail. We collect the data using interviews, surveys, and data analysis. By recognizing our dear clients’ unique challenges and opportunities, we shape our services to suit their needs.

Strategic HR Planning

Strategic HR planning is essential for linking human capital with business goals. Our main task is to assist clients in planning and developing HR strategies focused on the following significant areas such as workforce planning and the identification of future talent needs and strategies to address them; talent acquisition, concentrating on hiring and onboarding the right people; employee development, through the creation of the growth opportunities; performance management, which is made up of the establishing of expectations, the recognizing of achievements and the acknowledgment of the workers’ performance; compensation and benefits, the correct reward systems; and employee relations, the building of good working relationships among staff.

Talent Acquisition and Onboarding

Our consulting company is well aware that attracting and retaining top talent is the essential point of business triumph. The success of all our talent acquisition services is the job analysis, where we identify the skills and competencies required for specific roles; recruitment, which involves sourcing and screening qualified candidates; and selection, where we conduct interviews and assessments to choose the best fit. Moreover, we include onboarding that prepares new employees for success and establishes them for long-term success.

Employee Development and Training

We entirely trust that the involvement in employees’ development is vital to personal and organizational success. Hence, we have a technology-based, strategically designed range of development programs that are directed to survive and thrive in the driving workforce. Our strategy contains not only tailor-made skills training solutions focused on the technical domain or the soft skills that are very vital but also the programs of leadership development which are the ones that help us to build the leaders of tomorrow; the personalized career coaching programs are the indispensable parts of the program that enable us to create the life we want. Using these services, employees can develop their career wishes and give clear & attainable plans to achieve them. This will increase employee fulfillment and provide the organization with growth.

Performance Management and Compensation

Offering proper performance management is a crucial aspect of enhancing employee engagement and productivity. What we offer consists of performing regular performance reviews, providing guidance to the employees in setting attainable SMART goals, giving constructive criticism that finally acts as a stepping stone for professional improvement, and setting up well-elaborated fairness and other equity compensation systems through well-thought-out compensation planning.

Employee Relations and Engagement

HRSG believes a positive and supportive work environment is the ultimate source of increased employee satisfaction and productivity. As part of the HRSG employee relations and engagement services, we conduct various activities to achieve better relations with the employees. These activities include conducting in-depth employee surveys to collate quality satisfaction and engagement data, implementing effective conflict resolution to solve the process and dispute-solving, and streaming accurate and equitable workplace investigations to handle workplace complaints and allegations. By handling matters at their inception and their resolution in the right way, we not only give employees a chance to be heard but also to be respected and motivated to deliver their best performance.

Last Words

At HRSG, we are passionate about helping organizations achieve their HR goals. By partnering with us, you can expect a personalized, strategic, and results-oriented approach to HR consulting. We are committed to providing exceptional service and delivering value to our clients.

Outsourcing refers to hiring external organizations to handle certain business functions or tasks. In human resources (HR), outsourcing involves delegating responsibilities like payroll management, employee benefits, recruitment, compliance, and more to specialized third-party providers. HR services encompass a wide range of functions that ensure the smooth running of a company’s workforce. Risk mitigation becomes a vital concern as businesses evolve, as failing to address specific risks can lead to significant financial losses, reputational damage, and operational disruptions. In this blog, we will discuss how an outsourced HR company helps companies mitigate particular risks.

Compliance Risks

Compliance in HR refers to the adherence to laws and regulations that govern employee rights, safety, and company obligations. Common compliance issues include violations of labor laws, failure to provide equal opportunity, and breaches of data privacy. Each area is fraught with complexities, and non-compliance can lead to severe penalties, lawsuits, and reputational damage.

Outsourcing HR services provides businesses access to experts specializing in regulatory compliance. These professionals stay up-to-date with the ever-changing legal landscape and ensure that their clients fully comply with laws such as wage regulations, anti-discrimination policies, and data protection acts. By outsourcing, companies can reduce the risk of costly fines and legal actions that result from non-compliance.

Employment Law Risks

Employment law is another area that poses significant risks for businesses. Legal issues like wrongful termination, workplace discrimination, and harassment claims can result in expensive lawsuits and reputational harm. Mishandling employee-related disputes without proper legal expertise increases the likelihood of legal consequences.

