fabiochiu/medium-articles huggingface dataset:
【人資必備-入職後篇】透過「工作參與度、教育訓練滿意度、離職員工調查」，有效掌握員工真實心聲
By: Surveycake Team
Tags: Features, Employee Experience, Surveys, Surveycake, Human Resources

Learn more. Medium is an open platform where 170 million readers come to find insightful and dynamic thinking. Here, expert and undiscovered voices alike dive into the heart of any topic and bring new ideas to the surface. Learn more

Make Medium yours. Follow the writers, publications, and topics that matter to you, and you’ll see them on your homepage and in your inbox. Explore
Say Hello to Finch — The Universal API for Payroll and HR
By: Jeremy Zhang
Tags: API, Developer, Fintech, Startup, Human Resources

APIs are changing many industries and taking advantage of the paradigm shift from closed systems to open data access. My co-founder, Ansel, and I have witnessed this first-hand while working at our previous companies: I was an early engineer and led Product at Smartcar (a16z and NEA), an API for connected vehicles; Ansel was previously an investor at Bond and Kleiner, making investments in API companies like Plaid.

Ansel and I initially teamed up to build an embedded lending infrastructure platform, Extend, and allow vendors to easily offer lending products to their customers. This process involved everything from pulling data from multiple sources to creating A/B tests for credit models. We had several funding sources and partners lined up until COVID hit. Suddenly, customers dropped left and right. I guess no one wanted to launch a lending product during a global pandemic? 🤷

As luck would have it, during that time one of our partners approached us to talk about offering PPP (Paycheck Protection Program) loans to the SMBs on their platform. We started reaching out to legacy and tech-enabled payroll and HR providers to discuss integrations and support the businesses that were in need. Most did not reply and those that did wanted us to present a PowerPoint proposal to different teams within the org. As a developer, we were looking for a Segment, Plaid, or Stripe-like developer experience, but we woefully discovered that such an API infrastructure did not exist.
精釀啤酒，釀禍了。
Tags: Human Resources

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Neden sen? Neden siz? Neden biz?
By: Bürdem Tufan Di̇ri̇l
Tags: Turkish, Mülakat Soruları, Mülakat, İnsan Kaynakları, Human Resources

in In Bitcoin We Trust
What are you trying to discover in the interview?
By: Sohail Zindani
Tags: Interview, HR, Careers, Human Resources, Jobs

Interviews… Behavioral interviews… technical interviews…. Psychometric interviews… competency-based interviews… and other few hundred types of interviews…

What are these interviews trying to judge?

What are they trying to find out?

What value are they adding?

I am not an expert at interviewing. In fact, looking at my track record, I should not even talk about interviewing 

But then, the privilege you get of having your blog is that you get to write what you think.

Here are few things that I think we must try to figure out in the next interview conversation. Let’s try. I am sure something magical will happen.

Ability to change his/her mind

Response to failure

Agility to learn new thing

Courage to take the lead / take the responsibility / take the blame

Care for the cause

All other questions are merely commentary. Chap… Chap… Chap…
NYS Paid Leave — 10 Things You Need to Know
By: Mark Derosa
Tags: Benefits, Paid Sick Leave, New York State, Human Resources, Paid Leave

New York State paid leave — new law

The new law effective January 1, 2021, with accrual beginning September 30, 2020. The new law allows employee time off for medical treatment, diagnosis, or care for themselves or family members, OR any domestic violence situations, including reporting, treatment, or re-location. Every NYS employer must provide sick and safe leave to all Full-time AND Part-time employees.

Sick and safe leave to full-time and part-time employees

Have four (4) or fewer employees and less than $1 million in revenue?

At least 40 hours of Unpaid sick leave each calendar year.

Have four (4) or fewer employees and more than $1 million in revenue?

At least 40 hours of Paid sick leave each calendar year.

Between 5 and 99 employees?

At least 40 hours of Paid sick leave each calendar year.

More than 100 employees?

At least 56 hours of Paid sick leave each calendar year.

Employers’ obligation

Must notify all existing employees and all new employees upon the date of hire. Must provide all accrued, used, and remaining time upon verbal or written request within 3 days. Must maintain all records for at least six (6) years. Must update leave policies and employee handbook. Must provide these minimum hours of leave, but can offer more.

