Committed to achieve maximum customer satisfaction, we offer personalized executive recruitment services with the objective of meeting the individual specific requirements of our clients in a most efficient manner. Our past experience with wide range of client base in various industries makes us confident for providing the best services of the industry. Pinnacle extends service across industry including: Building Materials(Cement, Paint, Gypsum Plaster)FMCG/ Bio-Tech/ FMCD/ ElectronicsEngineering/Steel & Power/ Infrastructure Development/ MiningRetail/e-CommerceIT/ ITESTelecommunication/Banking/ Insurance/ Finance As a technology driven and catering organization, we confidently transverse information technology sector in all technologies for all levels and positions. Our areas of expertise in Information Technologies and Engineering Sector are: ERP/CRM/Data warehousing TechnologiesDatabase Administrators/Quality Assurance & Testing/ NetworkingInternet/E-Commerce/Microsoft/Client Server TechnologiesCore Engineering (Sales and Service)Mainframe/ Middleware Staffing Services Pinnacle makes the manpower resources available with ease, bearing in mind the skill-set required as per the clients directives. We aid organizations by fulfilling their manpower requirements and provide them with necessary acumen to be flexible, cost-effective, and competitive. However, whether the manpower required is for a temporary basis or temporary-to -permanent basis, Pinnacle carries the same meticulous approach for their selection. We are aware that staffing is a decisive factor for success and the client looks for specifically skilled manpower, which can produce results in no time. Thus, Pinnacle strikes a steady balance to regulate the manpower movement, in and out of the organization.

From pioneer to leader In the 1940s, the concept of temporary staffing began as a simple idea in one man's head. Unheard of at the time was what William Russell Kelly was doing: hiring people on his own and sending them to outside companies to do a variety of office tasks. Since no one had a name for this service, Mr. Kelly called it temporary help". Kelly places temporary employees with premier companies around the world, including more than 90% of the Fortune100 and Fortune 500 as well as small to mid-sized corporations full of growth potential. We at PINNACLE do temporary staffing agency that offers flexible staffing options. Many companies are leveraging the services of staffing companies to gain access to talent and adjust their workforce based on the cyclical needs of their business. We offer contract, contract-to-hire and direct placement options to quickly increase and decrease your workforce. PINNACLE Contract Staffing Our contract staffing services enable you to fill short-term needs for qualified employees. Companies rely on a temporary staffing agencys contract staffing services to support upcoming projects, meet seasonal requirements and reduce their workforce during slow periods. Hiring individuals on a contract basis allows your company to maintain proper staff levels and retain the talent available today, while reducing employee-related costs.

Your organization is probably 60 times more unsafe than you think!Slowly but steadily, India is showing an increasing trend of discrepancy or fraudulent cases. Highest numbers of discrepancies, 2 out of 3, are found in employment verification, in the areas of false tenure, title, and salary data coupled with fake experience documents.Next up on the list are discrepancies found in education (5-25%) and address (15-20%) verifications. Save your organization. Verify employees before hiring!PINNACLE offers employment solutions that let you reduce costs by verifying and hiring the right candidate rather than replace a wrong hire taken on without verifications. You can be rest assured of these: Background ScreeningAssessmentsOur executive will reach out to you with details. PINNACLE isAn organization with a zero-tolerance approach to non-compliance.Odishas largest audited screening services provider.Odishas premiere service provider with high profile names on its client list.An organization that invests significantly in data security and is a trusted name in the industry.Odishas only screening service provider with a national presence that ensures reliable background verification for employees from across the globe. And heres how we ensure that PINNACLE is your ideal screening services providerYou get screening based on industry best practices, tailored to your needsYou are served by an experienced team member who manages end-to-end process of verification and quality reporting.You are ensured complete compliance with global regulations, information security, confidentiality, and data protection laws.You get the perfect combination of global reach, local expertise, and an always-on service in time.

