1, Database Recruiting

2, Advertised Recruiting

3, Turnkey Recruiting

1, A search brief is prepared by a specially designated team, in close co-ordination with the client.

2, Resultant position profile and candidate specifications form the basis for the subsequent search.

3, Capabilities across segments, helps in creatively shaping the specifications and identifying a suitable leader for the clients.

1, Recruitment   a. Project recruitment

2, Transfers

3, Post recruitment   a. On boarding  b. Induction

4, Pay roll services

5, Statutory compliances

6, Temporary to permanent

1. Cater to onsite as well as offsite training requirement

2. Identify training needs

3. Develop training strategy and course content

4. Impart training in leadership, teamwork and change management

5. Project management training delivery

6. Evaluation and report of the effectiveness of the training imparted

Yaccess uses its well researched and standardized tests, which can be customized to suit the individual client’s requirement for achieving the desired results and ensuring highest level of client satisfaction.

1. Human Resource Strategy
2. HR Due Diligence
3. Human Resource Information Systems
4. HR Operational Improvement
5. Human Resource Outsourcing
6. Performance & Rewards Management
7. Tax Help Desk
8. Payroll Outsourcing
9. Litigation Support

1. Clarifying organizational strategy and values which will drive people practices.

2. Measuring and developing HR capability to work as a partner in formulating and implementing the business strategy, HR audit and due diligence

3. Designing and implementing HR business processes and policies.

>>Includes the following

•   Recruitment , selection and induction
•   Performance Management
•   Compensation strategy
•   Career and success planning
•   Training and development
•   Retention and exit management
•   HR policies and procedures

1. Human Capital Financial Due Diligence

         -Pensions and retirement provisions

         -Benefits and redundancy obligations

         -Legal and contractual commitments
2. Culture Compatibility Due Diligence

         -Leadership styles and its impact on culture

         -Employee concerns or expectations from the merger/ acquisition

1. Analyzing the benefits of implementing an HR Information System

2. Defining the requirements of HRIS for the organization from a system and HR functional perspective.

3. Develop the road map for HRIS implementation

4. Identifying , evaluating , selecting and implementing off-the-shelf HRIS packages

1. Assessment of key personnel for job-fit

2. Compensation and grade structures

3. Compatibility of HR policies and processes

4. Industrial Relations due diligence

5. History of disputes and pending court cases

6. Retrenchment and re-training possibilities

• Performance Management


• Pay & Reward Solutions


• Tax Help Desk


•  Payroll Outsourcing


• Litigation Support