Extra NYC Requirements

Accrued, used and remaining hours must be present on all employee paystubs. Poster notice is required, “notice of employee rights: safe and sick leave”. Leave can be used if the employer or childcare provider is forcibly closed by order of a public official due to a public health emergency. Any employer, regardless of location, must provide this leave coverage for any employee who works as little as one (1) hour in NYC. Domestic workers are covered. If the employer asks for supporting documentation and the provider charges the employee, the employer is obligated to pay the fee.

What if employers don’t comply?

Violations can lead to fines as high as $15,000 and $500 for each employee.

How can VantagePoint help?

Call to see if you qualify for a free employee handbook and PTO policy review.

Interested in simplifying your PTO obligations and process? Give us a call. We have the platforms and support you need to ‘set it and forget it’.
Mobbing / Psikolojik Taciz
By: Bürdem Tufan Di̇ri̇l
Tags: Turkish, Mobbing, İnsan Kaynakları, Psikolojik Şiddet, Human Resources

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Dijital İnsan Kaynakları
By: Bürdem Tufan Di̇ri̇l
Tags: Turkish, İk, Dijital Dönüşüm, İnsan Kaynakları, Human Resources

in In Bitcoin We Trust
Career dilemma for HR Freshers!
By: Vivek Anand
Tags: Recruiters, Entry Level Jobs, Hr Generalist, Freshers, Human Resources

Where can I find entry-level HR roles as we do not see any requirements? Most of the recruiter jobs are with consulting organizations where there is a very slow or no growth?

This is the dilemma with most of the MBA freshers especially from Tier 2,3 cities

Yes, that’s right the large organizations pick up the entry-level resources from premium institutes thru their Campus drives

SMEs were hardly recruiting HR talents and options left were with Recruitment consultants or the temp staffing vendors

Well the things will be different now 👍

SMEs have started looking to have an in-house HRs for their Team building & Management

So what will be the career option in HR for the freshers?

Start with a Career Goal first. The goal however cannot be “a Senior leadership position in HR”. Get clarity on your goals and that begins with awareness about the possible options

Pic Source (www.mladiinfo.eu)

You need to decide on Industry segment & size viz large organizations or SMEs; they both have the scope and converge ahead

One Rule of Thumb 👍

If you miss the opportunity for Campus drive, focus on Small & Medium enterprises who will be looking for entry-level resources for Recruiting/Operations

Take some experience here, build your profile. You can choose to have multifaceted skills or you can choose to be a specialist

Here is the HR hierarchy (image source )

What is the Road Ahead?

Medium enterprises prefer having generalist profiles as the level & scope of work is less. If you are the one who can wear multiple hats and enjoy managing multiple roles, keep growing in the same sector

If your preference is still the larger organizations, look for specializing in a particular function of HR viz TA, HRBP, L&D, Talent Management, Comp & Ben, etc

You will find requirements at a little advanced career level and this is your opportunity to switch to the larger organization. The road however is not going to be easy and you need to build strong abilities in you

Focus on the Roles, identify the desired abilities, act upon and build the necessary abilities

A word of caution!

If your college fails to provide good placement drives; do not get disheartened. Going for another degree/certificate is not a solution unless it is to learn particular skills

The road ahead may be difficult but it is not closed.

Change your approach, your methods but do not shift the Goal Post!

You may use a different vehicle, you may take another road but keep your destination clear.

Everyone is Qualified; You need to focus on staying Relevant.
Role Of Interns Fitting The Organization
By: Geneseaws Solution
Tags: Human Resource, Community, Business, Role Of Interns

The internship provides an ample opportunity to learn about the practical working environment & make up the mind of the potential professions of the industry. The role of the internship is crucial considering its effects on the new prospects of the industry.

The Human Resource Internship program offers the chance to acquire in-depth knowledge and practical experience in many areas of hotel operations. This opportunity will provide insight into what a career would be like working in hotel operations by offering access to multiple departments while developing relationships with industry leaders.

Responsibilities for HR Intern include updating employee records with fresh hire details, screening resumes and scheduling interviews. It is not that hard to fit into the company but it is discovered that being an intern is demanding and competitive too.

As an intern following responsibilities are undertaken

✔️ Updating the internal databases with information about new hires, including contact details and job forms.

✔️ Collecting information on payroll, such as breaks, working hours and bank accounts

✔️ Screening resumes and modes of application

✔️ Schedule and confirm interviews with applicants

✔️ Posting, updating and withdrawing job advertising from job boards, job pages and social networks

✔️ Preparing HR-related reports as needed (like department-by-department training budgets)

✔️ Addressing employee queries regarding benefits (such as the number of vacation days remaining)

✔️ Studying and distributing the company policies in digital or hard copy formats

✔️ Participating in organizing events and career days for businesses

✔️ Experience in the Internship Including Understanding the system and process

During the internship period, the intern faces various challenges as well as incentives, it is not easy to manage time as the assigned task had to be completed on specified time.