These professionals can guide companies on proper disciplinary procedures, terminations, and dispute resolutions, reducing the risk of employment law disputes. Furthermore, outsourcing partners can train managers and employees to ensure a legally compliant work environment.

Employee Relations Risks

Positive employee relations are crucial for fostering a productive and motivated workforce. However, good HR practices can lead to satisfaction, low morale, and high employee turnover. Companies that lack the necessary HR infrastructure often need help with employee retention, leading to additional recruitment and training costs.

Outsourcing HR services can significantly improve employee relations. Professional HR providers offer strategic employee engagement programs, manage grievances effectively, and implement policies that promote a positive workplace culture. This not only boosts morale but also enhances overall employee satisfaction.

Talent Acquisition Risks

The recruitment and retention of top talent is a critical component of business success. However, businesses often face challenges in attracting qualified candidates, leading to prolonged vacancies in crucial positions. These unfilled roles can stall growth and innovation.

Outsourcing recruitment to specialized HR providers can help companies streamline their hiring processes. HR experts utilize advanced recruitment strategies, extensive networks, and efficient candidate screening tools to find the right talent. This reduces the risk of hiring unsuitable candidates and accelerates the recruitment timeline.

Financial Risks

HR mistakes can have significant financial implications, including costs associated with wrongful termination lawsuits, employee benefits liabilities, and high turnover rates. Managing HR functions internally may also lead to payroll, benefits administration, and compliance inefficiencies, which can add to a company’s financial burden.

Outsourcing HR functions can help businesses manage costs more effectively. By leveraging the expertise of outsourced HR providers, companies can minimize financial risks associated with payroll errors, benefits administration, and legal compliance.

Last Words

Outsourcing HR services provides businesses with a powerful way to mitigate various risks. From ensuring compliance with labor laws to reducing the risk of employment disputes and financial losses, outsourcing can offer expert support and peace of mind. However, choosing a reliable HR outsourcing partner is essential for maximizing the benefits. Outsourcing HR functions can help companies focus on their core competencies while minimizing risks, making it a strategic decision for long-term success.

In the tough competitive market  business environment, startups face multiple challenges as they strive to establish themselves. With growing competition, shifting market demands and limited resources, managing every aspect of the business can be enormous. The key area where every startup struggles is the human resource, which is important for long term success. For startups managing effective talent can make or break their success potential. This is where an HR consultant can be a result driven strategy. The HR consultant Karachi help to bring strategies, expertise and tools that can help new businesses to deal with the challenges of talent acquisition, development of employee and compliance, which will enable business to evolve and grow. This blog will discuss a few strategies that how HR consultants help businesses.

Talent Acquisition and Retention

One of the main challenges which is faced by startups is attracting and retaining the best talents. In a tough job market, where established companies often get the advantage, startups require to develop strong and creative strategies to attract skilled employees. HR consultants help startups craft these strategies by identifying the best recruitment channels and leveraging their network to reach potential candidates. They also ensure the job descriptions and employer branding appeal to the kind of talent that aligns with the startup’s goals and culture.

Beyond recruitment, building a strong company culture is critical. HR consultants guide startups in creating environments that foster engagement, loyalty, and a sense of belonging.By leveraging HR technology, such as applicant tracking systems and employee engagement platforms, startups can streamline their hiring processes and continuously monitor and improve retention efforts. This combination of technology and strategy ensures startups can attract and retain the best talent in a highly competitive market.

Employee Development and Training

Employee development is another vital aspect of HR that can drive startup success. In many cases, startups hire individuals who may not have extensive experience but possess great potential. HR consultants play a key role in identifying the specific training needs of employees and developing programs that help them grow into their roles. By offering customized training and development plans, startups can turn raw talent into key assets.

A significant part of employee development is providing opportunities for career advancement. HR consultants assist startups in creating clear career paths, so employees understand how they can progress within the organization. This not only motivates employees but also helps retain top talent, as people are more likely to stay with companies that invest in their professional growth.

Performance management systems are equally important in tracking employee progress and providing timely feedback. An HR consultant can design and implement systems that allow startups to monitor performance metrics and hold regular performance reviews. This creates a culture of continuous feedback and improvement, which is vital for both the employee and the organization’s development. Fostering continuous learning and development ensures employees feel valued and engaged, driving productivity and innovation.

