Holding onto the right people requires a professional HR-policy. We help you identify this with our HR-scan and/or satisfaction survey and provide the necessary tools to support your policy (job descriptions, job classification, evaluation systems, wage policy, individual policy, ...). And we build genuine and solid teams.
Good employees determine 80% of your result. We will search on your behalf for the right man/woman in the right place, according to your needs and budget, using experienced consultants, the most competitive media budgets, current databases and a strong network of candidates.
A botched recruitment ends up costing 9x the monthly wage. Over-promoting someone also causes damage. We carry out a thorough assessment of the capacities, competencies and learning potential of candidates and employees, with professional tools and two experienced assessors, of whom at least one is a psychologist.
Opting for the secondment of employees, simultaneous employment or cross-border worker status, ... depends, among other factors, on the nature and length of the employment and has specific implications for social security, taxation, labour law, the law on foreign nationals and residence regulations.
Who qualifies as a self-employed individual, what are the obligations of a self-employed individual and which rights can one derive from this status, ...?
A customised employment contract provides legal certainty in the relationship between an employer and employee and also forms the basis for the correct termination of this employment relationship.
The best advice on pay should consider all possible forms of remuneration in order to reduce wage costs for the employer and conversely increase the net disposable amount for the employee.
The net payment of remuneration is partly determined by the correct application of taxation on wages and ought to take into account the correct wage scales for payroll tax, recruitment measures and situations concerning non-resident taxation.