Following are the job duties and tasks for the internee.

✔️ Rotate through the property’s functional areas to get a sense of how each department contributes to the hotel’s success.

✔️ Under the guidance of the managing director and others, improving skills and leadership

✔️ Understand each department’s organizational workings by observing team members, engaging in meetings, asking questions, and unique departmental projects.

✔️ Comply with departmental business policies and procedures in a satisfactory manner.
Kendinizi işinize ait hissediyor musunuz?
By: Bürdem Tufan Di̇ri̇l
Tags: İş Hayatı, Çalışmak, İnsan Kaynakları, Human Resources, İş

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One Organic Recruitment concept that I would like to explain is the kezayit.
By: Rebecca Sealfon
Tags: Freelancing, Cultural Heritage, Google, Facebook, Human Resources

One Organic Recruitment concept that I would like to explain is the kezayit. Organic Recruitment is the development of an incentive system for the cross-pollination of ideas across teams and even across organizations. Workplaces in the technology industry have started to provide snack food to employees and visitors, which are the beginnings of such an incentive system. The next step, which I am working on, is creating a ladder for the people who receive this and categories to work toward.

Kezayit literally means “like an olive.” It is a unit of measurement that dates to ancient times, measured as the size of an average olive. In a number of Jewish rituals, people are required to eat certain foods or must thank God (the force behind the universe that holds together reality, including life) for providing them. Judaism provides an alternate set of traditions and paradigms to other peoples’. Part of our mission, which includes mine, is to maintain those traditions and paradigms and find places where they are distinctly relevant. After a lengthy discussion by the Rabbinical authorities, the kezayit was determined to be the quantity representing how much food needed to be consumed for a person to have “eaten” it. More precise measurements of it exist in Rabbinic tradition.

Conventional Human Resources does not address the question of how much of a company’s food must be eaten in order for a non-employee, non-contractor to be requited, rather than unrequited. Employment and formal contracts require a very high intensity of work and a high level of being requited, and what are currently less formal involvements may occur at much lower levels. Organic Recruitment proposes that the results of the Rabbinical discussion are applicable to categorizing lower levels of involvement because they addressed a similar topic. The cutoff of food received, for a worker to be requited, is the kezayit. The period over which the worker could receive the kezayit, in order for that worker to be requited, is a calendar year.

Similar approximate measurements are used outside Jewish tradition, but with far less discussion and precision. For example, in the American holiday of Halloween, people— especially children —go from door to door in costume asking for candy. This is called trick-or-treating. The kezayit approximates the quantity of candy a trick-or-treater might receive at a house.

With work becoming less formal, more continuous measures of engagement are needed to identify micro expertise — smaller areas of talent that can be leveraged. Tree Langdon
Yeni Ofisiniz:Lunapark!
By: Bürdem Tufan Di̇ri̇l
Tags: Human Resources, İnsan Kaynakları, Humanity, Digital Hr

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Kendinize zaman ayırın, şimdi değil ise ne zaman?
By: Bürdem Tufan Di̇ri̇l
Tags: Human Resources, Humanity, İnsan Kaynakları, Digital Hr

in In Bitcoin We Trust
The Game changer Man , Dr. Vivek Bindra is coming with A Digital Bounce Back event tomorrow. Folks! Just Register today and get the opportunity to meet up with the Asia’s largest motivational speaker…
By: Rahul Varyani
Tags: Marketing, Digital Marketing, Human Resources, Business, Jobs

The Game changer Man , Dr. Vivek Bindra is coming with A Digital Bounce Back event tomorrow.

Folks!

Just Register today and get the opportunity to meet up with the Asia’s largest motivational speaker and leader.

Limited seats remaining

Hurry and book your ticket now to bounce back from every setback with Dr Vivek Bindra.

Click here bit.ly/1probsolved and register for Digital Bounce Back!