Campus placement or campus interview is the program conducted within educational institutes or in a common place to provide jobs to students pursuing or in the stage of completing the programme. What we recruit forPINNACLE visits select Management and Engineering campuses across State to attract the best talent for suitable positions. On-campus recruiting events are an essential part of PINNACLE's hiring process. The recruitment process starts with PINNACLE sharing specific profile. Based on student interest and applications received, we shortlist the profiles as per our eligibility criteria, conduct a Group Discussion and Aptitude Test , followed by interviews by an experienced panel of PINNACLE leaders. While the whole process helps us to find out more about you as a person and about your achievements, the interviews give us the best opportunity to evaluate your candidature. They also help you discover more about our people and us as a company. PINNACLE typically hires through an on-campus placement process. The campuses that we visit include premium B-Schools and Engineering institutes from across State which have been identified through an internal process of assessment based on assessment of PINNACLE fit, salary & expectations, internship experience with the institute, alumni Strength and performance & retention Trends Campus Recruitment allows us to identify and nurture talent at an early stage. We visit various colleges and the identified students are placed at appropriate levels in various industries. Our association with India's premier business houses has been long and rewarding for both sides providing for a challenging environment to support on-going learning and enriched professional development for fresh entrants.

WHAT IS FRM?The outlook of the Indian consumer has been changing dramatically, with limelight shifting from low price to convenience, high value and a finer shopping experience. This has caused vibrant expansions and retail giants like Wal- Mart, Shoppers Stop, ITC, Spencers, Future Group, Lifestyle, More, to name a few have already impressed the Indian consumers. Such a dynamic expansion of retail companies in India, is unlocking many doors for employment. Therefore after Telecom, Information Technology and Insurance boom, India is witnessing 'Retail Boom'. And those who get into this industry at this period would find the journey not only satisfying but also see an incredible personal development with a secured career. About Shoppers StopTHE first outlet was launched in 1991 in a Mumbai suburb with only menswear. Cut to 2010, Shoppers Stop has 51 stores in 22 Indian cities, offering women's and kids wear, home furnishings, books, makeup and a whole lot more. The retail giant has seven brands within its fold -Home Stop, Crossword, Mothercare, Clinique, MAC, ESTEE LAUDER, and, of course, Shoppers Stop, and in the next two years, the retail chain aims to open eight new stores per year. Now, it would take an army of retail savvy executives to keep pace with this scale of expansion! Who can join?The batch size may vary from 20 to 60 students across institutions per batch. A written test will be used to shortlist candidates for a Group Discussion & personal interview with panellists from the institute and Shoppers Stop. Good communication skills, a keen interest in retail, negotiation and persuasion skills would give you an edge. According to Dr. Tarun Panwar, HOD, Retail Dept of Pearl Academy of Fashion, confidence, clarity of career goals and personal presentation, will also win you some brownie points. You must be below 25 years of age. Class 10 students and graduates are also eligible.

Manpower planning is the sheet anchor of all HRD efforts. It is concerned with the following: Assessment of manpower needs, including forecasting such needs on the analysis of the policies of the company, trends of its development, plans for diversification, etc. Manpower audit, i.e., examining whether manpower strength for various jobs is inadequate or more than what should be employed. Both understaffing and overstaffing may be highly demotivating in the company. Thus, manpower planning is linked with corporate plans and strategies on one hand and the job analysis on the other.

It is a very critical HRD mechanism under which the employee himself in collaboration periodically appraises the performance of an employee with his/her boss. In the light of the difficulties faced by the employee he/she redefines his/her future goals. The mechanism emphasizes the development of the employees (by identifying their growth needs) rather than their evaluation. Open, objective and participative appraisal and feedback develop better superior-subordinate relations. During the interview the superior shares the concerns of the subordinate and even guides him to achieve his target.

These are common positive reinforcers. They should be clearly related to the performance and behavior of employee. Failure to reward properly or over rewarding undeserving employees reduces the reinforcing effect of rewards. Under HRD while salary structure is based on job analysis, salary increase is linked with performance

It is an important HRD mechanism to provide timely guidance to workers on problems relating to hand and heart. Now many Indian Organizations are employing trained counselors for this purpose.

A grievance redressal procedure is vital to all organizations- big or small. The mere fact that an employee has access to a judicial type of justice is satisfying even though he never has the occasion to use it.

This is also a very important HRD mechanism. It is very essential to preserve systematic information about every employee on various topics such as the employee's personal characteristics, performance-potential, promotions, salary etc., so that this may be used for counseling, career planning, training, promotions etc. Moreover this information also serves as a base for research on employee problems.

Last but not the least important subsystem of HRD is Industrial Relations. Good Industrial Relations based on mutual trust and goodwill make the execution of HRD programmes easy. Poor Industrial relations based on mutual distrust and fears make execution difficult. Historically, unions in our country have been playing the role of agitators and bargainers. The thrust of their activities has been towards the economic well being of the workers. In HRD unions are encouraged to make a thrust towards the psychological and social well being of workers.