GullyHR
Industries · Facility Management

HR Management Solutions for Facility Management

Build HR for a workforce deployed at somebody else's premises, every day.

Facility management businesses employ large frontline teams who work at client sites. Housekeeping, technicians, supervisors, security and support staff are deployed against contracts, and billing depends on attendance being provable.

  1. Plan
  2. Hire
  3. Onboard
  4. Manage
  5. Develop
  6. Perform
  7. Engage
  8. Retain
  9. Exit
  10. Improve

When HR processes are weak, you may see

  • High frontline attrition
  • Deployment gaps at client sites
  • Attendance disputes affecting billing
  • Replacement staff sent without induction
  • Verification records incomplete
  • Uniform and ID control
  • Supervisor span too wide
  • Client-specific requirements not tracked
  • Multi-site consolidation difficult

We help facility management businesses build deployment, attendance and verification processes that hold up to client scrutiny.

Who we work with

Adapted to number of client sites, contract structure and the scale of the deployed workforce.

  • Facility Management Companies
  • Housekeeping Companies
  • Security Companies
  • Maintenance Companies
  • Pest Control Companies
  • Cleaning Companies
  • Manpower Outsourcing Companies

What the HR system covers

Most businesses take a few of these at a time, in an order decided by what is costing them most. Open any area to see what it includes.

Deployment Structure

Head office, area supervision and site teams.

What this covers
  • Organisation structure
  • Area and cluster supervision
  • Site-in-charge role
  • Span of control per supervisor
  • Reporting lines
  • Escalation to client
  • Approval matrix
  • Manning norms per contract

Contract-Wise Manning

Deployment promised in the contract, delivered daily.

What this covers

The deployment sheet is the commercial document. If actual manning does not match it, the business is either under-billing or in breach.

  • Contract manning requirement
  • Site-wise deployment plan
  • Shift-wise requirement
  • Skill and category requirement
  • Relief and absenteeism buffer
  • Deployment vs contract reconciliation
  • Client-specific requirements
  • New-site mobilisation

High-Volume Frontline Hiring

Hiring that keeps pace with churn.

What this covers
  • Site-level requisition
  • Local sourcing channels
  • Rapid screening
  • Document verification
  • Background verification
  • Medical fitness where required
  • Induction before deployment
  • Replacement turnaround tracking
  • Standby pool

Attendance and Billing Reconciliation

Attendance is the invoice.

What this covers
  • Site attendance capture
  • Biometric or app-based marking
  • Supervisor verification
  • Client acknowledgement where required
  • Absent and replacement marking
  • Overtime sanction
  • Attendance cut-off
  • Attendance vs deployment reconciliation
  • Attendance vs invoice check

Verification and Records

Staff placed at client premises.

What this covers
  • Identity verification
  • Address verification
  • Background verification
  • Police verification where applicable
  • Photograph and ID card issue
  • Uniform issue and return
  • Records available for client audit
  • Re-verification on redeployment

Induction and Site Training

Nobody deployed without induction.

What this covers
  • General induction
  • Site-specific induction
  • Safety and chemical handling training
  • Equipment training
  • Client-specific protocols
  • Grooming and conduct standards
  • Emergency procedures
  • Refresher training
  • Training records by site

Performance and Client Feedback

Measured at the site, by the client.

What this covers

Frontline

  • Attendance
  • Punctuality
  • Grooming
  • Task completion
  • Client feedback
  • Complaint count
  • Safety observance

Supervisors

  • Deployment adherence
  • Absenteeism control
  • Replacement speed
  • Client escalations
  • Training completion
  • Records accuracy

Facility HR Dashboard

Deployment and attendance across every site.

What this covers
  • Headcount by site and contract
  • Deployment vs contract
  • Attendance and absenteeism
  • Replacement turnaround
  • Verification pending
  • Attrition by site
  • Open positions
  • Uniform and ID status
  • Client complaints
  • Overtime cost
  • Employee cost by contract

Facility Management HR maturity assessment

Each area is scored on the same five-level scale, so management can see where HR stands today and what to improve first.

Request an HR audit
  1. 1

    No defined process

    Activities happen differently each time.

  2. 2

    Informal, person dependent

    Processes exist but depend heavily on individual employees.

  3. 3

    Documented

    Processes and responsibilities are written down.

  4. 4

    Implemented and measured

    Processes are followed and performance is measured.

  5. 5

    Automated and continuously improved

    Technology-enabled, measured and improved deliberately.

What you receive

Depending on the engagement. Scope and sequence are agreed after the audit.

  • HR Audit
  • HR Gap Analysis
  • HR Improvement Roadmap
  • Organisation Structure
  • Manpower Plan
  • Job Descriptions
  • KRA and KPI Framework
  • Competency Framework
  • Recruitment Process
  • Onboarding Framework
  • Attendance and Leave Process
  • Performance Management System
  • Training Framework
  • Employee Engagement Framework
  • Retention Plan
  • HR Policy Manual
  • Employee Handbook
  • HR SOPs
  • HR Forms
  • HR Templates
  • HR Calendar
  • HR Dashboard
  • HR MIS
  • HR Automation Roadmap
  • HRMS Implementation Framework

Our HR transformation approach

  1. 1

    Assess

    Understand the business, its workforce, current processes and HR challenges.

  2. 2

    Identify gaps

    Find the missing, weak, inconsistent or person-dependent processes.

  3. 3

    Design

    Create the structure, processes, policies, SOPs, dashboards and systems needed.

  4. 4

    Implement

    Help HR and department managers actually adopt the new system.

  5. 5

    Automate

    Digitise repetitive and approval-based workflows where it is worth doing.

  6. 6

    Measure

    Track hiring, attendance, employee cost, performance, training and attrition.

  7. 7

    Improve

    Strengthen the people-management system continuously, not once.

Build an HR function that supports the business

A strong HR function here helps the business:

  • Meet contracted manning daily
  • Make attendance provable for billing
  • Cut replacement turnaround
  • Keep verification records complete
  • Induct before deploying
  • Control uniform and ID
  • Reduce frontline attrition
  • Support supervisors with wide spans
  • See every site in one view

Build a better HR system for your deployments

Whether you manage ten sites or hundreds, we can help build deployment, attendance and verification processes that hold up.

Request an HR auditTalk to us about your deployments

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