Call 8770710432
Tracking employees is not a productivity solution!
By: David Olson
Tags: Productivity, Surveillance, Workers Rights, Work From Home, Human Resources

At Hourly Kapital we started from scratch to build an employee engagement, development, and productivity tool from the ground up with the employee in mind. This approach relies on one thing: trust. Once we hire someone, especially in a remote environment, we are signaling to them that we trust them, we value them, and we succeed only as they succeed. If the core mission of our competitors’ tools is to maximize worker productivity, what does that look like for them? Surveillance. The fact that surveillance is how our society chosen to manage shows that we have slipped away from trust. Path dependence has led us here after we began peeking into how employees used “company” time. We need to return to trust and Hourly Kapital allows us to do this. Stop surveilling inputs and measure outputs instead. By measuring outputs, Hourly Kapital increases productivity in an employee centric way.

Structural change in our work environments requires a change in our approach to engaging teams. The solution that many, if not most employers in 2020, have chosen is to monitor their employees. While we all know our employers are probably in some way monitoring us to enforce policy (prevent spillage of secrets, protect their network, etc), how far does this go and why?

Supervision, management, and surveillance may have some overlap, but it’s the extent of that overlap that determines if the actions are appropriate or a step too far. For as long as we have had the 8-hour workday, time was the basis of compensation. We clocked in and clocked out. This is a relatively non-intrusive form of surveillance, but this has been left in the dust in 2020 by new surveillance solutions. Below we will go over some of the services that are common in these employee surveillance products and dig into what it means for you.

In a recent review of “The Best Employee Monitoring Software for 2020” in PC Mag by Gadjo Sevilla, he digs into this topic thoroughly, mapping out tools, services, and technologies from the perspective of the employer.

Ten ways we are being monitored:

1) Clocking in and clocking out. This is not a problem according to almost all of us. We are paid for work and when all an employer can measure is time we expect that they measure it.

The current state of employee-employer relationship allows an employer to “record anything and everything.”
OUR HRMS: An Absolute Power-Packed Human Resource Management System
By: Surbhi Kapoor
Tags: Attendance Management, Hrsofware, HR, Payroll Software, Human Resources

Catering to the most complex working module — the Human Resources system; there occurs a significant need of having an all-in-one extensive solution for varied Human Resources operations. A system that facilitates users in easy and effective management of all day to day human resource related activities and processes. We all understand how cumbersome it is to manually or individually work on the Attendance Management System, Leave Management System, Payroll Management System, Employee Performance Appraisal (ePA), Loan and Advance Management, Shift and Asset allocation and several others. The market eventually needs just one single platform that includes several HR Management Modules.

Along with this, there exists the need of streamlining all diverse HRMS employee self-service features, that enable smooth execution and feasibility of every activity within the system. Understanding such requirements and market needs, Sakshem IT Solution Pvt. Ltd. has designed the Our-HRMS software. This IT firm acknowledges the fact that one always intends to have a most convenient yet effective software that acts as a power-packed solution for streamlining and boosting the activities of overall HR system. Hence, Our-HRMS application has been bought in market. By having such a system in place the organizations conveniently get one of the best Employee Database Management Systems that constitutes all details pertaining to the employee within one system. One gets the provision of creating multiple companies, several departments, and then in particular having employees within these. Also, one can align respective shifts and payroll calculations to defined companies as required. Moreover, an organization attains perfection in the overall working mechanism. Efficiency and effectiveness tend to increase and the overall end result of HR activities is achieved with utmost accuracy.

Offering more convenience and ease for Human Resources activities, the Mobile Application has also been designed. This is available on both Android and iOS platforms. With utmost comfort and handy access of all human resources features, the employee and the business administrator conveniently manage all requests, approvals and cancellations through the mobile platform itself. Every organization should work towards having a one concrete solution to execute their daily human resource functions with comfort and accuracy.

“Human Resources isn’t a thing we do. It’s the thing that runs our business.” Let’s together make this journey simple and easy with Our-HRMS.
What Does “Excellent Communication Skills” Mean on a Resume?
By: The Denise Hill
Tags: Human Resources, Communication Skills, Communication, Business Communication

If you are an employer who has experience hiring new personnel, you have likely seen your fair share of “Excellent Communication Skills” thrown into the SKILLS section of applicants’ resumes. Likewise, applicants feel compelled to add it there because of job descriptions that read, “Must have excellent communication skills.” Unfortunately, there is often a canyon between what an employer means by excellent communication skills and what an applicant means.

Both parties typically mean the applicant can present themselves well and through speech can demonstrate proper use of the English language. Unfortunately, this expectation is then laced with a slew of implications that may or may not apply to the applicant or the position. The employer understands the inner workings of their organization, company culture, colleague dynamics, and other nuances not found in the job description of which the applicant has minimal to no awareness. Yet, they know the candidate they desire must already possess the communication skills needed to fit right into the culture to achieve company objectives. The applicant however, based on prior knowledge of the desired position, likely believes their ability to verbally communicate will be enough to start working and any additional communication skills needed can be acquired on the job.

