Audit & Assessment Management (AAM)

Control and oversight of human and capital resources is essential for safety, quality, compliance, and for optimal organisational performance. DaNi-AAM comes with templates for planning, preparing, and executing every kind of audit or assessment. Results are placed in user friendly interface system and then made available for reporting and future reference.

Reporting

DaNi-AAM supports standard as well as fully-customisable reports and audit trails to provide up-to-the-minute oversight of the entire audit process. Visual tracking includes task priorities and incomplete tasks, and means that constant monitoring of an audit and assessment has become a reality. DaNi-AAM activities provide powerful support for maintaining a permanent 'in-control' situation.

Continuous Compliance

Within AAM, all auditing is completed using a corresponding process planning. This automatically leads to the most logical and efficient procedures and work methodologies. DaNi's applications create a closed loop between process analytics and execution when high quality analyses are used to generate further improvements. 'Continuous Compliance' and a permanent 'In Control' situation can be achieved and maintained.

DaNi Audit & Assessment Features

• Streamlined audit and assessment work methods and procedures

• Re-use of audit results and support of concurrent audit planning

• Supports Internal, external and third-party audits and assessments

• Clear workflow support with 'best practice' process support

• Internationally deployable, with multi-language translation support

• Simple to administer; requires no IT specialists

• Role-dependent visibility of documents, overviews and control components

DaNi is a Strong Advocate for Assessment.

If We don't assess our interventions,

• We as instructional designers don't learn ourselves,

• We don't have valid data to give ourselves feedback, and

• We can't possibly improve our audit, learning and development designs.

If we're going to validly assess our interventions, we have to understand human learning and beware of biasing our results. Some of the things we used to watch out for:

1. Testing our clients only when information is top-of-mind.

2. Testing our clients in the learning context.

3. Testing our clients unfairly with biasing pretests.

4. Testing our clients with stupid, irrelevant questions.

5. Using Level 1 smile-sheet data exclusively.

6. Measuring with post-hoc metrics.

“I honestly believe that the winning companies of this century will be those who prove with their actions that they can be profitable and increase social value — companies that both do well and do good... Increasingly, shareowners, customers, partners, and employees are going to vote with their feet — rewarding those companies that fuel social change through business. This is simply the new reality of business — one that we should and must embrace.”

— Carly Fiorina, Chairman and Chief Executive Officer, HP, Tuesday 22 April 2008. On Social Compliance, Social Accountability and Corporate Social Responsibility

‘Social Compliance has become an Important Factor’

In the increasingly conscience-focused marketplaces of the 21st century, the demand for more ethical business processes and actions (known as ethicism) is increasing. Simultaneously, pressure is applied on industry to improve business ethics through new public initiatives and laws. Consumers in the modern world set high standards for retailing companies and their products. They expect not only outstanding product quality and excellent value for the money, but increasingly also compliance with the social standards in the production. If Consumers are doubtful about the social acceptability of a product, they will choose different product. Pressure for action is also built up by international campaign, and consumers are willing to boycott individual product or even retail companies. Thus the last impact is come on the Exporters. Exporters have understood the importance of social compliance as one of the important factors especially for competing in a post-quota global market where competition is getting hotter and hotter. Many of them are engaging consultants for achieving compliance in all respects. Some who are pro-active are relocating or restructuring their factories in order to be compliant with all buyers. It is compulsory for each and every Exporter to beat the every standard given by their buyers. DaNi provides all sorts of techniques and training to beat the Auditing Standards given by the international/national buyers.

Consultancy on the Social Compliance covers the following topics:

• Working Time

• Forced And Bonded Labor

• Night Work Of Young Persons

• Freedom Of Association 

• Right to Collective Bargaining

• Wages and standards; legal requirements and living wage

• Compensation

• Discrimination

• Worker’s Representative

• Discipline: No corporal punishment, mental or physical coercion or verbal abuse

• Minimum Age and age verification

• Occupational Safety and Health

• Homework

• Contractors/Sub-Contractors

• Personnel Files

• Other Management/HRD Practices on Social Issue.