Compensation and Benefits

Competitive compensation is often a major factor in attracting and retaining talent, particularly in startups where financial resources may be limited. HR consultants help startups design compensation packages that are both competitive and aligned with the company’s financial capabilities. This might include not only salary but also equity options, bonuses, and other incentives that make the startup an appealing place to work.

Compensation and benefits go beyond just legal compliance; they directly impact employee morale and productivity. HR consultants help startups strike the right balance between offering attractive compensation and maintaining financial sustainability. By ensuring that employees feel rewarded and supported, startups can improve job satisfaction and reduce turnover.

Legal Compliance and Risk Management

Startups must adhere to labor laws and regulations, which can be complex and time-consuming. Employment contracts, workplace safety, and equal opportunity laws are just a few areas where startups need to be compliant. Failing to do so can result in legal and financial penalties that could cripple a young business. HR consultants specialize in understanding these regulations and ensuring that startups remain compliant.

By conducting regular HR audits, HR consultants help startups identify and address compliance gaps before they become serious issues. This proactive approach to risk management saves startups from costly lawsuits and ensures their operations remain smooth and legally sound.

HR Technology and Automation

The adoption of HR technology is another area where HR consultants add significant value. Startups often lack the resources to manage HR processes manually, and the use of technology can greatly improve efficiency. HR consultants help startups implement tools such as payroll software, applicant tracking systems, and employee engagement platforms to streamline day-to-day HR operations.

However, adopting HR technology can present challenges, such as ensuring data security and integrating new systems with existing workflows. HR consultants provide guidance in navigating these challenges, ensuring that startups can fully benefit from technology without compromising on efficiency or security.

Final words

HR consulting offers a wide array of benefits for startups looking to evolve in 2024. From talent acquisition and retention to employee development, compensation, and compliance, HR consultants provide the expertise and strategies necessary for startups to thrive. By partnering with a qualified HR consultant, startups can address their specific HR challenges and build a strong foundation for long-term success. Investing in HR consulting is not just about managing people—it’s about creating an environment where innovation, growth, and success can flourish.

The critical role of human resource companies in Pakistan is to shape the workplace environment of the modern corporate sectors. Every organization’s growth and success depend on effective HR practices and strategies.  In 2024, HR companies are not only tasked with traditional roles but also with adapting to the frequently changing work landscape, which includes the rapid shifts towards remote employment, innovative technology integration, and higher employee expectations. This blog will discuss the critical functions of HR companies in Pakistan, highlighting their significant contributions to organizational growth.

Recruitment and Selection

HR companies’ primary role is employee recruitment and selection, which is essential for hiring top candidates. In Pakistan, HR professionals use various strategies to attract talent, including different job posting sites, their official website, social media platforms, and particularly LinkedIn, where organizations can more effectively showcase their culture and job openings.

After job posting, the selection process is equally significant, involving assessments like tests and detailed interviews to ensure candidates are the best fit for the role and the organization. Sometimes, the HR professional faces challenges due to higher market competition for skilled labor and biases in the process. To overcome these issues, top HR professionals implement structured tests and interviews by involving diverse panels in the hiring process.

Employee Onboarding and Offboarding

Organizational onboarding plays a critical role in addressing staff turnover and staff motivation. Structured onboarding involves orientation, training, and follow-up programs to familiarize incoming employees with the organization’s culture. On the social aspect within Pakistani organizations, the motion has begun, and new enlistees are understood to be accorded a warm corporate reception with organizational relevance.

On the other hand, offboarding may turn out to be an equally significant factor, although it is more often neglected. Appropriate offboarding measures such as exit interviews may offer the organization important information and may also improve the company’s image. Some of the best practices in this area include document checklists and effective communication when offboarding.

Performance Management

Another important function in HR companies is performance management, which is charged with responsibility for handling performance problems and getting the employees to work in a manner that is advantageous to the business. The methods of performance appraisal have been used: setting goals as well as training from 360-degree feedback since it will give a wider view of an employee.

