We are Startup ! with over 30 Years of experience in HR industry . We understand the tone | we are in your shoe to tackle day to day HR issues | Leave it to us ! Laureate , One stop shop for all your HR Needed with Start up focused | No sitting , Only standing and perform best .

1. Partnering Together for Success
Start up India !!
The first step towards Entrepreneurship…

2. Roadmap of Innovations ~ Start-ups?
Portfolio we serve :::Competitive edge and benefits
We understand your objective – Key issues?
Our Team….
Happy Clients !
Who we are!! Our Core Values…Why us????
Appendix! Service offerings in details
Contents

3. Roadmap of
Innovations
~ Start ups

4. Start-ups & India
Bangalore, NCR and Mumbai continue to be the top
start-up destinations with nearly 65% of the total Indian
start-ups
Global investors and corporates are betting high on India
market. Tiger Global, Sequoia Capital, Softbank, Warburg
Princus and Alibaba are among the top investors,
participating in deals worth more than $ 500 mn
Start-ups have spread its roots in various sectors and are
spreading in sectors like healthcare, payments, Internet
of Things, 3D etc.
Government is taking a positive step towards start-ups
by announcing policies and initiatives aimed towards
improving the overall start-up ecosystem. `
“
I see start-ups, technology and innovation as existing and effective
instruments for India’s transformation, and for creating jobs for
youth
”
~ Hon’ble Prime Minister of India, Shri Narendra Modi
3
India’s rank as
a start-up
ecosystem
$5B
FY15
Start-up
funding
110
Incubators
in India
8/10
VC/ PE firms
in India are
foreign
156
PE or VC
firms

5. A typical start-up Journey
•Identifying legal
structure
•Determining tax
implications
•Identifying investors
•Operational assistance
customer retention
•Overall guidance from
accounts and tax
perspective
Seed
phase
•Manpower planning
•Finding right people
•Management of burn
rate
•Managing the payroll
•Regularization of
accounting & invoicing
•Regularization of
statutory compliances
Start-up phase
•Appropriate fund
planning
•Assessing appropriate
takeovers/ merges
•Determination of right
mix of business &
acquisition
Expansion
phase
•Set up efficient IT
infrastructure
•Tax optimization
coupled with efficient
structuring/ modelling
•Mitigating anomalies
from tax & operations
perspective
Growth Phase

6. Key issues ~ faced by Indian startup’s
Define Organizational Dimensions and the role of Mission, Vision and Values
Managing the recruitment and payroll process wherein the start-ups look for resources who
accelerate the growth of the Company
Understand and perform workforce analysis
Accounting & Reporting during the seed / start up phase where the focus of promoters is on
business expansion, marketing etc.
Supply chain planning to minimize tax costs, optimize available incentives and negate tax
risks (if any)
Processes involved in obtaining tax & regulatory approvals from State & Central Government(s)
Multiplicity and complexity on tax regime ~ there is growing ambiguity on various direct and indirect
tax implications
We understand
you well
We combine People, Process, and Platform together in our services to provide our partners with
standardized process and optimized SO services to minimize HR Compliance & Accounting risks

7. Who We are ?
End to End HR solutions outsourcing company including Payroll
Outsourcing, Benefit Outsourcing and HR On-demand services
Formed to help growing need of seamless integration's of complete HR
activities with the business requirement
Vision to deliver HR best practices to create world class companies
We bring Innovation in HR service delivery
Cost effective complete HR Outsourcing “ We help to build
Sustainable company “
Laureate is “One-Stop HR Shop” which partners with Organizations to
implement HR Growth Strategy! providing total professional HR solution with
services ranging from HR Outsourcing and Transformation Services.

8. Why Laureate? ~
Key Differentiators

9. Why us?
Single point of contact ~ HR, Accounting, Taxation,
Secretarial and Finance
We function as an internal division of our client rather
than a mere service provider
Decreased overhead with cost optimization
We ensure our clients are legally compliant ~ they
focus on operations and profits
Scalable model - flexible and can accommodate every
situation
Enhanced Stakeholder Engagement - engagement
through fulfilling pre-agreed SLAs
“What gets measured, gets improved”

10. Our Core Values
Client for life - Seeks to be valued & trusted partner with customer satisfaction being
the utmost objective.
Employee first – Build tomorrow’s innovators - We advise on how to make employee
happy!
Structured and constant innovation in HR services & Processes. Works diligently with
our partners to continuously improve services!
Process – Build process driven organization. Think Global and Act Global
Innovative Approach – Innovation in HR Outsourcing services while optimizing cost!
Follow Deming Circle i.e. Plan-Do-Check-Act!

11. Our team for you
Our Team
Team of Tax
professionals: CA’s,
graduates
Fin. Reporting
Monica Khemka
Director - PCG
Network of linked
service providers
across 20+ states
Team of accounting
and HR professionals:
CA’s, graduates
► Collective depth of experience and core knowledge in HR, Finance, Tax and Accounting
► Experience of delivering quality services to various MNCs
► Unique blend of deep existing knowledge of start-up community & fresh perspective for
opportunity
Finding the right ‘fit’ is key to
successfully working together
– we have therefore a core
team that has:
Corporate Taxes
Hiral Desai
Partner - PCG
Indirect tax & Supply chain
Vaibhav Jain
Partner - PCG
Stewardship role
Abhi Parakh
Partner - PCG
HR Strategy & Consulting
Maj. Shailesh Kumar
Founder - Laureate