• Environment and Waste management

The rise in popularity of ethical consumerism over the last two decades can be linked to the rise of Corporate social responsibility (CSR), also known as corporate responsibility, corporate citizenship, responsible business, sustainable responsible business (SRB), or corporate social performance. The idea of responsible business behaviour is far from new. But since the 1990s, increasing concern over the impacts of economic globalisation has led to new demands for corporations to play a central role in efforts to eliminate poverty, achieve equitable and accountable systems of governance, and ensure environmental security. In essence, the approach is to view business as part of society and to find ways to maximise the positive benefits that business endeavour can bring to human and environmental well-being whilst minimising the harmful impacts of irresponsible business. As global population increases, so does the pressure on limited natural resources required to meet rising consumer demand (Grace and Cohen 2005, 147). Industrialization in many developing countries is booming as a result of technology and globalization. Consumers are becoming more aware of the environmental and social implications of their day-to-day consumer decisions and are beginning to make purchasing decisions related to their environmental and ethical concerns. However, this practice is far from consistent or universal.

Ideally, CSR policy would function as a built-in, self-regulating mechanism whereby business would monitor and ensure their adherence to law, ethical standards, and international norms. Business would embrace responsibility for the impact of their activities on the environment, consumers, employees, communities, stakeholders, and all other members of the public sphere. Furthermore, business would proactively promote the public interest by encouraging community growth and development, and voluntarily eliminating practices that harm the public sphere, regardless of legality. Essentially, CSR is the deliberate inclusion of public interest into corporate decision-making, and the honoring of a triple bottom line: People, Planet, and Profit.

DaNi insists on “The triple bottom line” (abbreviated as "TBL" or "3BL,” and also known as "People, Planet, Profit") captures an expanded spectrum of values and criteria for measuring organizational (and societal) success: economic, ecological, and social. With the ratification of the United Nations and ICLEI TBL standard for urban and community accounting in early 2007, this became the dominant approach to public sector full cost accounting. In practical terms, triple bottom line accounting means expanding the traditional reporting framework to take into account ecological and social performance in addition to financial performance.

There is change unfolding all around us -- always. It is the role of a Power Play to challenge the status quo -- to help us get through those barriers, both internal and external, that stop us from being happy. (Diamond 5)

Through reading, writing, discussion, art practice and the analysis of contemporary media and art, we examine issues of work, labor, and the effects of globalization on our contemporary life. Learners will make art about their own work experiences and learn about art history and contemporary art that depicts labor. In particular we will look at some the exciting new art projects created by the global social justice movement.

Augusto Boal in Theatre of the Oppressed (TO) proposes that knowledge acquired aesthetically is already, in itself, the beginning of a transformation. Thus audience members in a Forum Play are called "spect-actors" (spect -- to watch; actor -- to act).

Objectives

1. To explore a conceptual approach to art making and labour issues

2. To experience hands-on collaborative art processes aiming business and labour

3. To be exposed to a wide variety of contemporary art forms including digital imaging, found object/text work, site-specific installations, puppetry and Theater of the Oppressed improvisations

4. To develop facility with the terms INTENTION, AUDIENCE and CONTEXT when discussing the goals of an artwork and to become familiar with a variety ways of understanding how stories about work can become art

5. To encourage critical thinking in relation to labor issues as they relate to the global and local contexts.

Thus we involved the drama group/peer educators who

• The drama group/peer educators Performed role plays using local language to educate the workshop participants on the forms of child labour, unpaid labour, leave problem, health and hazards, maternity issues and wages. Poems, dancing and singing of songs were one of the sensitizing tools used by the group.

• The drama group tries to influence the workshop participants to participate fully in their workshop. Many sketches/plays were done and it basically explained the problems of labours and also an eye opener to the participants on the meaning of fair labour practices, its effects to the society in terms of social and economic aspect

PRODUCTION OF IEC MATERIALS

• • In the sensitization programmes the organization also produced the IEC materials to use in the campaign and sensitization programs.

  • The IEC materials generally produced are

• banners
• posters

• T-Shirts

• Brochures

• Photos

Training and workshop on

Fair Trade and Ethical Business

Total Compliance Management

Total Quality Management

Human Resource Management

Occupational Health and Safety

Dialogue and Mass Communication

Motivational Training on Various Issues

Other Relevant Issues

FAQ 1. What are the Program Benefits?

A: This program is designed to accelerate development by helping the participants broaden their perspective and exposure, gain leadership experiences, strengthen critical boundary spanning leadership skills, and build and leverage Agency-wide relationships. Participants will develop the following leadership skills and competencies:

• Teams & Collaborating

• Cognitive Skills: Decision Making & Problem Solving

• Leading & Managing Change

• Business Acumen

• Communicating& Relating to Others

• Personal Effectiveness

FAQ 2. What is the DaNi Mid-Level Leader Experience?