They also apply performance management and training to deal with substandard workers to improve their productivity. This has brought some challenges in this area, such as how to make a team make an objective and consistent evaluation. This is why organizations must ensure that they establish the correct performance standards, conduct more meetings, and focus on the performance that has been attained, as well as the areas of shortfall.

Compensation and Benefits

Pay structure is necessary for récrutement and bedding down personnel. Several factors relate to compensation practices in Pakistan, including the job market, industry practices, and experience. The following are some of the staff benefits that most organizations offer: medical and dental, life insurance, pension, paid holidays, sick leave, etc.

Another local situation regarding compensation and benefits involves legal tolerance and the adoption of local labor laws and regulations. This is a Balancing Act that HR companies perform since they have to ensure that organizations follow various laws while simultaneously developing attractive packages to fit the multiple needs of the employees. This is especially so given the new trends in most organizations, where employees’ welfare, health, and work-life balance are highly valued.

Training and Development

This can be done by offering training and development among the employees as a way of developing competent human capital. Human relations companies are engaged in what is called training needs analysis with the intention of identifying the voids that require filling through training. Different training methods are used depending on the situation, and they include job training and training away from work.

Thus, talent attraction and retention, as well as talent development activities such as training, coaching, and mentoring, are also fundamental for professionals’ careers. These activities should be performed periodically to evaluate their effectiveness and convince the employees that training is a continuous process because of the constantly changing dynamics within the industry.

Employee Relations

Employee management is a vital component of all working environments since it determines the success of organizations. As the HR companies are the counterpart companies, they should hear the grievances and complaints of these employees and make them feel appreciated. These two forms of labor management have retained their importance in the contemporary world and will continue helping managers deal with labor in their organizations.

Another important factor that has received the attention of HR professionals in Pakistan is workplace diversity and inclusion. Non-discrimination practices not only contribute to employee satisfaction but also play an important role in enhancing organizational innovation and productivity.

Final Words

HR companies in Pakistan are integral to organizations’ success, managing functions that range from recruitment and onboarding to performance management and employee relations. Partnering with a reputable HR company can help organizations navigate the complexities of modern work environments and optimize their human capital. For businesses looking to enhance their HR practices, exploring available HR services in Pakistan is a strategic step toward achieving sustainable growth and fostering a positive workplace culture.

The HR services provider offers exceptional help regarding talent acquisition in an organization. They become specialized partners who use their knowledge and tools to search, select, and place the most suitable candidates. Today, the world is a global village, and the talent hunt is crucial for the success of any organization since employees are critical to achieving any organization’s strategic goals. An human resource provider makes this process manageable and practical by ensuring that companies get people with the right attitude towards their work and fill various vacancies. 

Understanding Your Organization’s Needs

The providers of HR services must adequately appreciate the organization’s needs before they engage in recruitment exercises. This entails identifying the various roles within the undertaking and the requisite jobs, skills, and qualifications needed for the positions. Also, it is vital to determine the company’s culture and negotiate the values to select the right candidate for the team. It is also essential to think of the organization’s plans for how it will evolve in the future; this would assist in choosing candidates who not only benefit the position at the current moment but also have the potential to grow with the organization. 

Sourcing and Attracting Top Talent

Employment service providers deploy diverse machinists to acquire talent supply and talent attraction. Some of the most conventional recruitment methods include Online Recruitment and Job Boards, which provide an extensive database of candidates. Social media is used in recruiting and is very effective since it allows companies to contact passive candidates. Another source that can be very productive is the referrals provided by the existing employees; people usually refer their friends and relatives who are also qualified for the job. Skills acquisition, staff recruitment, and Business Continuous Planning: HRSG mainly uses headhunting and executive search services for unique or high-level positions. Besides these methods, providers also use candidate-sourcing databases to make it easier to seek eligible individuals. The recruitment process is also essential, especially to create a solid base and the employer brand, attracting suitable talents within the organization. 

Screening and Selection Process

The screening and selection process is one of the most sensitive stages of the hiring process in a given firm. The following are among the steps taken while offering human resource services: Initially, resumes and cover letters are scrutinized to rule out any applicant who needs to meet the required Standards. Phone interviews that follow serve as a tool for eliminating the remaining candidates further. This is followed by in-depth interviews that enable an extensive assessment of a candidate regarding a specific post. Employers/HR service providers may require the candidates to take an ability test/ aptitude test, or personality assessment test. Reference checks are also carried out rigorously to verify candidates’ work experience and their previous employers’ recommendations about the candidate. As a result of the process, HR service providers facilitate the saving of resources by preventing employment agencies from making bad hires.