12. Our Services for
Start-ups - HR

13. Fixed Scope
Fixed Time
Optimized Pricing
Low Business Risk
High Management Visibility
Domain Expertise
Pick and Choose
Pay for you use
Statutory
Compliance
Management
Performance
Management
Outsourcing Recruitment
Health & Safety
Policies, KRA
settings
HR Strategy
solutions
Payroll
Management
E-2-E
HR Outsourcing
Our services for Start-up’s – HR consultancy and Management

14. Service Offerings
Payroll
Management
SCM
Recruitment
Health & Safety
Policies, KRA
settings
HR Strategy
solutions
Outsourcing
Performance
Management
Monthly Calculation – Accurate payroll calculations, Pay slip
generation, individual loans and advances, leave and
attendance.
Bank Transfer – to individual account disbursal
Statutory Compliance – PF, ESIC, PT, TDS, TDS Projections, e-
TDS return, Form 16, Generation of Challan 281
Management Reports – Customized Payroll report, Salary
Sheet, Tax sheet
Audit Support – Support Finance in reconciling bank
statements & ledger accounts
Joining process – Investment declaration form, opening of
bank accounts
Full & Final Settlement
Year end process – collection of all investments for validation

15. Service Offerings
Payroll
Management
SCM
Recruitment
Health &
Safety
Policies, KRA
settings
HR Strategy
solutions
Outsourcing
Performance
Management
National and
Festival Holidays
Act, 1963
Workmen’s
Compensation
Act, 1923
Trade Unions
Act, 1926
Labour Welfare
Fund Act, 1972
Payment of
Wages Act, 1936
Industrial
Employment
(Standing Orders)
Act, 1946
Industrial
Disputes Act,
1947
Factories Act,
1948
Employees’
State Insurance
Act, 1948
Minimum
Wages Act, 1948
Employees’ PF &
Miscellaneous
Provisions Act,
1952
Company Act,
1956
Employment
Exchanges Act,
1959
Apprentices Act,
1961
Maternity
Benefits Act,
1961
Payment of
Bonus Act, 1965
Contract Labour
(regulation and
Abolition) Act,
1970
Payment of
Gratuity Act,
1972
Equal
Remuneration
Act, 1976
Professional Tax
Act, 1976
Interstate
Migrant
Workmen Act,
1979
Child Labour
(Prohibition and
Regulation) Act,
1986
Sexual Harassment of
Women at Workplace
(Prevention, Prohibition and
Redressal) Act, 2013
Shops and
Commercial
Establishments
Act, 1961

16. Service Offerings
Payroll
Management
SCM
Recruitment
Health & Safety
Policies, KRA
settings
HR Strategy
solutions
Outsourcing
Performance
Management
Comprehensive 10 step recruitment process
Deliver high recruitment performance
Recruitment business intelligence Reporting analytics -
Monthly, quarterly, half yearly and yearly
• Cost per hire Report
• Cost per hire Report by expenses
• Budgeted cost variance report
• Budgeted hire variance report
• Hiring cost only report
• Recruitment processing cost report
• Offer analytics report
• Recruitment process /Business controls Report

17. Service Offerings
Payroll
Management
SCM
Recruitment
Health & Safety
Policies, KRA
settings
HR Strategy
solutions
Outsourcing
Performance
Management
Tailor made Insurance policies – Group Mediclaim policy,
Group Personal Accident Insurance & Group Term life
Insurance policy
Most competitive quotes
Monthly MIS

18. Service Offerings
Payroll
Management
SCM
Recruitment
Health & Safety
Policies, KRA
settings
HR Strategy
solutions
Outsourcing
Performance
Management
Employee handbook covering all relevant personal policies
Aligning business objective with its vision
Converging each individual KRA to business objective
Aligning of each objectives to Balance Score Card perspective
Support in making each objective measurable
360 degree performance evaluation

19. Service Offerings
Payroll
Management
SCM
Recruitment
Health & Safety
Policies, KRA
settings
HR Strategy
solutions
Outsourcing
Performance
Management
Generating a performance driven culture in the Organization
Aligning compensation package to performance
Individual Career development plan linked to performance
Employee engagement
Talent management
Succession planning
Organizational Development

20. Service Offerings
Payroll
Management
SCM
Recruitment
Health & Safety
Policies, KRA
settings
HR Strategy
solutions
Outsourcing
Performance
Management
Resource outsourcing for
Book keeping
Form processing
Insurance processing
Data entry

21. Service Offerings
Payroll
Management
SCM
Recruitment
Health & Safety
Policies, KRA
settings
HR Strategy
solutions
Outsourcing
Performance
Management
A comprehensive process maximizing engagement
development and performance of all employees in the
employment life cycle by
• Proactively focusing on employee development,
talent and succession management
• Aligning employee work to department goals and
objectives (line of sight), defining and communicating
performance expectations regularly
• Linking performance to compensation, recognition,
and rewards
• Remaining flexible, efficient, measurable, fair, and
transparent
The complete process would include from
• Goal-Setting
• Assessing Performance
• Delivering Feedback
• Creating an Individual Development Plan
• Talent Discussion
• To Close

22. The benefits
Improved
bottom
line
Increase
ROI
Higher
service
quality
20%
Strategic
Planning
60%
Customer Service/
Consulting
Administration
20%Administration
60%
10%
Strategic
Planning
30%
Customer
Service/Consulting
FUTURE HR MODEL
Company HR is able to
Reposition itself
Improve credibility of function
Become more Strategic
More responsive customer service
Thereby moving from
Company
Attains
TRADITIONAL HR MODEL
Company HR is able to
Reposition itself
Improve credibility of function
Become more Strategic
More responsive customer service
Thereby moving from

23. Some Happy Customers……

24. Thank You!
THINK BUSINESS THINK PEOPLE