plugHR products are built on a few fundamental assumptions like:
- Consulting is not a full product unless coupled with sharp execution. You don't consult on Employee Induction, you need to do it.
- Short term assignment do only short term work, for substantial gain relationship needs to play out for long. Things like need the rigor of active employee communication, manager training, continuous employee performance monitoring, feedback and training interventions if need be.
- Small company or big, HR needs exist in entirety, hence solution should be complete and performance management becomes compulsory. Even if there are 10 employees, you need to recruit them properly, induct them, maintain and manage HR policy for them, guide them on their KRAs, monitor performance, evaluate, process increments and manage their needs. So irrespective of size, HR needs to be fully deployed.
- There is no substitute for convenient cost model, affordability is the key. Also if the relationship has to play out for long, pricing model can not be prohibitive.
- Locked relationships do not work, keep a respectable exit plan and let relationship survive on merit. This thought process also reflects in our take on employee attrition or employee retention, whichever way you look at it. Lot of our employee development, employee performance and engagement plans attempt to build attractiveness for the workplace in order to stem attrition.
- plugHR offers number of subscription products that are built to set up and run HR department of companies that come with different sizes and from different industries.