Human Resources

We undertake to cover all aspects of recruitment and placement of these personnel, more specifically we assist with:

Resource Planning
Resource Definition
Selection Criteria
Recruitment Procedure
Location Investigation
Mobilisation Procedure
Ongoing Liaison and Supervision
Repatriation

Resource Planning

From initial contact to completion M& E maintains a close working relationship with its clients so that both parties are involved in the overall planning of resource recruitment.

M & E's practice of sourcing manpower from its own databases and those of its associates is executed in a series of stages

1. M & E will initially try to source any requirements from existing lists of personnel, which currently cover in excess of 25,000 individuals world-wide.
2. In the event that insufficient numbers of suitably qualified individuals cannot be sourced from our lists we will contact one of our associate companies to assist.
3. To ensure that our databases are current and that we are able to anticipate clients' requirements, advertisements are placed regularly for various categories of personnel that we anticipate will be required for future projects.
4. In the event that a specific requirement cannot be sourced from the above, carefully targeted advertisements will be placed to complete the assignment.

Continual updating of market demand data, as well as available personnel data are critical components of a successful operation.  It is important to keep a constant vigil over the industry via:

• Contact with clients
• Discussion with governmental bodies
• Advertising campaigns for additional personnel
• Membership of industry associations
• Contact with personnel database
• Keeping up to date with industry innovations and advancements
• Staff training.

Resource Definition

Prior to reviewing our database or advertising, we must clearly define the qualifications and experience of the individuals required for the position to be filled.  To do this we consult with our client to ascertain the following:

Disciplines Position/grade Years of experience required Geographical experience required Qualifications required Security status requirements Age group Intensity of position (e.g. 24 hour call, travel, etc.) Definition of work scope Duration of assignment Location of assignment Name of immediate supervisor

Selection Criteria

The careful and systematic selection of all personnel is based on the following criteria:

Formal qualifications Personality Background and work experience Ability to work with minimum supervision Ability to relate to others Medical examination which includes sick leave records Security status

Recruitment Procedure

• Introduction to the project / client
• Reference checks
• Description of the project and the work to be performed
• Confirmation of personal data and qualifications
• Amplification of background and work experience
• Discussions on client safety policy
• Advice conditions of employment
• Advice on working location
• Discussions on relocation requirements and expenses
• Discussions on immigration procedures
• Advice on medical requirements
• Security clearance

A verbal or written reference check will be made for each and every short listed candidate.  This check will be made on both a personal and professional basis.  Items covered in the reference check include:

• Work experience and ability
• Personality
• Ability to work as a team
• Reliability and sick leave record
• Leadership and management skills where appropriate.

Location Investigation

To enable us to service both clients and individuals, it is necessary to maintain information on the various countries and locations where people will be working.  This information is used as part of our mobilisation procedure for our staff.  We maintain information on:

Immigration procedures Cost of living Taxation Housing Accessibility Transportation Schooling Entertainment and leisure activities Banking Climatic conditions Cultural activities Religious beliefs National Heritage   With this data we aim to make overseas relocation as smooth as possible

Mobilisation Procedure

Prior to commencement of contract and in particular where we are supplying significant numbers of personnel,  we will identify a Logistics Manager to oversee the mobilisation procedure at the location of the contract.

To ensure that the successful candidates arrive at the job site on schedule and are suitably equipped, we make sure that the following details are attended to:

Immigration procedures Travel arrangements Temporary and permanent accommodation Medicals Schooling Transportation Familiarisation with the work location Banking Facilities Payroll details Entertainment / leisure activities available Introduction to cultural and ethnic policies of the host country

Ongoing Liaison and Supervision

In order to ensure client and personnel satisfaction throughout the life of a project, constant attention is paid to certain details.  This is done by regular contact with the client and with the personnel.  Areas addressed include:

Client satisfaction Changes in client requirements Monitoring of working hours Personnel satisfaction and welfare Personnel reliability Working conditions Payroll accuracy Ongoing travel arrangements Accommodation Medical problems Personal family problems Return travel arrangements

Repatriation

Even at the early stages of a project, consideration must be given to employee repatriation.  In order to ensure continuity and a satisfactory conclusion, attention must be given to the following:

Project end date Notice period for employees Availability of replacement staff in the event of a forced repatriation Accommodation notice period Periodic home leave Availability of return travel tickets