Talent Assessment and Evaluation

Evaluating talent involves more than considering providers. Taking multiple tests and assessments to determine a candidate’s skills, compatibility, and long-term fit for the advertised company’s organizational system. Other interviewing techniques often aim to assess how well the candidate can perform in certain circumstances using behavioral examples. In connection with the skills tests and reference checks, the method offers a comprehensive approach in which only the best candidates can proceed to further stages of the selection process.

Negotiating Offers and Onboarding

After selecting the right candidate, the Human Resource services provide support in the negotiations on the offers with the intention of benefiting both parties. This ranges from remuneration, which encompasses the pay package, to any other contractual benefits that the employee may be accorded, among other aspects. Another critical factor in the onboarding process is that it should be seamless to establish the overall ambiance of the newcomer’s tenure in the organization. Provider of human resource services assists organizations in presenting the right image to employees, especially new employees that join the company so that they remain engaged and feel like part of the organization.

Continuous Talent Management

Recruiting the right talent is one thing, and retaining them is another. First, HR services providers are involved in another category of talent management, a continuous process of exercising efforts to maintain critical employees within an organization’s premises to boost organizational success. This includes factors entailing assistance in staff training, appraisal, and promotion. In this way, relying on the guidance and support of the HR services providers, organizations stay competitive and take care of the proper talent management initiatives that support creating a healthy organizational culture. 

Last Words

Outsourcing your talent acquisition with an HR services provider has the following advantages, particularly in identifying suitable candidates. From placing the organization’s need to stepping out and searching for candidates and managing talents long-term, HR services providers alleviate the process by making it easier and more effective. The right HR services provider can help an organization procure the right, competent, and deserving talents for its organizational structure for better and sustainable organizational performance.

Outsourcing has become one of the best solutions for organizations who are looking for cost effective and efficient ways to manage their human resource operations. In particular, hiring Gen Z talent in Pakistan is gaining momentum as companies are recognizing the unique strengths of the emerging talent. Gen Z, born between the mid-1990s and early 2010s, represents a new generation of digitally skilled, purpose-driven, and value-oriented professionals. This blog will explore the unique characteristics of Gen Z workers, the role of a HR outsourcing company in hiring this talent, and the best practices for managing Gen Z employees in an outsourced setting.

Understanding Gen Z: A New Generation of Workforce

Gen Z is a generation that is now entering the workforce as ‘digital natives’ because they have been socialized with the use of technology from their childhood. Technology has entered the lives of young people, and they adapt to it on nearly all levels, so they know their way around computers and the Internet. This generation, also known as the purposeful generation, is the people who look for meaningful jobs, jobs that have a positive impact on society. Employees belonging to Gen Z are highly likely to seek collaboration, work flexibly, and care more about the work-life balance than their counterparts in the previous generation.

Key characteristics of Gen Z include:

• Digital Natives: Since their early days at the workplace, Gen Z has had no other option than to experience and engage with the use of the Internet, smartphones, and social media. They are very proficient with information communication technologies for interpersonal communication, project management, and problem-solving. This is because most of them are digitally savvy and can thus fit into careers that involve the use of technology, marketing, customer relations, and any other positions that afford one to work online.
• Purpose-Driven: This generation’s driver is not only financial incentive but also self-fulfillment. They are in search of occupations that bring about positive changes in society and the physical world. It means that companies will only be able to enlist the talent of Gen Z workers if they have meaningful work experiences to provide to the latter.
• Collaborative: Based on the analysis of the results, teamwork, and open communication are important to the Gen Z cohort. Another is that they can easily work in teams, using different technologies to stay connected with coworkers and clients from all around the world. 
• Value-Oriented: The current generation Z has a belief system that the employer is also supposed to subscribe to when hiring them or when they attend their place of work; this includes diversity, sustainability in the environment, and corporate responsibility, among other reflective value systems. They want to be employed by organizations that observe high standards of business ethics and have a positive impact on society. 

