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Social Capital Development

Human Resources and Social Capital development
While a firm focuses on the manufacturing of goods and services and their deployment, social capital concentrates on the team performing the work along the supply chain. The true strength and liability of an economic operation rely on the trust, performance, and devotion of the employees to the success of the operation. Based on the economic behavior of risk-taking and decision-making under uncertainty, the lab developed employee training that turns any company into a winning team with strong ties and commitment. This training ensures the team can be trusted to thrive under various market conditions and adapt to different mission statements.

With over twenty five years of experience our team associate Merav Sella is leading the stat of the are Human Resource operation for SMC startups to outsource the full HR service while gaining a Social capital appreciation and forming the DNA of the firm to be a winning team. The service include the full coverage of traditional HR function with active weekly employee training to develop etiquette sciatic organization behavior while maintaining employee satisfaction and devotion.

Out sourcing Human Resources Services include :


Training and Development:

HR oversees the training and professional development of employees. This includes organizing orientation sessions for new hires, providing training programs to develop skills, and implementing career development plans to help employees grow within the company.


Performance Management:

HR manages performance appraisal systems that evaluate employee performance. This involves setting performance standards, assessing employee performance against these standards, and providing feedback to encourage improvement and reward high performance.


Compensation and Benefits

HR designs and administers compensation structures (salaries, wages) and benefits programs (health insurance, retirement plans, leave policies) that attract, motivate, and retain employees.


Recruitment and Staffing:

HR is responsible for identifying the organization's staffing needs, advertising job openings, screening applicants, conducting interviews, and selecting candidates. This process ensures that the organization has the right number of employees with the necessary skills and fit.


Employee Relations:

HR plays a key role in maintaining positive relations between the organization and its employees. This includes addressing employee grievances, managing disputes, fostering a positive work environment, and ensuring compliance with labor laws and regulations.


Compliance with Labor Laws:

HR ensures that the organization complies with all relevant labor laws and regulations, which can include issues related to employment standards, health and safety, anti-discrimination practices, and more.


Strategic Planning:

HR contributes to the organization's strategic planning by aligning HR strategies with overall business objectives. This can involve workforce planning, succession planning, and leveraging human capital to achieve competitive advantage.


Technology and Data Management:

HR increasingly relies on technology for managing HR-related data, automating processes like payroll and benefits administration, and using analytics to make data-driven decisions about workforce management.
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