A: DaNi Mid-Level Leader Program usually concentrates on:

• Core Learning – experience a dynamic, interactive environment during four core learning sessions held at different centers.

• Developmental Rotation – participate in a three to six week career-broadening rotation that provides exposure, expanded perspective, and learning in areas critical for growth

• Well Designed Individual Development Plan (DaNi-IDP) – create a focused IDP to accelerate and guide development

• Practical Application – Apply learning and best practices during learning sessions, on-the-job, and during the rotation.

• Strategic Mentoring – establish a strong mentoring relationship with respected industry leaders to support development.

• Cascading Development – build skills and assist in the development of another person, by helping to prepare an individual to step into the participant’s role during the three to six month rotation.

• Manager-Participant Development Partnership and Center Sponsor – enhance and maintain strong communication and connection with his/her Center through development of a strong manager/participant development partnership.

• Professional Coaching – accelerate skill development and address challenges by working with a professional coach.

• Assessments – gain valuable insights and enhance self awareness through feedback from a 360-degree assessment and other assessment tools.

Training for supervisors, managers, and executives shall focus on ensuring competencies is built according to DaNi's Leadership Effectiveness Framework.

Basic Competencies: The following basic competencies apply to all supervisors, managers, and executives:

• Oral, Written, and Interpersonal Communication

• Problem Solving and Decision Making

• Leadership

• Self-Direction

• Flexibility

• Technical Competence.

First-Level Competencies: In addition to the basic competencies, all supervisors, managers, and executives shall build the following first-level competencies:

• Human Resource Management

• Managing Diversity

• Conflict Management

• Team Building

• Influencing / Negotiating.

Mid-Level Competencies: In addition to the basic and first-level competencies, all managers and executives shall build the following mid-level competencies:

• Creative Thinking

• Planning and Evaluation

• Customer Orientation

• Management controls/Integrity

• Financial Management

• Technology Management.

Higher-Level Competencies: In addition to the basic and mid-level competencies, all executives shall build the following competencies:

• Vision

• External Awareness.

ISO 9000 & SA 8000 Consultancy & Certification

The aim of the service is to provide a practical understanding of the principles and practices of quality management system auditing and to impart practical quality implementation skills. With years of experience, we provide an organization a systematic structured documentation and effective approach to consistently maintain their product quality and services to meet customer requirements. ISO 9000 is a family of standards for quality management systems. ISO 9000 is maintained by ISO, the International Organization for Standardization and is administered by accreditation and certification bodies. The rules are updated, as the requirements motivate changes over time.

Some of the requirements in ISO 9001 (which is one of the standards in the ISO 9000 family) include

• a set of procedures that cover all key processes in the business;

• monitoring processes to ensure they are effective;

• keeping adequate records;

• checking output for defects, with appropriate and corrective action where necessary;

• regularly reviewing individual processes and the quality system itself for effectiveness; and

• facilitating continual improvement

A company or organization that has been independently audited and certified to be in conformance with ISO 9001 may publicly state that it is "ISO 9001 certified" or "ISO 9001 registered". Certification to an ISO 9001 standard does not guarantee any quality of end products and services; rather, it certifies that formalized business processes are being applied.

At the end of the DaNi consultancy curriculum the participating organisation will be able to:

• Interpret correctly the requirements of ISO 9001:2000 and how they apply to the processes of a company.

• Conduct an effective gap analysis/internal audit/supplier's audit/third party certification audit.

• Initiate improvements in the quality management system (QMS) of a company.