These characteristics shape how Generation Z engages in work and employment and the expectations that it has for employers. Employers and organizations that can provide flexibility in work perceived meaningful work, career advancement, and progression opportunities among the Gen Z workforce will be more effective in achieving high pickup and retention rates among this workforce. 

The Role of Outsourcing Companies in Hiring Gen Z Talent

Some of the major challenges of hiring Gen Z talent in-house include geographical location since many of the organizations that seek to hire Gen Z talent have organizations in different parts of the world, and they may need help understanding the talent pool in that region.  Outsourcing companies can address various challenges as they know the local labor market and have a large number of suitable candidates. They are equally useful in screening, selecting, and onboarding Gen Z workers to relevant jobs to realize the most appropriate fit between talent and jobs. Besides, outsourcing companies work with a cross-cultural team of employees and, thus, understand how to prevent communication issues and make the process smoother. 

Conclusion

Hiring Gen Z talent in Pakistan presents a strategic opportunity for organizations to access a highly skilled, digitally proficient workforce. Gen Z’s unique characteristics, such as their focus on collaboration, purpose, and values, make them well-suited for the demands of modern businesses. By working with outsourcing companies, organizations can overcome challenges related to cultural differences, language barriers, and time zones, while benefiting from the innovation and adaptability that Gen Z talent brings.

The human resource team is one of the central groups that find the talent and skill for any business that wants to grow and make its profits long-lasting. The changing working environments of the firm’s diligent human resources team have always been fruitful for any company. Because they are the ones who find and polish talent, they are the architect of the working force of any team. Human resource’s experience and expertise play an essential role in the cultural environment and growth of the company. Human resource consultants deal with many areas in an organization. They are the people who deal with the recruitment process to direct them. They get connected to the employees through their tenure, as long as they are working for the company.

HR consultants Pakistan play a crucial role in structuring the performance of a firm. Seasoned HR consultants around the world are following approaches as their responsibilities. Those responsibilities most likely lead the organizations to reach goals with strategic planning.

Recruitment and Selection

This is the initial phase of any HR consultancy agency. Consists of attracting the eligible professionals for the required project or role. Assist the company by creating the job description and disseminating it on channels. The team ensures the hiring of deserving candidates for the role.

Managing Performance 

The role of human resource consultancy is to utilize their experience and skills in the most appropriate ways. Setting KPIs and evaluating the measurement areas are part of this process. It insists managers give employees feedback, encouraging them to work at their optimal level.

Learning and Development

It engages the employees in workshops and other required skills based opportunities. The main goal is the growth and preparation of the employees for future performance. Sessions, seminars, workshops, and online courses are counted in learning and development. In most cases, learning and development is called talent development.

Progressive Planning

It is one of the proactive approaches of HR consultancy. It emphasizes on the employees who might fill the leadership roles of the departments when those positions get vacant. This process makes the transition of employees smooth.

Financial and Nonfinancial Rewards

This process is designed to decide the total financial and nonfinancial rewards. The rewards contain several benefits consisting of financial and non financial. The main goal is to encourage employees by giving them deserving rewards. It will satisfy them while working in a company that values their performance. This functionality is the most followed strategy in organizations as it is related to the employees’ needs and wants which are their main reasons for working in the firm.

HR Communication System 

Human resource team is the central team in an organization. Easy communication with the HR team is the most crucial element of any firm. It is a software that keeps record of performances. It assists the consultants to improve decision making.

Human Resource Analytics

The field of human resources has progressed by focusing on data driven decisions. Data and analytics is the last responsibility that the consultant practices. They gather data from the Human Resource Information System (HRIS). Decision making relies on analytics and is the most accurate decision making. Consultants can compare the historical HR analytics track the improvements in the company. It can detect individual performances.

Conclusion

All the functionalities play an essential role in developing the human resource strategy. If we closely see the components above, we can observe that the factors connect each other. Each one of them will be assisting the HR consultants in decision-making. Whether it is from an individualistic point of view or a collective point of view. 

The functionalities create a vigorous strategy in accomplishing the vision of the business. Organizations can create a healthy workforce that leads the company towards growth. The responsibilities when implemented gives real time outcomes. As these are the most followed tactics in the world of Human resource field.