"PAB Consultants each have all the time there is; our mental and moral status is determined by what we do with it."
Founded in 2018 by the three partners, Mr. Pawan Kumar Mr. Amarjit Singh and Mr. Basant Parbhat Gupta, so is PAB stands for. PAB Consultants is the pioneer of organized recruitment services. Over the past years, we have acted as preferred talent acquisition partners to multinationals and leading businesses in the region to emerge as the leading talent solutions provider.
PAB Consultants is a preferred talent acquisition partner to Multinationals and leading Indian businesses. This combined with PAB Consultants role as trusted consultants for Indian professionals translates into PAB Consultants core capability – Building Careers. Building Organisations.
PAB Consultants executive recruiting consultants possess the expertise and contacts to best support PAB Consultants search. We draw on PAB Consultants high-level professional networks, industry knowledge and internal research resources to identify the right people. To stay on the cutting edge of talent strategy, we constantly track key trends in the global market for talent, and continually innovate PAB Consultants services and approach.
PAB Consultants services has been addressing the needs of businesses by looking at employing talents.
PAB Consultants understands that each industry has its own hassles when talk about management style, hiring practices and compensation norms.
We engages the candidates with PAB Consultants in one of the three ways advisory support, project based work or business as usual(BAU) strategic outsourcing Support
Recruiters must be focused on getting results, though the recruitment relies on best candidate sourcing, candidate evaluation and stakeholder management.
PAB Consultants provide operational expertise and process excellence throughout the customer journey. PAB Consultants create solutions and Best Job Services in Tricity that uses a blend of proprietary technology and the combined industry expertise of over 9,000+ highly-educated analysts to support our clients’ evolving needs.
Do you need an elite team of recruiters and idea-makers backed by domain expertise?
Do you seek operational and process excellence for your business’ process journey?
PAB Consultants goal is to deliver value to each client we serve and to help you attract top talent and to build adaptive, diverse people organizations that are prepared to fulfil strategic business objectives.
•Best Job Services in Tricity
• Unparalleled network and understanding of the regional Market
• Trusted career advisors for professionals
• Deep understanding of multiple functions and industries
• Deep specialisation helps build stronger networks and knowledge on industry sectors
• Customised solutions for client needs for each indust
Market Intelligence consist of data and tools which directs our clients to take informed decisions. The purpose is to provide accurate and comprehensive market data curated by our strong network and wisemen.
At PAB, we understand the challenges our clients face while optimising the workforce and we offer them a comprehensive Career Transition Service (Outplacement). From planning the optimisation to execution of strategy, we guide and support them at every step.
. Over the past, we have acted as preferred talent acquisition partners to multinationals and leading Indian businesses to emerge as the leading talent solutions provider in India. This combined with our role as trusted consultants for Indian professionals translates into our core capability - Building Careers. Building Organisations.
The policy is framed with the objective(s):
1. That the level and composition of remuneration is reasonable and sufficient to attract, retain and
motivate directors of the quality required to run the Company successfully.
2. That the relationship of remuneration to performance is clear and meets appropriate performance benchmarks.
3. That the remuneration to Directors, Key Managerial Personnel (KMP), and other employees of the Company involves a balance between fixed and incentive pay reflecting short and long-term performance objectives appropriate to the working of the Company and its goals.
4. To lay down criteria and terms and conditions with regard to identifying persons who are qualified to become Directors (Executive and Non-executive) and persons who may be appointed in Senior Management, Key Managerial positions and to determine their remuneration.
5. To determine remuneration based on the Company’s size and financial position and trends and practices on remuneration prevailing in peer companies, in the industry.
6. To carry out evaluation of the performance of Directors, as well as Key Managerial and Senior Management Personnel and to provide for reward(s) linked directly to their effort, performance, dedication and achievement relating to the Company’s operations; and.
7. To retain, motivate and promote talent and to ensure long term sustainability of talented managerial persons and create competitive advantage.
8. To lay down criteria for appointment, removal of directors, Key Managerial Personnel and Senior Management Personnel and evaluation of their performance.
In the context of the aforesaid criteria the following policy has been formulated by the Nomination and Remuneration Committee and adopted by the Board of Directors at its meeting held on February 1, 2021.
