TROT - Skilled workforce and optimized processes for your immediate offshore operations.
Talent Acquisition (Employer of Record): We manage the entire hiring process and can serve as the Employer of Record (EOR) to oversee all administrative aspects of employment, including payroll, taxes, and compliance with local regulations.
Staff Augmentation: We enhance your workforce by adding personnel to meet your short or long-term staffing needs. These staff members will collaborate closely with your team, ensuring overlap periods, adherence to your schedules, management styles, and company culture. This arrangement provides the flexibility to scale your workforce as needed without the commitments of permanent hires.
Onboarding and Knowledge Transition: We handle all onboarding needs to engage new hires early. This includes regular check-ups, background verifications, meet-and-greets, and detailed orientation and training sessions.
Strategy Development and Alignment
Objective
Assess SWOT factors, and organization culture.
Evaluate organizational readiness for global ambition: Vision, Operations, technology, financials, infrastructure.
Global expansion plan and market entry methods
Identify / reassess process to be globalized, target geography and partner(s)
Identify and mitigate globalization risks; such as: currency fluctuations, politics, regulations, cultural aspects
Approved Strategy to operationalize a global workforce
Consensus on SMART globalization objectives aligned with the company's vision, mission, culture and Market commitments.
Deliverables
Exit Criteria
Talent Acquisition
Objectives
Develop a talent strategy that aligns with business goals
Compliance with local labour laws and best practices
Talent Need Identification
Recruitment strategy
Candidate screening and selection
Successful closure of open requirements
Talent acquisition process established to service future needs
Deliverables
Exit Criteria
Staff Augmentation
Objectives
Enhance Workforce Capacity
Seamless Integration with the in-house team
Scale the workforce up or down as needed
Adherence to Company Norms
Provide the required number of extra staff members
Protocols for close collaboration between new staff and the in-house team
Extended Overlap Periods to ensure smooth transitions and integration
Onboarding Program for new joiners
Staffing Requirements Met
Successful Integration & Adherence to Schedules and Culture
Operational Flexibility With Feedback and Adjustments
Deliverables
Exit Criteria
Onboarding and Knowledge Transition
Objectives
Develop an onboarding process that integrates new hires into the company culture and operations efficiently.
Equip new hires with necessary tools, knowledge, and resources to succeed in their roles.
Pre-boarding : paperwork, welcome email, login and workstation setup etc.
Background Verification
Orientation and role specific training
Mentorship and Support Groups
New hires fully integrated into their roles and the organization.
Achievement of initial performance milestones and successful completion of role-specific training.