Supply Chain, Workforce & Global Trade
Manpower & Staffing Solutions
Recruitment, deployment, training and placement of skilled, semi-skilled and unskilled manpower on contract, secondment and outsourcing basis.
The problem
What goes wrong without this.
Industrial staffing in India fails at two points. The first is commissioning, when a plant needs a trained operating team on a specific date and recruitment was started too late — leaving a commissioned plant running below capacity because operators are still learning on live equipment.
The second is compliance. Contract labour carries a substantial statutory obligation — licensing, provident fund, employee state insurance, wage records, safety training and welfare requirements — and the principal employer retains liability for much of it regardless of what the contractor was supposed to do. Deficiencies surface during inspection, during a workplace incident, or during due diligence for a transaction.
The consequence of getting either wrong is disproportionate. Skilled industrial roles in most clusters take longer to fill than promoters plan for, and statutory exposure on contract labour compounds quietly over years.
What we do
Capabilities in this service
- Manpower planning aligned to commissioning schedules and production ramp-up
- Recruitment of skilled, semi-skilled and unskilled industrial manpower
- Technical and managerial recruitment for engineering, quality, maintenance and operations roles
- Contract staffing, secondment and outsourced workforce arrangements
- Statutory compliance management for contract labour, including licensing and returns
- Payroll processing, provident fund, employee state insurance and statutory deductions
- Skill assessment, training and certification coordination
- Onboarding, induction and safety training programmes
- Workforce productivity assessment and shift structure design
- Industrial relations advisory and workforce transition support
Our process
How the engagement runs
Stage-wise, with the deliverable and typical duration for each. Timelines vary with project scale and authority response — these are indicative rather than contractual.
- 1
Manpower planning
1–2 weeksRole-wise requirement mapped against the commissioning and ramp-up schedule, with lead time per role assessed against actual availability in the relevant labour market.
Deliverable: Manpower plan with recruitment timeline
- 2
Sourcing and screening
3–8 weeksCandidate sourcing through relevant channels for each category, screening against technical and experience criteria, and skill assessment where the role requires it.
Deliverable: Screened candidate pipeline
- 3
Selection and onboarding
2–4 weeksClient interview coordination, offer management, documentation, background verification and statutory registration.
Deliverable: Onboarded workforce with complete documentation
- 4
Training and deployment
2–6 weeksInduction, safety training and role-specific technical training, ideally before equipment is live rather than during commissioning.
Deliverable: Trained and deployed team
- 5
Ongoing management and compliance
OngoingPayroll, statutory filings, attendance and performance administration, compliance record maintenance and replacement management.
Deliverable: Compliance records and workforce administration
Deliverables
What you receive
- Manpower plan aligned to commissioning and ramp-up
- Screened and assessed candidate pipeline
- Onboarded workforce with verified documentation
- Statutory registrations and compliance records
- Induction, safety and technical training delivery
- Payroll processing and statutory filing records
- Workforce performance and attendance reporting
Who this is for
Typical client profiles
Why NITS Corp
Why bring this to us
Staffed to the commissioning date
Manpower planning is driven by the project schedule, so the operating team is trained before the plant is live rather than during it.
Compliance treated as the principal employer's risk
Licensing, statutory filings and records are maintained to the standard that protects you, because much of the liability stays with you regardless of the contract.
Technical roles assessed technically
Screening for industrial roles is done by people who understand the work, so shortlists reflect capability rather than keyword matching on a résumé.
FAQ
Common questions
How early should we start recruiting for a new plant?
Who holds statutory liability for contract labour?
Do you provide payroll and compliance management?
Can you provide temporary manpower for a commissioning peak?
Related services
Sectors we apply this in
Discuss your manpower & staffing requirement.
A short conversation is usually enough to tell you whether the project is viable, what it will take, and what it should cost. There is no charge for that first discussion.