All posts tagged HR

Hr Policy Development Is Perfect For Running Organisation Smoothly

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All companies have their HR policy development. These policies are very significant for because help in overriding all facets of employment within the orgamnisation. The company has to draft policy to deal with the issues like drug policy, workplace violence, records management, hiring, firing, disciplinary procedures, and many others.

In order to run the company, they plan HR strategies and policies, which are drafted according to law of the land where company where it is situated. The writer or drafters of structural review of HR policy and enterprises agreement they must write or draft some of the policies or strategies from global point of view but they must not forget local perspective must be considered while drafting and writing HR reporting.

These policies set effective guidelines for every facet of involvements within the organization which must match with the organizational vision and culture. These drafted policies need to review at regular interval of time in order to maintain alignment with basic laws of governing employment and to accommodate organizational changes.

In the recent years, HR organisation across the globe have become tech-savvy and HR staff is now free from irritating of repetitive and dull administrative to give more emphasis on human resource development programs which objective is to increase employee productivity, performance and retention. Now the most of the companies have increased the value of the most important assets that is employees. They have increased their skills, activities, and incentives with business objectives and strategies as well.
Some of the most important factors are competency, career development, recruitment, performance management and succession planning, which are very important for every organisation. Additionally, the right software, clean data and accurate execution are main responsible factors for success which are commonly often ignored. But one must always remember that these effective elements require the complete knowledge that changing technology alone will achieve little. Change management always begins delivering its value but is only possible when it is supported by and integrated with other components of the infrastructure, which are part of an explicit HR strategy.

The main function of change management programs is to allow organisation to assess and check the maximum use of updates and changes take place in software, operating systems or application platforms in the computer and networking systems of the organisation. Whatever changes taken place, it must be approved within an hour before they can be implemented. The management program is used for handling a robotic request to change (RFC) that prevent the IT department or management team from handling the issues case-by-case basis.

The HR strategy is to align the objective of HR to the goals or strategy of the organisation like recruitment, retention and termination are a small part of it. While developing or drafting HR strategies two main questions must be answered. First is to define that want kind of people require for managing and running business in order to meet the goal of organisation and other is what type of program should be designed, drafted and executed to attract, develop and retain the employee for competing effectively and successfully.

For answering these four important questions, four key features of organization must be remembered, which are flowing:

1)Culture: the beliefs, values, norms and managing style of the organization
2)Organization: the structure, job roles and reporting lines of the organization
3)Workforce: the skill levels, staff latent and management potential
4)Human resources systems: the people focused mechanisms which deliver the strategy – employee selection, communications, training, rewards, career development, etc.

Benefits Of Hiring A 3rd Party Background Check Company

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Pre-employment background checks are more than just a way of avoiding bad hires; they’re also corporations’ best bet for beating negligence court cases. This article reviews why more and more corporations are hiring third party employee background check companies, rather than conducting background checks in-house. Read on to discover the benefits corporations enjoy by outsourcing their employment background checks.

1. Increased applicant privacy.

If an internal employee does your employee background checks, workplace drama can ensue. New hires will be less likely to trust their co-workers charged with employment background screening duties. Third party background checks go a long way in preventing mistrust and gossip. Moreover, they show applicants and employees that you are dedicated to even-handed, fair treatment.

2. Less chance for expensive mistakes.

Did you know that some states require employees to provide applicants with a copy of their employment background screening, even if it’s not specifically requested? Or that it’s illegal to base a hiring decision on court cases that did not result in convictions? Your company could be sued if you fail to follow the letter of the law as far as employee background checks are concerned. Yet few HR managers have the time or legal expertise to avoid all potential background check lawsuits. For this reason, increasing numbers of companies are outsourcing their employment background screening to vendors who have spent decades focused on these issues. Doing so typically results in fewer costly hiring mistakes.

3. Legal protection.

Beyond preventing legal mistakes, outsourcing background screening also grants companies exemption from lawsuits. The federal Fair Credit Reporting Act (FCRA) promises legal immunity for companies that choose to outsource their employment background checks. In other words, your company can avoid lawsuits citing hiring negligence, privacy invasion, and defamation if you outsource your background procedures.

Still, it’s notable that the FCRA still requires companies to notify candidates if they are investigating credit history. Therefore, it’s smart to ask your employee background screening vendor whether they offer forms for applicant notification.

