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In Bangladesh, ABC Partners offers the services required by a third party payroll. As a highly reputed third party payroll provider in Bangladesh, we make sure you receive the essential services you need from an employee without having to assume the risks and duties that come with hiring an employee.
In order to reduce risks and to get the best outcomes possible, ABC Partners will work in collaboration with you. The sphere of work covers the whole staff transfer process, including orientation, acclimatization, and integration, as well as the Human Resource administration, training, and payroll solution, with an emphasis on continuous improvement. ABC Partners’s third party payroll service would enable you to hire a resource without having to deal with the stress and needs of adding the resource to your payroll and the regulatory obligations associated with it. Since you will be in charge of determining how to reward employees, the advantage is that the employee receives the same as those received by employees working for you directly under the third party payroll. The enhanced possibilities from their end for the many employment marketplaces in which we are active would also motivate the employee to pursue career growth.
The process ABC Partners undertake to offer third party payroll services in Bangladesh are listed below:
You would enter into an agreement with the ABC Partners to use our outstanding payroll services. The agreement would enable the ABC Partners to handle the withholding taxes, disbursements, reporting requirements and others of your employees, whilst they continue to engage in delivering the services to you.
The phrase re badging means the process of employees from one organisation to another organisation which would be supporting those employees from that point forward. in literal terms, it means to change the badge of an employee when he is transferred to a new company or business.
The following processes are included in this phase:
Resource Evaluations (Due Diligence): ABC Partners, in collaboration with its client will evaluate the criticality of the existing resources to provide utmost support to the client.
First Notification to the Employees: ABC Partners would notify all the affected employees of the change in their employment either through emails, conference calls or a group meeting whichever is convenient for all the parties.
Second Notification to the Employees: ABC Partners would email all the employees who are transitioning, as soon as the first notification has been sent out. The primary purpose of the second correspondence with the transferring employees is to form a line of communication, to settle points of contact and to illustrate and inform them the following procedures all need to undertake.
Conference or Group Meeting: ABC Partners would either arrange a group meeting or a conference call with the impacted workers within three working days after the second notification has been sent out. Employee representatives would be given the opportunity to participate in this meeting or call on their discretion. The objectives of this call or meeting would be to reiterate the points made in the previous two notifications and to outline the timetable and objectives for the remaining phases of the transition.
Individual Meetings/Calls: Within 24 hours after the conclusion of the group call, impacted workers will be scheduled for individual meetings and/or calls. One on one meetings will be held whenever feasible. A specialized team of Human Resource and Recruiting experts from ABC Partners would be on hand to conduct these conversations and meetings.
The duration of these individual meetings and calls would be an hour within which the specialised ABC Associate’s team would focus on:
Hiring/Job Offers: Once the individual meeting is completed, the employees or the candidates could expect a phone call from the ABC Partners on the same day to inform them whether they have gone through the selection process or not. If they have passed the selection process, they would receive an offer letter, usually over the phone. If accepted, a formal offer letter with the offer’s terms—including the pay rate, start date, and manager information—is sent to the applicant through an email.
To guarantee early detection of potential HR hazards and to design and execute suitable mitigation procedure, ABC Partners would deploy a risk management process. The list of common hazards that ABC Partners anticipates to transpire during the transition process or in other words the risk assessment we would conduct is provided below:
To analyze and evaluate the profiles a team of 5 to 6 people is formed from the technical team. Announcements of vacancies are made internally to take advantage of strong recommendation and also externally on the local job websites. At first the internal employees are evaluated to discover the appropriate candidate for the post. With the help of specialized internal recruiters and sub tier partners the requirement of the candidate is shared and candidates are recruited from the training centers which have connections to the regional partners in Bangladesh.
In the event that any resources withdraw or are not prepared to start the project, the ABC Partners team, in line with the deployment strategy, will pre-evaluate a few applicants that are ready to start right away. To handle leaves of absence and attrition, we have established some backup resources. In the event that any L1 resource leaves the project, these backup resources will be deployed as L1 after six months.
OJT- in order to reduce the cost of the project on job trainees are deployed in the project. In order to assure BAU connection and prevent any negative SLA effect, we will make sure the extra choices we have made, are made available once we get the list of employees not connecting.
Equal opportunity employer- ABC Partners supports fair and equal access to employment opportunities while acknowledging and valuing employees’ “backgrounds and skills” variations. Any claimed infringement of the equal opportunity rules is looked into, and if it is confirmed to be true, action is taken.
Promoting a fair and balanced workplace: In order to decide and determine the wages and the salaries of the employees, ABC Partners conducts wage agreements with the employees. ABC Partners absolutely abides by all laws and ordinances governing the minimum wages that must be given to workers, as set out by regional governments.
Promoting a balanced work-life: A balanced work life would be planned in accordance with the local laws and considering the environment of the client.
Looking out for the welfare of its workers, particularly those with special needs – Committees made up of representatives of the union and management jointly oversee employee benefits.
Skill development: ABC Partners creates skilled workforce by providing managerial and functional trainings to all the employees.
Ensuring that everyone has access to a harassment-free workplace- ABC Partners works to eliminate all forms of discrimination from the workplace. All workers are given advice on how to do this, which is based on ABC Partners’ sexual harassment and affirmative action policies.
Social Securities- According to local legislation, Social Security provides medical care, sickness benefits, insurance benefits, maternity benefits, and benefits for dependents.
Post Transition HR Management:
To minimize the effects of change, such as decreased motivation leading to decreased production, ABC Partners efficiently manages the post-transition period.
We’re going to use the following measure: