HR Outsourcing - is where we handle all of your HRM functions completely, and
undertake to outsource, interview, recruit, and manage payments of emoluments to staffs, in addition to other functions for your employees on your behalf.
You may send in your requirement via e-mail / fax, or contact the undersigned for further details.
Introduction
MIL HOLDINGS LIMITED, the holding company of a group of companies commenced its business thirty years ago (1978) with Maritime international Limited its flagship company recognized by the Sri Lankan regulatory authorizes for its high ethics in business. It branched out further with Maritime Placements Ltd. Executive Search Ltd. AIMS (Appointments of international Management Specialists), Hunt-A-Skill and just recently, Maritime Placements Ltd Outsourcing Services. Primarily a placement company, the Holding company takes pride in a tarp portfolio of well known clients both in Sri Lanka and overseas, has served over 3,000 organizations in the country and has now begun offering Outsourced services to its clientele.
Branching out to outsourcing services
Offering Outsourced services to its clients has been found to be a most acceptable and practical solution. Outsourcing of non-core services has resulted h hum cost savings and has enabled organizations to concentrate on their core competencies.
1. Outsourced services
Our client would divest a function such as transferring of its people to the supplier (MPL) for an entire, specific, non core function. Such complete Outsourced service may be a contract to administer the payroll of your staff or a contract to operate a whole unit / function /division /department in your location absorbing the existing employees or providing skilled and trained employees, or a contract to provide the manpower needs of your organization. MPL would take responsibility for compliance freeing the client to concentrate on the organization's core competencies.
1.1. Categories for which non-core Outsourced services are provided
Outsourced non core services are now being administered for many of our clients follows:
Provision and administration of the Reception-Telephone Operation Service / Provision and supervision of Secretaries/Office Assistants / Data Entry Operators - Data Processing Unit / Clerks / Customer Care offtc^0n / Coordinators / Field Officers / Supervisors / Investment Executives. You may propose any of your diversified functions and request for a proposal for services.
1.2. Methodology
MPL would absorb the client's existing employees into its payroll. MPL would take on the role of legal employer. The work station would remain at the client's location Thereafter the following responsibilities would devolve upon MPL on behalf of the client:
Preparation of salaries / preparation of statutory payments such as EPF, ETF, PAYE and allowances as indicated by client / disbursement of salaries and allowances I disbursement of statutory payments. MPL would provide a monthly statement of transactions and receipts. Once absorbed as legal employer, MPL will replace staff in any of the accepted categories in the event of loss of staff for any reason so as to continue uninterrupted quality service. Cost savings assured to client: reduction of head count, no administrative overheads, no administrative activity in relation to payroll, no legal implications with regard to employment or disciplinary Issues, no union or labour issues, no redundant or ineffective staff, no Interruptions due to non attendance, timely issue of offer letters and contract renewals. All these would be contracted for by MPL and would remain the responsibility of MPL.
2. Outsourced payroll of all other categories of employees
In addition to outsourced payroll of staff described in 1.1 above, for reasons of
Confidentiality and reduction of its administration overheads and staff, client may wish to outsource the payroll of all grades of employees. Including senior or mid-management grades except the technical categories undertaken by Maritime Property Management & Maintenance Ltd. a part of our Group. Such employees would continue to remain under the legal employment of the client whilst MPL would takeover administration of the payroll in the same manner described in 1.2 above.
2.1. Responsibility of client
Client would provide all necessary information to supplier /MPL). Vital Information would encompass provision of a comprehensive monthly staff status report detailing listed staff, dates of employment and contract end dates, salaries, allowances and benefits, employee’s bank account details, attendance and all information called for by MPL to properly process the outsourced payroll or the outsourced non-core service. Payments to outsourced staff would be within a specified time after receipt of salaries from client (2 working days)
3. Outsourcing the HR Processing function
HR processing is a vital function of any organization. Enormous corporate time,
manpower and resources are drawn out of the organization to achieve the final result of quality staff to run the operation. Most often client may not realize the time and costs Evolved in this operation, ranging from simple telephone calls to hours spent at the Interviewing table. MPL s outsourced service takeover the following functions:
Advertising on behalf of client / collecting resumes / short-listing in accordance with client’s requirements / arranging preliminary interviews / conducting tests as appropriate and recommended by client / corresponding with candidates for second and final interviews / arranging interviews at client's or MP locations / informing non selected candidates / follow up action required until placement of well suited candidate into position. This would be a continuing, ongoing process covering client's senior, mid-level or junior employees throughout the duration of the contract.
Legally binding contract to outsource
MPL and the client would enter into a legally binding Agreement for outsourced services of any of the specific areas listed above in a manner as to comply with the expectations of the client.
Advantages to client
Financial value Redesigning the operation and achieving a cost saving by lowering the overhead costs of services to the business.
Operational value improving efficiency, accountability, quality, productivity, risk management through contracting out the service with a new service level agreement.
Strategic value Redistributing time and resources to cone business activities that would directly impact your shareholders value and market position.
