End-to-End Employee Management
TASC business model includes end-to-end talent management; we go beyond the usual recruitment / onboarding to manage employee performance, ensure that the employee is cared for and engaged with the organisation.
Contract and Permanent Employee Support
Whether an employee has joined TASC on contract or for a permanent role, TASC provides periodic orientation on TASC values of Respect, Reliability, Agility, Collaboration, Innovation and Quality. In addition, TASC offers the following support to ease daily interactions:
- Dedicated, 24*7, ISO certified employee care team that can be reached out on 800 ecare
- Access to Employee Self-Service (ESS) tool for efficient processing of day-to-day operational activities
Employee Communication & Employee Engagement
TASC ensures that it offers adequate communication and engagement platforms to its employees. Some of these opportunities are listed below:
- CEO open-door policy, quarterly town-hall, etc.
- Biannual Employee Satisfaction Survey
- Quarterly TASC newsletters to keep employees updated with happenings at TASC
- TASC CSR activities organised once every quarter
- On-site health check-up
- Annual event / family day
Our other allied services with contract staffing include
For contracted staff, it can get challenging to understand how they will interact with TASC and with their contractual employer. These challenges can get further overwhelming, especially if the contracted staff is new to the country of his workplace. TASC aims to ease this transition phase and provide a smooth start to the contracted employee through our onboarding process.
Transfers & Migration
Over the years, TASC has managed transfers and migrations for several brands, sometimes even consolidating contract staff from multiple agencies to TASC. In the past, TASC has managed to transfer between 50 – 1,000 employees, of different firms, to TASC within 1 month to 6 months’ time-frame.
Employee Life-cycle Management
At TASC, we undertake several activities to manage the employee’s life-cycle, including
Compliance management: MOHRE approval, visa status change, labor contract completion, residence stamping, security clearance, document maintenance, etc.
Performance management: Performance reviews, analysis based skill enhancement, career-path development, recognitions, etc.
Payroll management: Track attendance, adherence to WPS, timely salary payments, etc.
Retention management: Spot early indicators of disengagement, strategize to control attrition, compensation benchmarking, etc.
Termination management: Issue warning letters, termination letters, etc. in accordance with the MOHRE law
Separation management: Provide end-of-service benefits, monitor absence and overtime, etc.