We mend for consultancy

Systole Consultancy features includes:

• Organizational management
• Personnel administration
• Manpower management
• Industrial management

 But these traditional expressions are becoming less common for the theoretical discipline. Sometimes even industrial relations and employee relations are confusingly listed as synonyms, although these normally refer to the relationship between management and workers and the behavior of workers in companies.

 The theoretical discipline is based primarily on the assumption that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise productively, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failures of process.

 HRM is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organizations.

 Synonyms such as personnel management are often used in a more restricted sense to describe activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their work-life needs.  

 Global HRM Theory

The goal of human resource management is to help an organization to meet strategic goals by attracting, maintaining employees and also to manage them effectively. The key word here perhaps is "fit”

 The basic premise of the academic theory of HRM is that humans are not machines; therefore we need to have an interdisciplinary examination of people in the workplace. Fields such as psychology, industrial engineering, industrial, Legal/Paralegal Studies and organizational psychology, industrial relations, sociology, and critical theories: postmodernism, post-structuralism play a major role. One widely used scheme to describe the role of HRM, Strategic business partner

• Change management
• Employee champion
• Administration

 However, many HR functions these days struggle to get beyond the roles of administration and employee champion and are seen rather as reactive as strategically proactive partners for the top management. In addition, HR organizations also have the difficulty in proving how their activities and processes add value to the company. Only in the recent years HR scholars and HR professionals are focusing to develop models that can measure if HR adds value.

 Systole Consultancy business practice

Human resources management comprises several processes. Together we are supposed to achieve the above mentioned goal. These processes can be performed in HR department, but some tasks can also be outsourced.  When effectively integrated we can provide significant economic benefit to the company.

• Workforce planning
• Recruitment (sometimes separated into attraction and selection)
• Induction and Orientation
• Skills management
• Training and development
• Personnel administration
• Compensation in wage or salary
• Time management
• Travel management
• Payroll
• Employee benefits administration
• Personnel cost planning
• Performance appraisal

Systole Functions

In the Human Resources Management (HRM) function includes a variety of activities and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing our approach to employee benefits and compensation, employee records and personnel policies.

HR systems	Productivity solutions	Diagnostics
HR audit HR policy manual design  organization structure design roles and responsibilities documentation competency mapping assessment & development centre design & implementation  facilitate KRA/KPI setting  performance management systems manpower rightsizing career transition consultative training	compensation and benefits benchmarking survey database ready reports compensation structuring / re-structuring variable pay-plan designing job evaluation study compliance advisory service	employee engagement study employee satisfaction study exit diagnostics 360 degree survey opinion survey statistical research study