Why Choose Us?

THE WORKFORCE

Job Hunting and so-called the JOB HUNTERs as the SOUL of this business living in “survival-of-the-fittest”. No matter what category a person lives into, he or she still needs the proper etiquettes to function essentially. For those who live in the “fast-lane”, finding a workload easy or difficult, with the minimum of hassle, is a blessing.

A job-hunting is determining what work is required; knowing its job acquisition that comply in the manpower market with the right qualifications of an applicant that manage to supplement in the business for more years. Operating a new ‘manpower service – internationally is now its risk operations to embark due to different factors and many competitors along achieving a successful recruitment-business operation.

 

The Human Resources Department:

• Maintains the work structure by updating job requirements and job descriptions for all positions.
• Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.
• Prepares employees for assignments by establishing and conducting orientation and training programs.
• Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
• Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors.
• Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs.
• Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings.
• Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures.
• Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records.
• Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
• Completes human resource operational requirements by scheduling and assigning employees; following up on work results.
• Maintains human resource staff by recruiting, selecting, orienting, and training employees.
• Maintains human resource staff job results by counseling and disciplining employees; planning, monitoring, and appraising job results.
• Contributes to team effort by accomplishing related results as needed.

 

The Operations Management Department

An area of management concerned with overseeing, designing, and controlling the process of production and redesigning business operations in the production of goods or services. It involves the responsibility of ensuring that business operations are efficient in terms of using as few resources as needed, and effective in terms of meeting customer requirements. It is concerned with managing the process that converts inputs (in the forms of raw materials, labor, and energy) into outputs (in the form of goods and/or services).[1] The relationship of operations management to senior management in commercial contexts can be compared to the relationship of line officers to highest-level senior officers in military science. The highest-level officers shape the strategy and revise it over time, while the line officers make tactical decisions in support of carrying out the strategy. In business as in military affairs, the boundaries between levels are not always distinct; tactical information dynamically informs strategy, and individual people often move between roles over time.

 

The Document Controller “ DOCUMENTATION” Department

Our key function of recruitment management because it can help every employee adhere to project timelines. A recruitment document controller serves a clerical specialist who manages various aspects of document control, including document archiving and document imaging. The controller usually works with documents such as engineering drawings, inspection instructions, confidentiality agreements, material specifications and mixing instructions.

 

The Liaison

Responsible for ensuring communication and cooperation between two or more entities by serving as an official go-between between top-ranking officials of each organization. Our Liaison officers also have a supervisory responsibility for their particular organization, usually giving them authority to order the changes necessary to ensure the two organizations complete a given task.