HOW DO WE WORK

Once we enter in to a contract and have listened to our client's needs, the first agenda shall be to ensure that we commission qualified personnel in our management team to manage the managed so as to excel.

We fully understand that a professional company must also conduct its business pro- fessionally. We progressively learn for it's not just necessary but also essential for us to understand every industry to and or at which we supply our labour force in order to mea- sure up to our clients' requirements. Product knowledge is key for us to select the most appropriate personnel needed for specific jobs upon thorough selection process followed by vetting.

Upon Your Approval We:-

• Advertise positions dependent on client's requirements in cases where your labour force needs aren't already with us as u know labour goes with skills, energy and time (employee) against job satisfaction, security and remuneration (Employer) as at a given time.
• Conduct interviews on applicants and fairly shortlist suitable candidates for positions.
• We shall conduct vetting, finger print tests with police clearance both prior to recruit- ments and also randomly after employment given most employees do change their resi- dences and might find themselves culpable after employment too. Thus finger prints tests are not like academic certificates that once acquired remains so for a lifetime. Thus save for testing before recruitment, it is likely to be sporadic too.
• In order to measure up to our clients expectations, we shall also supervise and inspect our employees not only to ensure they do work as expected but also to get in touch with them to ensure they are comfortable where they shall be posted as at a given period of time and as well be up to date with our clients view on each employee supplied.
• Where training is envisaged, we shall do so with competent staff either on hire or on per- manent basis for orientation and acquaintance. In cases where a client is also willing and has time, we also welcome such clients to brush their future sub-contracted employees and that enhances a good rapport too before and after final commissioning.
• Maintain attendance registers eventually amalgamated for payroll preparations.
• A good duty roster enabling work days and rest days shall be continually updated factor- ing the shifts if any.
• In sites where factory gears and special regalia are envisaged we won't delay to ensure that our clients offer the same to our employees for safety.
• Where a client feels like off-loading its former employees or casual labourers due to their expertise or experience, we often listen and accommodate the recommended ones for con- tinuity but thence under our employment believing that relieves the client the agony of training new teams now and then.
• All other legal requirements pertaining labour industry as may be from time to time in- cluding statutory requirements, OSHA, TRA, WCF, NSSF,etc.