Company HR Policy

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About Company HR Policy

A human resource policy manual serves as the organizational backbone that guides the behavior and expectations of employees and management. It is only natural, the employees will push the limits on matters like dress code, absences, interpersonal interaction, and achievement goals. HR policies provide an overview of how the organization functions and more importantly, how employees must contribute to the well-being of this effort. It is almost impossible to create a policy for every detail of a work environment. Instead, consider the critical categories that will provide general workplace guidelines. Interpretation and flexibility must be a given. The end goal is that the company functions in a consistent manner and is protected from situations that could be litigious or unsafe.

General categories to be addressed include hiring practices, onboarding, employee conduct, workplace safety, compensation and performance evaluations. Each organization is unique, so create HR policies that best fit the needs and functions that are most relevant to your workforce..

Core of HR

  • Manage employee data

  • Communicate reports, messages & alerts

  • Classify employees

  • Onboard new hires efficiently

Services offered

  • Issue payslips and tax forms

  • Process 100% compliant payroll with PF, ESI, TDS

  • Disburse accurate salary
  • Automate reimbursements

Interactive Employee Portal

  • Share information instantly between peers and departments

  • View company policies

  • Raise employee requests

  • Access for Manager’s with team mates


all inclusive fees


all inclusive fees

Frequently Asked Questions

Enabling your staff to take leave from the workplace to rest and recuperate makes an important contribution to their health and wellbeing. By ensuring your staff take leave, you also play a key role in the reduction of leave liability costs to the University.

Your staff member has excess annual leave if they have a balance of 30 days or over. This is pro-rated for part-time staff. For example, if one of your staff members is working 0.6 FTE, they will have excess annual leave if they have over 18 days accrued. Shift workers have an excess annual leave balance at 35 days or over which is also pro-rated for part-time staff.

If you require further information, please refer to the Position Management Decision Matrix.

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