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Nexstep IT Solutions

Nexstep IT Solutions

Human Resources Management Solutions

Administration : Supports central and constantly accessible administration for personnel data, to give companies an increasingly critical competitive advantage. The personnel administration functionality relieves users from routine administrative activities, which are costly and time-consuming, while simultaneously supporting users in demanding planning activities. Another advantage of this capability — especially for international corporations — is the various country-specific versions, which are created in accordance with the respective country-specific features. By using country-specific versions, companies can set up personnel administration as a standard system in different countries. Supports basic personnel procedures within master data administration, such as performing transfers, performing organizational reassignments, and entering the data required for employees who leave the enterprise. Employee data change is checked automatically, and affected data is updated accordingly. Enables organizations to develop an inventory of skills and competencies and manage them effectively. Supports employee profiles, which reflect all employee competencies, skills, and qualifications, standard and statutory laws and reports, to access and execute. To name few documents, Offer letter, termination letter, orientation package, company manual

Benefits and Compensation

Employee benefits typically refers to retirement plans, health life insurance, life insurance, disability insurance, vacation, employee stock ownership plans, etc. Benefits are increasingly expensive for businesses to provide to employees, so the range and options of benefits are changing rapidly to include, for example, flexible benefit plans. Compensation includes topics in regard to wage and/or salary programs and structures, for example, salary ranges for job descriptions, merit-based programs, bonus-based programs, commission-based programs, Bench marks, etc.

Recruiting and Selection

A job description is a summary of the basic knowledge, skills, abilities and other attributes that a candidate must possess in order to complete a job satisfactorily. Job descriptions are vital to recruiting and hiring the right employee. Interviewing, testing, Verification of Education and Certifications, Reference and background checks. Retaining the right talent.

Health and Safety

Occupational health and safety acts, follow the act while developing training accruing to the ministry of labour, work place safety acts and regulations WHIMS training which is required by Ontario law for any job WSIB Claims, how to file them, process them to decrease these claims by implement of work safe environment procedures. Return to work policies.

Training and Development

Training and Development Training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organization settings. It has been known by several names, including employee development, human resource development, and learning and development this activity is both focused upon, and evaluated against, the job that an individual currently holds. Education is the activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs. Development is the activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future. Create training manuals, RFP, Sigma six, PMP, Conflict Resolution, Dress code at work place, harassment policy, orientation policy, etc.

Strategic Business Planning

Strategic HR planning is an important component of strategic HR management. It links HR management directly to the strategic plan of your organization. Most mid- to large sized organizations have a strategic plan that guides it in successfully meeting its mission. Organizations routinely complete financial plans to ensure they achieve organizational goals and while workforce plans are not as common, they are just as important. Even a small organization with as few as 10 staff can develop a strategic plan to guide decisions about the future. Based on the strategic plan, your organization can develop a strategic HR plan that will allow you to make HR management decisions now to support the future direction of the organization. Strategic HR planning is also important from a budgetary point of view so that you can factor the costs of recruitment, training, etc. into your organization’s operating budget. To name few examples are mergers and acquisitions, outsource, risk management, succession planning, Organizational design.