4. Decreased costs.

It would likely take a full-time employee months to research how to legally, respectfully, thoroughly carry out employment background checks. Then, it might take them another few months to locate the investigative resources needed to methodically do employment background screening.

In contrast, third-party, professional background check companies have already developed the understanding and resources needed to effectively run employment background checks, so they can typically deliver the same (or improved) results at a lower cost.

5. More meticulous background checks.

Because professional background check companies specialize in labor investigations, they usually have excellent sources for examining individuals’ history. Having spent hundreds of hours perfecting their screening approach, professional background check companies can typically deliver more thorough investigations than can be achieved in-house.

6. Improved service.

Because they are investigative experts, background check companies offer extra features for their clients, such as adverse action letters. The law states that if you choose not to hire someone based on characteristics such as credit history, you must inform his or her in writing about your decision. An adverse action letter fulfills this duty. Many employment background vendors offer complimentary adverse action letters as part of their employee screening service, saving you time.

There are many reasons for outsourcing your employee background screening process, from lowered costs to improved legal immunity.

Reasons Hiring Managers Fear Pre-employment Tests

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Like many fears, the FEAR that hiring managers have about using pre-employment tests is nothing more than False Experiences Appearing Real. In this column I respond to the top 10 fears I consistently hear from HR managers, executives and business owners. A few of the fears are real. Some are merely exaggerations. And others – they are simply not true. Beginning with number 10:

10. We don’t have a budget for testing. Fortunately the ROI on pre-employment tests is many-fold when you consider the cost of a bad hire, estimated to be 1 to 2 times annual salary for lower-wage employees and upwards of 10 times annual salary for managers, professionals and executive. In low-wage, high turnover industries like hospitality, studies indicate it costs roughly 300 to 700 times an hourly worker’s rate each time you have to fire and replace them when you take the effect of a bad hire on a guest’s first experience. Ranging in costs from as little as $25 for screening tools to several hundred for job fit assessments, the cost of the pre-employment tests will be a fraction of the cost spent on trying to save a bad hire. Pre-employment tests are an investment in productivity and innovation, not an HR line item.

9. I read my report and don’t agree with what it says about me. Face validity is very important. That means when you read the report it describes your to a “t.” But face validity isn’t a very good predictor of job fit. If it was every candidate who says he’d be a great fit would become your next super-performer. Tools like DISC and Myers-Briggs have very strong face validity but other psychometric tools that are normed against the population and used for job fit and potential are more sophisticated. Selection tests measure innate personality traits, or your core personality. With experience and training, you may have learned new skills that cover up potential shortcomings. That’s why it is very important to use both the pre-employment test and interview to discover the natural fit, learned fit, and potential for growth. If you don’t agree with a result, just ask your consultant for an interpretation. I can count on one hand how many times a candidate or employee doesn’t agree after they understand how to use the results properly.

8. We’re just a small business. We’re not sure why many managers feel they shouldn’t have the same tools at their fingertips as large companies. Online technology has leveled the playing field. Now small business owners as well as mid-managers have the same tools as senior level executives at Fortune 50 companies. And the best news is that technology has lowered the cost to a level affordable to any size business in any industry.

7. We don’t have the time to get certified. Online hiring assessments make this an easy one to overcome. Certifications and training are not required for most programs. Our reports are written so that even the most inexperienced manager can understand the results. And to make the report even more manager-friendly, all our pre-employment tests come with personalized behavior interview question guides based on responses given by the candidates. We can’t make it any easier. (Of course, for any managers wanting to become more skilled at reading the reports, we are always happy to oblige – and many managers take us up on the offer!)

6. It takes too long to get the results. This is the easiest fear to overcome. Results can be real-time. We can set up a client account at no cost to the business, many times at no charge. Reports can then be accessed in real time. In other words, as soon as a candidate hits the submit button, a manager can log into the system and retrieve the report. Unlike many of our competitors who require a 2 or 3 day (or more) delay in receiving results and then even longer to speak with a consultant, we are available when you need us the most. In today’s job market, when you have the good candidate waiting for a job offer, you can ill afford any delays.

5. We don’t want to upset the candidates. Our clients gave us the answer to this fear. “If a candidate balks at completing our hiring process and this is the time when he is supposed to be on his best behavior, what will happen the first time we ask him to do something he doesn’t think is part of his job?” It’s important to look at the assessment as equal to the interview and background checks. That’s how the EEOC looks at pre-employment testing. Resumes, application, interviews and even general observations are all on equal footing. If a candidate refused to submit his resume or give permission to check references, you certainly wouldn’t forego these steps. The pre-employment test is just another part of the employee selection process. So what more can I add except that when a candidate refuses to complete an assessment, it won’t cost you a dime for the assessment but think about the thousands of dollars and hours of aggravation you’ll save if you had hired him!