DaNi ISO 9000 & SA 8000 Consultancy Curriculum

1. Introduction

1.1 ISO Registration Scheme

1.2 Codes of Conduct

2. An Overview of Quality Management

2.1 What is Quality?

2.2 Managing for Quality

2.3 What is Quality Assurance?

2.4 Evolution of Quality Management Systems

2.5 An overview of the ISO 9000:2000 series

2.6 Background to ISO 9001:2000

3. The Requirements of ISO 9001 Explained

3.1 Introduction and scope

3.2 The Structure of ISO 9001

3.3 Quality Management System

3.4 An overview of ISO 9001 requirements

Exercise on above

4. Quality Auditing

4.1 What is an Audit and why are Audits necessary?

4.2 The Audit Process

4.3 Auditing in relation to the “Process approach”

4.4 ISO 19011 and auditor competence

5. The Assessment Process

5.1 An Overview

5.2 Initial Contact

5.3 Pre-Assessment Visits

5.4 Document Review

5.5 Initial Preparation

5.6 Development of the Assessment Schedule

5.7 Communication

5.8 Detailed Planning

5.9 The On-Site Assessment

5.10 Opening Meeting

5.11 Audit Conduct

5.12 Evaluating Results

5.13 Closing Meeting

5.14 Corrective Action

5.15 Formal Report

5.16 Follow-Up and Surveillance Visits

Exercises on above

6. Audit Tools & Techniques

6.1 Detailed Planning & Check List development

6.2 Searching for Evidence

6.3 Conducting Interview and Asking Questions

6.4 Auditor and Auditee Tactics

6.5 Recording the Results

SA8000 is a global social accountability standard for decent working conditions, developed and overseen by Social Accountability International (SAI). Detailed guidance for implementing or auditing to SA8000 are available from its website. SAI offers training in SA8000 and other workplace standards to managers, workers, and auditors. It contracts with a global accreditation agency, Social Accountability Accreditation Services (SAAS) that licences and oversees auditing organisations to award certification to employers that comply with SA8000.

We offer to our clients our effective and well devised consultancy services for meeting the social compliances. Our team of experts assists our clients in devising strategies for overcoming the obstacles for achieving the SA 8000 certification standard. SA8000 is based on the UN Universal Declaration of Human Rights, Convention on the Rights of the Child and various International Labour Organization (ILO) conventions. SA8000 covers the following areas of accountability:

• Child Labor: No workers under the age of 15; minimum lowered to 14 for countries operating under the ILO Convention 138 developing-country exception; remediation of any child found to be working

• Forced Labor: No forced labor, including prison or debt bondage labor; no lodging of deposits or identity papers by employers or outside recruiters

• Workplace Safety and Health: Provide a safe and healthy work environment; take steps to prevent injuries; regular health and safety worker training; system to detect threats to health and safety; access to bathrooms and potable water

• Freedom of Association and Right to Collective Bargaining: Respect the right to form and join trade unions and bargain collectively

• Discrimination: No discrimination based on race, caste, origin, religion, disability, gender, sexual orientation, union or political affiliation, or age; no sexual harassment

• Discipline: No corporal punishment, mental or physical coercion or verbal abuse

• Working Hours: Comply with the applicable law but, in any event, no more than 48 hours per week with at least one day off for every seven day period; voluntary overtime paid at a premium rate and not to exceed 12 hours per week on a regular basis; overtime may be mandatory if part of a collective bargaining agreement

• Remuneration: Wages paid for a standard work week must meet the legal and industry standards and be sufficient to meet the basic need of workers and their families; no disciplinary deductions

• Management System for Human Resources: Facilities seeking to gain and maintain certification must go beyond simple compliance to integrate the standard into their management systems and practices.

Benefits of SA 8000

1. Improved employee and employer relation

2. Provides additional confidence for global sourcing.

3. Ensures a global social system approach in the supply chain

4. Eliminates the need for multiple third party registrations.

5. Provides a common platform to address worldwide social system requirements.

6. Advantageous to the up gradation of existing quality systems.

7. Social Policy and commitment.

For SA 8000 Consultancy, SA 8000 Certification, SA 8000 Documentation, SA 8000 Training, SA 8000 Certificate, understanding of social system, please contact us or talk with us for a detailed implementation program.

ISO 14001:2004 Certification Consultant

We provide utmost assistance to our clients in terms of getting the quality certifications. Offering ISO 14001:2004 certification that specifies requirements for an environmental management system. These organizations are ordered to establish a perfect environmental management system in their business activities. This certification helps in increasing social status of the company as well as commitment towards environmental safety. ISO 14001 certificates helps an organization to be internationally recognized as it can effectively manage its environmental impact, improve its operational efficiencies, lower costs and reduce environmental liability risks. The standards can be applied to virtually any organization in any industry. We render our guidance and advice, which are fruitful in enabling our clients to make necessary changes that aids in controlling different types of pollution.

FAQ 3: What are the different types of SA audits?

Basically, there are three types of SA audits. They are: a) Certifying audits such as SA 8000, which are universal. One can get an SA 8000 certification similar to that of ISO 9001:2000. But many buyers or apparel association have there own codes of conduct. They may not exempt a factory from their own COC audits just because the factory has got SA 8000.

