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Proposal for Outsourcing Recruitment & HR Operation Services

Proposal for Outsourcing Recruitment & HR Operation Services

NewGen Manpower Consultant, a reputable recruitment & HR agency with over 20 years of experience in the field. Our team specializes in providing top-notch recruitment services to match qualified candidates with job opportunities across various industries.

With our extensive experience and expertise in recruitment, we are confident in our ability to assist you in filling your vacant positions with the right candidates. We understand the challenges that come with recruitment and are committed to providing you with efficient and effective solutions tailored to your specific needs.

We would like to propose a strategic partnership where NewGen Manpower Consultant will assist you in sourcing and screening candidates for your requirements on a commission basis. Our commission-based model ensures that you only pay us a fee upon successful placement of a candidate, making it a cost-effective and risk-free solution for your recruitment needs.

If you are interested in exploring this partnership further or have any specific requirements that you would like to discuss, please feel free to reach out to us. We are dedicated to delivering high-quality recruitment services and helping you meet your staffing goals.

Thank you for considering NewGen Manpower Consultant as your recruitment partner. We look forward to the opportunity to work with you and support your recruitment efforts with our wealth of experience and expertise.

Warmest regards,

Nadeem Yunus (More than 20 years of HR experience)

+918882992025 , [email protected]

NewGen Manpower Consultant

Sec-28, Rohini, New Delhi

Registration No. : 2024118641 (Department of Labour)


  1. HR Department Design:
  2. Conduct a comprehensive analysis of your company’s business strategy and organizational structure.
  3. Assess the current HR department’s capabilities, size, and structure.
  4. Develop an optimized HR department structure that aligns with your strategic goals and maximizes efficiency.
  5. Define key HR roles and responsibilities, including succession planning strategies to mitigate talent gaps.
  1. HR Process Streamlining:
  2. Review the existing HR processes, including recruitment, onboarding, performance evaluation, employee development, and off boarding.
  3. Identify gaps, inefficiencies, and areas for improvement.
  4. Develop standardized and streamlined HR processes that adhere to industry best practices.
  5. Implement an applicant tracking system (ATS) to automate and simplify recruitment.

Below, I have outlined the key areas that the HR department will encompass:

Streamlining the payroll system:

  • Attendance management via HRIS (Location based, regularization and OD)
  • Leave management via HRIS
  • Pay slips generation via system
  • Resignation and separation process via HRIS
  • FnF management via HRIS
  • Payroll generation
  • IT declaration through HRIS
  • Form 16 via HRIS

Recruitment and Talent Acquisition:

  • Offer and appointment Letters.
  • Documentation as per statuary compliance.
  • Document Verifications
  • HR Manual updating and given to each newly joined.
  • Manage job postings, screening, interviewing, and selection processes.
  • Making them understand their KRAs
  • HR Orientation program and finally hand over to respective department.

Employee Relations and Engagement:

  • Address employee grievances and conflicts in a timely and fair manner.
  • Trust and transparency: Transparent and open communication, a cornerstone of good employee relations here, builds trust. When employees feel informed about organizational decisions, changes, and future plans, they are more likely to trust their employers.
  • Recognition and appreciation: Employee relations involve recognizing and appreciating employees for their contributions. Feeling acknowledged and valued for one’s work is a powerful motivator.
  • Conflict resolution: Effective employee relations include mechanisms for resolving conflicts. A workplace free from persistent conflicts allows employees to focus on their tasks rather than being bogged down by interpersonal issues.
  • Professional Development: Invest in employees’ professional growth by offering training programs, workshops, and opportunities for skill development.
  • Feedback and Surveys: Continuously gather feedback from employees through surveys, focus groups, or one-on-one meetings. Use this feedback to identify areas for improvement and tailor engagement initiatives to better meet employees’ needs.

Performance Management:

  • KRA design for all designations.
  • Establish performance appraisal systems and processes.
  • Provide training and support to managers for conducting performance reviews.
  • Develop strategies for recognizing and rewarding high performance.

Compliance and Legal Matters:

  • Ensure compliance with all relevant labor laws (PF, ESIC, Professional Tax and POSH etc)
  • Manage employee documentation, contracts, and policies on third party.
  • Stay updated on legal developments and implement necessary changes.