Payroll and human resources

“Behind the success of a company there is the work of people who know how and what to do in order to achieve the goals”

Human resources management plays an important organizational role because it involves one of the most important assets of a company – its employees.

The dynamics of the legislative changes, increasing demands and expectations make us understand that the human resource that we have is very valuable because it can adapt to this dynamics.

Human resources consultancy is the first step in organizational development because we need to know at what level there are problems and which organizational processes can be optimized. We need to know the strengths and the weaknesses of human resources to understand the functioning of the organization.

The role of an external staff evaluation service is related to determining the number and the quality of the organization’s goals, attracting and selecting people who demonstrate the skills required to fill the job, motivating and rewarding, training and evaluating the candidates.

I. Payroll

  • preparing and administrating the personnel files (individual labor contract, addenda, decisions, etc.);
  • calculating salaries and preparing the payroll;
  • calculating bonuses to basic salary: overtime, night shift, hard conditions, awards, aids, etc.;
  • calculating wage deductions and garnishments;
  • generating files for the electronic payment of the salary;
  • drafting reports on salary costs;
  • drafting and submitting statements on social contributions;
  • drafting payment orders related to salary contributions;
  • preparing income, seniority, medical certificates;
  • legal support in any matter of salary calculation;
  • drafting reports on salary costs on hierarchical structures and turnover analysis.

II. REVISAL

  • creating the General Employee Registry according to GD 905/2017;
  • recording/completing the changes in the General Employee Registry, according to the legislation in force (recording of new contracts, changes of contracts, terminations, suspensions, postings, etc.);
  • issuing reports and excerpts from the registry to the employer and the employee.

III. HR consultancy

  • drafting the Internal Regulation Policy;
  • drafting the Collective Labor Agreement (compulsory for companies with more than 21 employees);
  • creating job descriptions;
  • conducting disciplinary investigations;
  • periodically informing the client about the legislative changes in the area;
  • counseling in solving work conflicts and/or in negotiating individual/collective labor agreements;
  • counseling in the application of labor law in force;
  • assisting the employer during inspections from the Territorial Labor Inspectorate.

IV. Recruitment – Evaluation

  • providing suitable profiles of candidates from the financial, accounting and fiscal area;
  • developing professional tests tailored to the activity of the beneficiary;
  • participating in professional testing for employees in the financial-accounting and fiscal area;
  • evaluating the employee performance;
  • internships.