There are associations such as FLA (Fair Labour Association), WRAP (Worldwide Responsible Apparel Promotion), ETI (Ethical Trading Initiative), FWF (Fair Wear Foundation) etc. Some of the retailers/buyers become members of these associations. Each of these associations has its own unique audit tools/formats and report methodology.

Other Services

1. Prepare Company Policy and Procedure
2. Prepare Workers Handbook
3. Prepare Evacuation Plan

1) Prepare Company Policy and Procedure

While company policy and personnel procedures must exist within the framework of federal, state, and local laws, employers are not required by law to put their policies in writing. However, wise companies create written policy manuals to use as management guides for personnel procedures and company policy.

A good policy manual provides clear information for supervisors and managers on how to handle human resource and employee relations situations in the workplace. By using a policy manual to optimum advantage, your company can ensure that personnel matters are handled equitably and consistently.

What you include in your company policy manual is an individual company decision. As a general rule, the manual should include all the usual personnel activities, as well as such areas as payroll and benefits information. It is also advisable to include such things as a table of contents, an employment disclaimer, an introduction and message from the company head, just to name a few.

Figuring out how to write a company policy and personnel procedures is an arduous task, and as the laws in different states on human resources get more complex, keeping current can spell the difference between success and disaster for your company. DaNi provides helpful up-to-date resources to help you navigate and implement company policy like example company policies, tips on how to write a policy and more.

Help is on the way. DaNi is the most complete source for practical human resources advice and plain-English compliance analysis. No matter what the topic - from personnel procedures to sample company policies - you’ll find hands-on help you can count on.

DaNi Company Policy Manual: Topics Covered:

1. Our Company

• • Introduction

  • Welcome Letter from the President

  • Company History

  • Company Objectives/Mission

  • Organization Chart

  • Statement of Growth, Profit, and Business Plan

  • Statement of Commitment to Employees

  • Continuity of Policies - Right to Change or Discontinue

  • Acknowledging Receipt of Policy Manual

  • Acknowledging Electronic Receipt of Policy Manual

1. Employment Policies

   • Recruitment

   • Announcement of New Positions

   • Employee Selection Process

   • Employment Eligibility Verification

   • Immigration Law Compliance

   • Equal Opportunity

   • New Hire

   • Rehire

   • Relatives

   • Return to Work after Serious Injury or Illness

   • Employee Orientation

   • Confidentiality of Company Information

   • Conflict of Interest

   • Medical Evaluations and Interviews

   • Disability Accommodation

   • Outside Employment

   • Grievance Procedure

   • Gratuities to Government Employees or Officials

   • Gratuities to Customer or Supplier Representation

   • Inventions and Patents

1. Employment Status & Records

   • Anniversary Date and Reinstatement

   • Reinstatement

   • Employment Classifications

   • Access to Personnel Files

   • Consent to Release Information

   • Background Checks

   • Authorization to Provide Information

   • Performance Review and Salary Merit Increases

   • Performance Improvement

   • Job Descriptions

   • Equal Pay

2. Employee Benefits

   • Vacation

   • Child Care

   • Holidays

   • Workers' Compensation Insurance

   • Sick or Personal Leave

   • Voting

   • Bereavement Leave

   • Relocation of Current or New Employees

   • Temporary Assignment Allowance

   • Professional Memberships

   • Health Insurance

   • Health Benefits Continuation

   • Short-term Disability Insurance

   • Long-term Disability Insurance

   • Life Insurance

   • Employee Assistance Program

   • Flexible Spending Account

   • Employee-Incurred Expenses and Reimbursement

   • Travel Reimbursement

   • Required Management Approval

   • Educational Assistance

   • Parking

   • Kitchen — Break Room

   • Employee Recognition

   • Matching Gifts Plan

3. Payroll

   • Salary Administration

   • Payroll Deductions

   • Shift Premium

   • Timekeeping

   • Payday

   • Pay Deductions

   • Pay Advances

   • Overtime Compensation

   • Termination

4. Workplace Guidelines

   • Record Retention

   • Employer Security

   • Employee Safety

   • Injured On the Job

   • Emergency Instructions

   • Employee Privacy

   • Workplace Search Policy

   • Workday

   • Smoking

   • Meal and Rest Periods

   • Non-Business or Social Visits

   • Use of Company Vehicles

   • Use of Rental Car on Company Business

   • Emergency Closings

   • Telecommuting

   • Compressed Workweek

   • Cell Phone Policy

   • Telephone Use

   • Medical Leave of Absence

   • Family Leave, Parental Leave and Pregnant Employees

   • Family Leave

   • Pregnant Employees

   • Leave of Absence and Military Leave

   • Visitors

   • Recreational Activities–Sponsorships

   • Code of Conduct

   • Substance Abuse

   • Drug and Alcohol Policy

   • Attendance

   • Dress Code

   • Sexual Harassment

   • Workplace Violence

   • Workplace Emergency Plan

   • Political Activities

5. E-Policies

   • General Principles

   • User Responsibilities

   • Access to Information Technology Resources

   • Abuse of Information Technology Resources

   • Unauthorized Use and Sanctions

   • Management Access to Technology Resources

   • E-mail Policies

   • Spyware Policy

   • Internet Usage Policy

   • Content Filtering

   • Internet Access and Administration

   • Internet Security

   • Disaster Recovery Policy

2) Preparing an Employee Handbook

There are countless benefits of introducing an Employee Handbook to an organisation, or updating an existing one. Most of those benefits translate back to the main one; working towards prevention. Prevention of employee disputes, prevention of claims to an Employment Tribunal and most of all prevention of financial penalties being imposed against the Company.

When preparing an Employee Handbook the organisation's immediate requirements should be looked at as well as expected future needs. Start by preparing a list of policies and procedures that the Company is likely to want to rely on, remembering that policies and procedures can always be added at a later date if required.

With experience DaNi Consulting have found that the following list of policies and procedures covers the basic requirement of most businesses. However, many other additional policies and procedures should be considered based on the needs of the business.

Basic Policies for inclusion in an Employee Handbook

• Property

• Discipline Procedure

• Quality Policy

• Equal Opportunities Policy

• General Rules

• Grievance and Appeals

• Gross Misconduct

• Health & Safety

• Holidays

• Communication Devices, Internet and Email Usage

• Timekeeping and Absence

• Security Staffs and Drivers of Company Vehicles

3) Prepare Evacuation Plan

It's easy to dismiss the need for an office evacuation plan until a disaster actually strikes, but then it can be too late. And it isn't just large-scale disasters like floods, earthquakes, hurricanes, and terrorist attacks that require preparedness. When was the last time your office staff practiced a basic fire drill, or even discussed what to do should a fire break out in your building?

Fortunately, it takes relatively little time and money to draw up a basic, potentially life-saving evacuation plan. Start by expecting the worst, and take the following steps to fully prepare your office for an emergency:

• Recognize potential disasters and decide which to prepare for

• Prepare basic evacuation plans

• Assign responsibilities

• Gather needed resources

• Train staff with periodic drills

Recognize Potential Disasters

Successfully carrying out an emergency evacuation requires teamwork and flexibility, in addition to a well-constructed plan. This goal is more easily reached when all members of the team provide input in the development of a plan that works. Survey employees to find out about their priorities in emergency situations and what possible disasters especially concern them.

Special Services

1.  

   1. Recruitment

   2. Develop Software for Salary & Others

   3. Sourcing for Various Compliance Issues

1. Recruitment

DaNi is an executive search firm dedicated to provide confidential recruitment services to the industry, through the recruitment of the best available talent. Integrity and confidentiality are very high on our list of brand values.

Our business focuses on identifying exceptional executives and recruiting them into proper level roles, we work with a diverse client base across a broad range of sectors.

We promise to give you:

• integrity and honesty in all contractual dealings

• transparency on our fee structure

• only fully briefed candidates who have given their permission for us to forward their details to you.

• candidates with strong skill sets and cultural matching

• a guarantee to stay in close contact with all parties throughout the selection and negotiation process

• consultancy staff with specialist knowledge of both their division's niche and industry sectors, as well as current knowledge of employment legislation

• agreed timescales together with a fast response to emails, faxes and letters

• our commitment to endeavour to provide the most appropriate recruitment solutions

2. Develop Software for Salary & Others

DaNi applies the principles of computer science and mathematical analysis to the design, development, testing, and evaluation of the software and systems that make computers work. The tasks performed by these workers evolve quickly, reflecting new areas of specialization or changes in technology, as well as the preferences and practices of employers. Software engineers can be involved in the design and development of many types of software, including payroll, data processing and business applications, and network distribution.