4. We heard candidates can fake the tests. Again, this fear is real – and true. Just like during the interview, people are more and more skilled at playing a role that can’t be delivered after they are hired. The advantage of our pre-employment tests is that each assessment has a “fake-ability” scale. Questions embedded in the assessments help managers assess how reliable the information is and if the candidate attempted to manipulate his responses. Unless you are a highly skilled interviewer, gut instinct is the only tool you have to determine if a candidate is the real thing.

3. We spoke with our attorney and he said stay away from testing. Another variation of this fear is: I heard that companies have gotten sued because a test was used. It is true that organizations that have used tests have been sued. But it’s also true that more businesses have been sued because they didn’t. Every hiring decision carries a risk. But you need to know the facts. The EEOC in 2007 heard 77,000 discrimination complaints. Of those 77,000 only 304 involved assessments. And of those 304 the decisions that ruled in favor of the employee were related to the improper use of the assessment, not the validity of the assessment itself. As long as the test is valid, reliable, non-discriminatory AND job-related, the use of pre-employment tests is a best practice that meets EEOC guidelines. If your attorney can’t substantiate why he/she believes pre-employment tests should be avoided with anything more than it’s his/her opinion, get a second opinion. We will be happy to refer you to employment law attorneys who support the use of employee testing as a best practice and view the decision to use testing as good business practice.

2. We can’t afford to turn away good candidates. The time is long-gone when you can afford to hire employees who can barely fog a mirror. For the same reason you wouldn’t accept an order from a vendor with the wrong parts, why would you hire an employee that doesn’t have the right skills or fit in your culture? But the big benefit for using assessments is that organizations actually expand their talent pool. Yes, you read that correctly. You can expand, not shrink, your talent pool with assessments. How is that possible? For the very same reason that managers make hiring mistakes based on the interview alone, they also miss high-potential candidates because they might interview poorly but have all the skills and attitude you need, if not more. Pre-employment tests can help find the diamonds in the rough. You can ill-afford to turn away a gifted employee when he presents. And let’s have a drum roll please. The number one reason why managers fear pre-employment tests is:

1. We don’t have the time to test candidates. It’s true. It does take time to test candidates (but not as much as you think). The irrefutable data however confirms the time it takes to test a candidate is a drop in the bucket compared to the time you will spend training, counseling and eventually terminating the wrong hire. With online hiring assessments, most of the time invested in the process is candidate time. All a manager needs to do is send out the instructions to the candidate and process the report. That’s it. And for businesses too short-staffed to manage even the administration of these functions, we can do all the “grunt” work. All we need is a name and email – and voila! The next time you hear from us you’ll have the candidate’s completed report sitting in your inbox. The time saved using online hiring assessments will be much better used recruiting for hard-to-fill positions and retaining the employees you have.

Copyright (c) 2009 Success Performance Solutions

Employee Background Screening -2

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Founded in 1993, Onicra has been a leader in the field of corporate consultancy and human resource services. Onicra has been dedicated to providing a viable commercial identity and human-resource related expertise to companies, commercial corporations and commercial institutions. At Onicra, the human resource services and consultations utilize powerful and accurate statistical tools to facilitate accurate analytical and inferential data, thus correctly rating and assessing potential for commercial growth and performance. To this date, some of Indias biggest and most respected companies like Mahindra & Mahindra, Volkswagen, HDFC Bank and Genpact form an illustrious resume of Onicras clientele.

Among its numerous consequential industry-oriented services, Onicra offers the services of Employee background screening. These are in the nature of extensive pre employment checks initiated by Onicra for a particular employee to assess his/her potential for growth, commercial aptitude and efficiency. Onicra goes through extensive personalized individual data, records, achievement statements, certificates and appraisals for each candidate to generate a unique rating, which is extremely accurate by industry standards. Onicra has developed its own system of ratings, using powerful analytical and statistical tools like the PRTS (Performance Rating and Tracking System), enabling an almost spot-on assessment of the potential and the job-worthiness of an employee.

