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Connecting exceptional individuals with opportunities that transform industries and shape the future

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About

We are specialists in providing Human Capital Management Services.

ALOS Innovative Workforce Solution Pty (Ltd) has been operating since 2001. We pride our self on always keeping sustainability and the growth in the markets that we serve.

ALOS Innovative Workforce Solution Pty (Ltd) recognizes and position in to place client essentials, expectations and specifications. This is so important to us, that we create interdependent relationships with our clients in order to understand their specific industry or business.

Our Vision and Philosophy

  • Vision: Our focus is to get an in-depth understanding of all of our client’s business requirements to render a service customized and best suited to each client’s needs, and remain the preferred Human Capital service provider in a multitude of sectors across the globe
  • Our philosophy: Time is precious, do not waste it

Our Mission

  • Our continued success has been to build meaningful and lasting relationships with our clients and candidates alike, putting us in the position where we take care of your workforce and you can focus on business

Our Performance Principles

  • Customer and employee satisfaction
  • Excellent customer and employee service
  • Best labour practices
  • Quality placements

Services

We have competent staff in our Payroll, Finance and HR departments who will assist in the service provided to all our clients.

We are suppliers of contracting staff in various industries. We are constantly updating our database of staff candidates so if you have a particular need, send us message, and we will gladly source all your staffing requirements.

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The goal of human resources (HR) and industrial relations (IR) is to effectively and successfully manage an organization’s most critical resource: Its people.

Modern payroll services offer more than standard payment delivery. They act as a complete payroll management option for businesses of all sizes across all industries. Here are some things a payroll service can help with:

  • Tracking employee attendance
  • Collecting wage and time information
  • Calculating wages
  • Monitoring workers’ compensation premiums
  • Keeping electronic payroll records
  • Following federal and state laws for payroll
  • Calculating payroll taxes
  • Preparing and mailing employee tax forms
  • Setting up, adjusting and making direct deposits
  • Integrating third-party benefits into payroll

On-site training is a learning method where instructors deliver training programs directly at the company’s location or workplace. This approach allows for personalized, hands-on learning experiences tailored to the organization’s specific needs, equipment, and processes. Within our Group we have Accredited Training Provider, PowerPro Technologies and Training Facility.

Recruitment is the process of actively seeking out, finding and hiring candidates for a specific position or job. The recruitment definition includes the entire hiring process, from inception to the individual recruit’s integration into the company.

Policy writing is a common duty for managers and HR professionals. Official policies and procedures help employees work towards the goals of an organisation and avoid harming its brand reputation, while also keeping employees safe and avoiding disputes.

HR consulting is the practice of delivering all aspects of human resource management as an external provider, and with the professional and business issues associated with operating such a practice—including client development, contracts and client management.

Strategic HRM, or ‘people strategy’, is about creating a coherent framework for employees to be hired, managed and developed to support an organisation’s long-term goals. It helps ensure that the various aspects of people management work together to drive the behaviour and climate to meet performance targets.

Talent management is a process used by companies to optimize how they recruit, train and retain employees. Through human resources processes, such as strategic workforce planning, companies can anticipate their needs and goals and attempt to hire a workforce that reflects those needs.

What Is an Affirmative Action Plan (AAP)? An affirmative action plan (AAP) is a plan or program that outlines a federal contractor or subcontractor’s efforts to provide equal employment opportunities and generally support the advancement of employees regardless of gender, race, disability, or veteran status

The Commission for Conciliation, Mediation and Arbitration (hereinafter referred to as ‘the CCMA’) has the jurisdiction to facilitate dispute resolution in matters between employers and employees. These proceedings are regulated by the Rules for the Conduct of Proceedings Before the CCMA(hereinafter referred to as ‘the Rules’). The Rules establish and describe the various processes that are to be followed when approaching the CCMA. For example, one such rule relates to the topic discussed below, relating to representation at the CCMA.

Conciliation  

Conciliation is when the parties look to settle their dispute between themselves. During this time, the appointed Commissioner plays a more facilitative role, wherein they would try and assist in opening the channels of communication for the parties to try and reach a settlement on their own terms. During this process, the employer can be represented by a director or employee or an office-bearer of an employer’s trade union or employer’s organisation. Employees partake in this process unassisted.

Should the matter then remain unsettled, the Commissioner issues a Certificate of Non-Resolution, and the matter is to be referred for arbitration.

Arbitration  

The arbitration process differs from the conciliation process in that the matter is now to be set down for hearing before a Commissioner who is to, after applying his mind to the facts of the matter and relevant legislation, make a ruling. This requires a more structured approach as each party is afforded an opportunity to present their evidence and question witnesses.

Therefore, it is a natural assumption that in such instances, a human resources representative would have the advantage should they have experience in CCMA processes compared to an employee with little to no knowledge of the proceedings of the CCMA.

Rule 25(1)(b) allows an employee to be represented by either a legal practitioner or candidate attorney through the arbitration process. This rule does, however, have its exception.

Should the arbitration be in respect of a matter wherein the fairness of a dismissal is questioned, and a party alleges that the reason for the dismissal relates to the employee’s conduct or capacity, the employee will not be entitled to representation by a candidate attorney or legal practitioner. In this scenario, representation for the employee is still attainable but only if the Commissioner and all parties agree or, should any party object thereto, if the Commissioner, after hearing arguments on this point, rules that representation is to be allowed considering the following factors:

  1. the nature of the questions of law raised by the dispute;
  2. the complexity of the dispute;
  3. the public interest; and
  4. the comparative ability of the opposing parties or their representatives to deal with the dispute

The abovementioned considerations are handled on a case-by-case basis; however, its constitutionality was challenged in the matter which led to the judgment handed down by the Supreme Court of Appeal in CCMA v Law Society, Northern Provinces (005/13) [2013] ZASCA 118 which ultimately upheld its operation

The above serves only as a brief overview of the general submissions regarding representation at the CCMA. Should you find yourself a party to an application before the CCMA, it is advised that you consult with an appropriately qualified and experienced labour law firm to ensure you are informed and advised of the various exceptions to the positions as described above.

Performance Management is an ongoing, continuous process of communicating and clarifying job responsibilities, priorities, performance expectations, and development planning that optimize an individual’s performance and aligns with organizational strategic goals.

Job analysis is the process of gathering and analyzing information about the duties, responsibilities, and requirements of a specific job. Job evaluation, on the other hand, is the process of determining the relative worth of different jobs within an organization.

Benefits of Outsourcing Employees
Above the Threshold

Save Time and Money

Recruitment, Payroll and HR Administration.

Staff Flexibility

Employees can be put on various temporary contracts.

Cost Exemption

Get exempted from any possible CCMA costs through our tailor made Service Level Agreement.

Reduce Staff Liabilities

WCA, PAYE, Department of Labour claims, etc

Retrenchments

Save on retrenchments due to the staff being on temporary contracts.

Minimize Operational Interference

Fast turnaround on recruitment to minimize operational interference due to staff turnover.

Industries We Specialise In

Powerline Construction
Mining
Corporate
Tanning Industry
Engineering
Logistics
Manufacturing
Farming
Administration
Back Office
Information Technology
Steel Manufacturing
Finance
Medical
Education
Civil Construction
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