3. Sourcing for Various Compliance Issues

A hard challenge we face is encouraging a factory to make substantive improvements that can involve changing manufacturing practices. Factories assert understandably, complying with such requests is both costly and counter productive. Especially during an economic downturn when everyone is negotiating better prices and when none of their other customers are demanding better working conditions. Achieving better working conditions requires not only a willing factory owner but participation by other brands. 

DaNi Sourcing Service which provides full assistance along the whole sourcing process:

• Market Research and Production Regulation Consulting

• Searching for Suppliers

• Supplier Investigation

• Supplier Assessment and Audit

• Supplier Development

• Workshop Inspection during Fabrication

• Expediting & Pre-shipment Inspection

• Quality Control

• Sourcing Project Management

• Training Service

What are the Key Benefits?

• Get reliable and sufficient supplier information

• Maintain high quality of product and suppliers

• Minimize sourcing risks and related loss

Event Management

Our mission is to help our clients achieve their objectives through the development and execution of customized, meticulously planned special events.

1. 1. • Maximum client satisfaction will be achieved through our involvement in every phase of the project.

      • We combine our creative and visionary talents with our professional, hands-on approach to staging well organized events.

      • We invite you to spend an hour with us to assess how events can help your company.

DaNi Event management is the application of the management practice of project management to the creation and development of festivals and events. We excel in organization and attention to detail in all stages of the planning process and execution of an event or program. For every project we work on, we help our client set objectives. From there, we develop a critical path, organizational chart, budgets, job descriptions, and all plans necessary in order to achieve their goals. We then bring on and coordinate all suppliers as needed.

DaNi Event management involves studying the intricacies of the brand, identifying the target audience, devising the event concept, planning the logistics and coordinating the technical aspects before actually executing the modalities of the proposed event.

DaNi considers Event management as one of the strategic marketing and communication tool. From product launches to press conferences, DaNi creates promotional events to help them communicate with clients and potential clients. Clients might target their audience by using the news media, hoping to generate media coverage which will reach thousands or millions of people. They can also invite their audience to their events and reach them at the actual event.

DaNi’s Unique Critical Event Planning Phases

• Conduct trial to identify systems, institutions, and industries that are most critical and at risk.

• Develop planning scenarios based on threat assessments.

• Develop contingency plans based on scenarios for all important systems processes and dependencies.

• Develop a strategy for communicating with employees, stakeholders, and the public in a way that makes them a part of the solution.

• Update threat assessments to determine the likelihood and impact of disruptions.

For DaNi it is not just Event Management but it is the process of analyzing, planning, marketing, producing and evaluating an event. DaNi Events aims to ensure that you achieve the best event possible. Whether it is the office party or you are launching a series of client meetings, they are vital in building relationships and ensure that your company becomes more successful, productive, and profitable. Step this way to find out more and have your entire event solutions provided in one place, here at DaNi.

Sourcing

“Sourcing is the process of establishing a partnership to increase production capacity, raise quality, and reduce risk with a vendor, who, in cooperation with the customer, manages a process that has previously been provided in-house”

DaNi Sourcing Consultants have years of experience working with organisations to help develop, refine and implement strategic sourcing programmes across a wide range of industries and commodities.

Competitive pressures, globalisation, the desire to enter developing markets overseas together with the growth of the internet have driven a greatly increased level of sourcing of products.

Challenges abound in successfully implementing a strategy for global sourcing - these include:

• How to ensure there is an appropriate fit between corporate strategy and a strategy for local operational management

• How to develop the correct strategy for individual product groups and prioritising work programmes

• Locating appropriate suppliers in the right countries

• Lack of internal resources, infrastructure, knowledge, and senior level sponsorship to manage and implement the desired strategy.

Finding the right partners to work with in Low Cost Countries requires knowledge, networks, and experience. We believe that the interests of clients are best served by employing good independent sourcing consultancy services in the initial stages, rather than basing knowledge on information derived from other external sources with vested interests. Customers looking for independent advice on whether to outsource, what to outsource, how to outsource, supplier management, import/export management and contract management, including renewals. Based upon many years experience, our DaNi consultants provide a detailed step by step approach, using in-country knowledge, to ensure that you achieve your goals. DaNi provides one stop solution for all your requirements:

• Analysis: Understand your objectives and readiness for outsourcing

• Strategy: Determine the best overall outsourcing strategy for your business

• Transition: Manage vendor selection, service costing, contract negotiation, establish service management framework

• Implementation: Provide project management, review and monitoring, assist with the phased hand-over of control to your internal teams