WORK-FORCE MANAGEMENT

Our  workforce Management encompasses all the activities needed to maintain a productive workforce Our team has advised a number of BUSINESS on various aspects of research and business strategy;
Areas include  entry strategies for new markets, consortium based initiatives, development of thought       leadership etc.;
 We have advised various companies on business engineering and re-engineering;
 Under the umbrella of human resource management, WFM is sometimes referred to   as HRMS systems.

Mayakorp scope of service is as follows:

HR administration: Mayakorp provides the business strategy by which organizations can meet the demands of the future. Human resources is leading the way for improving the overall employment experience for billions of hard-working professionals around the world.

Company business Retreat: Transformation Management is more than a new strategy. Building organizational strength in this way includes executive team development, as well as developing management and supervisory skills throughout the organization.

Career and succession planning / talent acquisition: We help implement and evaluate succession planning scenarios. In Career Planning, you can identify possible career goals and draw up career plans for employees. You use Succession Planning to find people to fill unoccupied positions. Career and Succession Planning has two main goals. One is to advance employees’ professional development within a company; the other is to ensure that staffing requirements are met.

Talent management and/or applicant tracking: Talent Management, as the name itself suggests is managing the ability, competency and power of employees within an organization. The concept is not restricted to recruiting the right candidate at the right time but it extends to exploring the hidden and unusual qualities of your employees and developing and nurturing them to get the desired results. Hiring the best talent from the industry may be a big concern for the organizations today but retaining them and most importantly, transitioning them according to the culture of the organization and getting the best out of them is a much bigger concern.

Learning management and/or training management: To guarantee return on investment, training must stimulate the learner's mental involvement and trigger action. It is only a training that is designed by identified needs and stated objectives, with relevant activities and case Studies, will deliver desired results.

Performance management: We ensure your staffs remains flexible, efficient, measurable, fair, transparent