The pre employment screening process facilitated by Onicra assists companies and commercial corporations identify and cultivate the best, most talented and efficient personnel as their workforce. To do this, Onicra maintains an extensive database that tracks and keeps tally of even the minutest relevant details of an employee that could affect or influence his professional career. By setting high standards for quality for the pre employment verification process, Onicra eliminates the possibilities of having wrong people at the wrong jobs, or possibilities of employee incompetence, ineligibility and incompatibility. The vast benefits of the extremely essential employee background screening processes directly accrue to the HR departments, who become free to direct their resources to training and honing employees.

The employee background screening procedures instituted and implemented by Onicra helps to maintain a level of trust between the employer and the employee. These protect companies against fraudulent employees, identity theft and dangers possibly arising from misrepresentation of vital information. The employment screening service offered by Onicra involves extensive checks and verification procedures on employees personal, social and academic background, legal reports and records and also records for substance abuse (if any). References and appraisals are also gathered and collated from previous employers, acquaintances, family members and colleagues.

The Employee Background Screening services offered by Onicra incorporate extensive verification procedures as stated below. Education Checks (verification of academic and professional qualifications) are used to determine the academic validity of a C.V to determine the eligibility of a potential employee. Pre employment checks are carried out to screen employment details pertaining to previously held designations, employment tenure, emoluments etc. Often, this acts as a reflective index of the employees temperament, aptitude and capability. Onicra also checks the applicants criminal records (if any) with law enforcement authorities and existing criminal records databases. A meticulous verification procedure is also done about the candidate with the person enlisted as his/her reference.

Onicra also implements rigorous checks for possible representations and corruption of data in the applicants C.V, substance and drug abuse records (if any) and checks for criminal litigations. Onicra ascertains the applicants identity as well, through checks for PAN Cards, driving licenses, licenses, Passports and other vital documentation. The verification process is implemented to be a perpetual, continuous process, accommodating possibilities for changes of results over courses of time. Thus, Onicra revolutionized background checks in India by appropriating a series of checks that are best suited locally.

Benefits Of Working With An Employment Firm For Peoplesoft Staffing

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The demand for PeopleSoft professionals is steadily rising every day, but PeopleSoft staffing is not easy. This is why it is often quite difficult for companies to find the right PeopleSoft professionals to fill their vacant positions. Partnering with a staffing firm can help you get the right professional faster.

Help finding the right candidate

To get the right PeopleSoft professional for your business, it is better to work with an IT staffing company, rather than a boutique employment firm. IT staffing agencies solely dedicate their efforts in finding IT professionals and so they have better knowledge, more experience and have a faster turnaround time in providing a PeopleSoft professional. A company might not always have HR resources dedicated to a specialized technology. A boutique staffing firm that recruits for many industries may also lack that insight. So, it is better to hire an expert for this purpose.

Help finding the right candidate faster

PeopleSoft staffing takes time. Proficient PeopleSoft professionals are not available easily. It is often difficult for businesses to get PeopleSoft professionals on mission critical projects. Partnering with an employment company assures a business access to proficient IT professionals faster. Moreover, it reduces chances of wrong hires.

Helps in forming a healthy work culture

A wrong hire can be dangerous for a business. It can cost a business in terms of money and time. Working with a staffing firm considerably reduces the chances of mis-hiring. This is because an IT staffing agency not only assesses the technical skills of a candidate but it also tries to find out whether or not a resource will match the work culture of a company. This ensures a congenial and homogenous workforce that works toward achieving a common goal.

Works as an extension of HR department

In reality, an IT staffing company works as an extension of a companys HR department. It posts advertisements, screens resumes, interviews candidates and finally sends the short-listed candidates to the prospective employer for the final hiring decision. Specialized staffing companies work with a business to help them find the right candidate with skills in a particular technology faster.

Benefits of working with a staffing firm

In other words, a staffing firm allows businesses to concentrate on their core areas of business operations by taking away all of the distractions that are not essentially related to those core areas. The benefits of partnering with an IT staffing firm for PeopleSoft staffing is actually twofold – first, it gives access to qualified PeopleSoft talent faster and second it assures that the candidate will be a right fit for the company, not only technically but also within the work culture.

In addition, if you decide you need to let someone go, a staffing agency can help you by providing replacement staff. This can be done discreetly without other people within your company knowing that you are looking to replace someone. Partnering with an employment firm ensures that a business always has access to quality talent and the firm will use discretion in finding the best fit for your needs.