re- imagine the way how hr is reshaped for start up community
TRANSCRIPT
Partnering Together for Success
Start up India !! The first step towards Entrepreneurship…
� 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
Roadmap of Innovations ~ Start ups
Start-ups & India
X Bangalore, NCR and Mumbai continue to be the topstart-up destinations with nearly 65% of the total Indianstart-ups
X Global investors and corporates are betting high on Indiamarket. Tiger Global, Sequoia Capital, Softbank, WarburgPrincus and Alibaba are among the top investors,participating in deals worth more than $ 500 mn
X Start-ups have spread its roots in various sectors and arespreading in sectors like healthcare, payments, Internetof Things, 3D etc.
X Government is taking a positive step towards start-upsby announcing policies and initiatives aimed towardsimproving 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
3India’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
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
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 withstandardized process and optimized SO services to minimize HR Compliance & Accounting risks
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 toimplement HR Growth Strategy! providing total professional HR solution withservices ranging from HR Outsourcing and Transformation Services.
Why Laureate? ~ Key Differentiators
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 optimizationWe 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”
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!
Our team for you
Our Team
Team of Tax professionals: CA’s,
graduates
Fin. Reporting
Monica KhemkaDirector - 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 DesaiPartner - PCG
Indirect tax & Supply chain
Vaibhav JainPartner - PCG
Stewardship role
Abhi ParakhPartner - PCG
HR Strategy & Consulting
Maj. Shailesh KumarFounder - Laureate
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-EHR Outsourcing
Our services for Start-up’s – HR consultancy and Management
Service Offerings
Payroll ManagementSCM
Recruitment
Health & Safety
Policies, KRA settingsHR Strategy solutionsOutsourcing
Performance Management
¾ Monthly Calculation – Accurate payroll calculations, Pay slip generation, individual loans and advances, leave and attendance.
¾ Bank Transfer – to individual account disbursal
¾ Statutory Compliance – PF, ESIC, PT, TDS, TDS Projections, e-TDS return, Form 16, Generation of Challan 281
¾ Management Reports – Customized Payroll report, Salary Sheet, Tax sheet
¾ Audit Support – Support Finance in reconciling bank statements & ledger accounts
¾ Joining process – Investment declaration form, opening of bank accounts
¾ Full & Final Settlement
¾ Year end process – collection of all investments for validation
Service Offerings
Payroll ManagementSCM
Recruitment
Health & SafetyPolicies, KRA settingsHR Strategy solutionsOutsourcing
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
Service Offerings
Payroll ManagementSCM
Recruitment
Health & Safety
Policies, KRA settingsHR Strategy solutionsOutsourcing
Performance Management
¾ Comprehensive 10 step recruitment process
¾ Deliver high recruitment performance
¾ 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
Service Offerings
Payroll ManagementSCM
Recruitment
Health & Safety
Policies, KRA settingsHR Strategy solutionsOutsourcing
Performance Management
¾ Tailor made Insurance policies – Group Mediclaim policy, Group Personal Accident Insurance & Group Term life Insurance policy
¾ Most competitive quotes
¾ Monthly MIS
Service Offerings
Payroll ManagementSCM
Recruitment
Health & Safety
Policies, KRA settingsHR Strategy solutionsOutsourcing
Performance Management
¾ Employee handbook covering all relevant personal policies
¾ Aligning business objective with its vision
¾ Converging each individual KRA to business objective
¾ Aligning of each objectives to Balance Score Card perspective
¾ Support in making each objective measurable
¾ 360 degree performance evaluation
Service Offerings
Payroll ManagementSCM
Recruitment
Health & Safety
Policies, KRA settingsHR Strategy solutionsOutsourcing
Performance Management
¾ Generating a performance driven culture in the Organization
¾ Aligning compensation package to performance
¾ Individual Career development plan linked to performance
¾ Employee engagement
¾ Talent management
¾ Succession planning
¾ Organizational Development
Service Offerings
Payroll ManagementSCM
Recruitment
Health & Safety
Policies, KRA settingsHR Strategy solutionsOutsourcing
Performance Management
¾ Resource outsourcing for
� Book keeping
� Form processing
� Insurance processing
� Data entry
Service Offerings
Payroll ManagementSCM
Recruitment
Health & Safety
Policies, KRA settingsHR Strategy solutionsOutsourcing
Performance Management
¾ A comprehensive process maximizing engagementdevelopment and performance of all employees in theemployment 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 communicatingperformance expectations regularly
• Linking performance to compensation, recognition,and rewards
• Remaining flexible, efficient, measurable, fair, andtransparent
¾ The complete process would include from • Goal-Setting • Assessing Performance• Delivering Feedback• Creating an Individual Development Plan• Talent Discussion• To Close
The benefits
Improved bottom
line
Increase ROI
Higher service quality
20% StrategicPlanning
60% Customer Service/
Consulting
Administration20%Administration
60%
10% StrategicPlanning
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
Some Happy Customers……
Thank You!THINK BUSINESS THINK PEOPLE