The Securities and Exchange Board of India (SEBI) vide its notification No. LAD-NRO/GN/2014-
15/21/85 dated January 15, 2015 notified The Securities and Exchange Board of India (Prohibition of
Insider Trading) Regulations, 2015 (‘Regulations’). There were several amendments to these
Regulations, latest of which was notified on July 17, 2020. Pursuant to Regulation 8, the Board of
Directors of the Company shall formulate and publish on its official website:
(i) a Code of practice and procedure for fair disclosure of Unpublished Price Sensitive Information (‘UPSI’) as set out in Schedule A to the said regulations. Such code and every amendment thereto shall be promptly intimated to the stock exchanges where the securities are listed.
(ii) a Code of Conduct to regulate, monitor and report trading by insider(s), their immediate relatives and other connected persons towards achieving compliance with these regulations, adopting the minimum standards as set out in Schedule B to the said regulations. Accordingly, this Code of Conduct & Code for Fair Disclosure (‘the Code’) will replace the erstwhile Code to bring in line with the provisions of The Securities and Exchange Board of India (Prohibition of Insider Trading) Regulations, 2015 and Companies Act, 2013 (‘Act’) and amendments thereto. This Code is effective from May 15, 2015.
The Code of PAB (‘the Company’) was amended on Feb 11, 2021,to be immediately effective.
This policy provides the guidelines adopted by the Company for determining materiality of events or
information relating to the Company and procedures laid down for prompt disclosure of such material
Accordingly, inter-alia, pursuant to the Securities and Exchange Board of India (Listing Obligations and Disclosure Requirements) Regulations, 2015, this policy has been adopted by the Company's Board of Directors vide its resolution dated November 2, 2015 in order to set forth the guidelines for determining material events or information relating to the Company and to ensure timely and adequate disclosure of material events or information so that present and potential investors are able to take informed decision with respect to their investment in the Company.
The Company shall make disclosures of following events or information which are deemed to be
material events according to Listing Regulations, without application of the aforesaid guidelines for
Acquisition(s) (including agreement to acquire), Scheme of Arrangement (amalgamation/ merger/ demerger/restructuring), or sale or disposal of any unit(s), division(s) or subsidiary of the Company or any other restructuring.
Explanation.- The word 'acquisition' shall mean,-
i. acquiring control, whether directly or indirectly; or,
ii. acquiring or agreeing to acquire shares or voting rights in, a company, whether directly or indirectly, such that -
a. the Company holds shares or voting rights aggregating to five per cent or more of the shares or voting rights in the said company, or;
b. there has been a change in holding from the last disclosure made under sub-clause (a) of clause (ii) of this Explanation and such change exceeds two per cent of the total shareholding or voting rights in the said company.
It is however provided that the event requiring disclosure shall be said to have occurred only upon execution of a definitive agreement for any of the aforesaid instances.
Issuance or forfeiture of securities, split or consolidation of shares, buyback of securities, any restriction on transferability of securities or alteration in terms or structure of existing securities including forfeiture, reissue of forfeited securities, alteration of calls, redemption of securities etc. However issue of securities under Employee Stock Option Scheme(s)/Plan(s) will not be
considered as event requiring disclosures hereunder, as the ESOP Schemes/Plans are preapproved by the Shareholders and number of options granted thereunder are intimated to the Stock Exchanges.
Revision in Rating(s). However no disclosure will be required, for any revision in rating, which is not commissioned by the Company.
The Company shall disclose the outcome of Board Meetings to the Stock Exchanges, within 30 minutes of the closure of the meeting, held to consider the following:
a. dividends and/or cash bonuses recommended or declared or the decision to pass any dividend and the date on which dividend shall be paid/dispatched;
b. any cancellation of dividend with reasons thereof;
c. the decision on buyback of securities;
d. the decision with respect to fund raising proposed to be undertaken
Look at the service we provide to your company
Plot no-C-127,4th Floor,
above Ozi gym, Phase 8,
Industrial Area, Sahibzada Ajit Singh Nagar, Punjab 160071
B-310, Statesman House,
New Delhi, Pin code 110001
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