C A S E   S T U D I E S
People - the cornerstone of our work...

Back to Case Studies Assistance prior to Start-up The Background A U.K. based Company was setting up a carpet manufacturing unit. The company had recruited Engineers and trained them in the UK. It was now ready to recruit Operators and other staff required for commissioning the Plant. The Company was keen that a significant number of women operators be recruited. The Task Being unfamiliar with Indian labour laws and compensation practices for operators, the company commissioned Cerebrus for advice in these areas. The company also needed other HR assistance in terms of the designing of personnel policies for staff, service rules for Operators, employment terms, disciplinary processes etc. The Approach Cerebrus carried out a compensation survey of Operators in the industrial belt of that region. A mix of older and newer companies in the region were included in order to recommend an optimum compensation structure for the company. The entire compensation strategy was developed taking into account the dynamics of the area in which the Company was planning to set up its operations, the presence of unions, statutory compliances etc. The company was also advised on all Labour legislation related issues and all compliances as would be applicable to them in the process of starting-up and thereafter. The strategy for recruitment and issues arising out of the employment of women operators were addressed. In line with the world wide philosophy of the Company, multi-skilling for operators was recommended at the training stage itself. Options for setting up an industrial training centre were also explored. Cerebrus also prepared the Employee Handbook which complied with the Standing Orders applicable to the operators. Terms of employment were designed to comply with labour legislation. The Result The entire exercise enabled the client company to have a relatively smooth start to its operations. They were able to attract operators at reasonable compensation levels and were able to recruit women operators as required by them. Labour legislation related issues were avoided due to the initial time invested in surveying the industry and understanding the compliance requirements.