To not get caught up in this misrepresentation, let me just offer a tip. A far better way for employers and applicants alike to articulate their desired and acquired communication skills level is to specifically detail the skill application rather than use an umbrella phrase like “excellent communication skills.” Such communication skill applications may include “the ability to verbally convey company products or services to consumers,” or “pleasant telephone etiquette and telephone customer service,” or “able to present in front of a variety of audiences with confidence.” By offering a clear, targeted communication application, employers are able to have fewer questions about an applicant’s communication ability and applicants are able to spotlight a skill they possess that is strongly relevant to their desired position.
ERP and Human Resources
By: Advia Consulting
Tags: Human Resources, Enterprise, Process Management, Erp

Enterprise resource planning can supplement vital human resource projects. While it’s no replacement for a caring department that supports workers, it’s an excellent supplement, reducing confusion and providing myriad benefits. It’s worth noting that even the term “human resources” may lead you down the path of seeing workers as raw material instead of individuals with the drive and passion to grow the business. (Proper motivation is again worth an entire article, so look forward to it.)

A sampler of opportunities in human resource management

Your company should have standardized processes. (If it doesn’t, ERP is not your current step, but likely the next one.) Especially for positions involving dangerous machinery, it’s often a legal requirement to provide reputable, certifiable training. Keeping a database of who has trained what and how is essential to keeping a job site safe. Good bookkeeping can also find out if a training module is taking too long, or not given enough time to be absorbed correctly.

Even for non-mechanical pursuits, consistency is king. Having newer filing clerks use a different system than older ones can make both of their jobs pointless.

Parsley sage rosemary and time management

Time theft is the biggest form of larceny in the United States. And where there’s theft, there exists the potential for litigation. Middle managers in your business who are penny wise and pound foolish may exploit their workers, opening the company up to millions and millions of damages and reputational damage. And ERP can detect this problem; if all workers seem to work 39.5 hours and qualify for benefits at 40, then bureaucrats within your business are sapping morale and creating resentment. That leads to shabby work, turnover, and a toxic environment. Support and payment have a multiplicative effect on employee profitability.

Better work comes from happier workers. Advia Consulting has mastered employee relations tracking and wants to help your business succeed. Contact them today!
Storytelling and internal comms: convey your purpose and engage your people
By: James Blair
Tags: Internal Communications, Internal Comms, Human Resources

Storytelling has been part of human culture for as long as we’ve been able to paint pictures on cave walls. And not limited to the latest Hollywood blockbuster movie, storytelling is also powerful in business, from marketing and sales to internal aspects such as talent acquisition and comms too.

Telling (and selling) a story is a fundamental component of internal communications, especially within change-management situations and helping to convey why a change is taking place — why it’s necessary and the benefits for the business. And hopefully, its’ people too.

Why is that? Because storytelling engages people, it helps create a sense of shared purpose, and can generate loyalty too.

‘Companies or people that tell their stories tend to win a greater share of attention or affection. Amazon’s start as a bookstore run from Bezos’s garage is a well-told tale, and J. K. Rowling’s personal rags-to-riches story is almost as fantastical and well-loved as the novels she wrote to earn her that happy ending.’

Can storytelling enhance your internal comms? Here are some simple rules to follow:

Understand your audience

Find out what your people are thinking, feeling and saying when you’re not around. This will help develop the right tone, avoid patronising language and hollow platitudes, and also help to direct specific concerns either before or whilst delivering a new message or directive.

Set the scene and give some context

Start with why and continue from there. If your people understand why you’re doing something or why a change is happening, they’re far more likely to take that change onboard. Remember, change within an organisation is usually met with negativity (even a pool table in the break room will annoy some). But starting with the reason gets buy-in and negatives the whole ‘another unnecessary change from the top’ attitude.

Be specific and to the point

Put that book of cliches away. New incentives, initiatives or strategic direction need communicating in a specific way. No more ‘this will improve the way we work’ or ‘will bring departments together’. Be specific. What will a change ACTUALLY do? And what will it mean for your people?

Specific information about day-to-day changes, time scales and expected outcomes are more likely to gain buy-in.

Be human

Ruling with an iron fist is very much a thing of the past — or it should be for those few stragglers at the back. Humility, humour and general humanity make you more relatable, is more honest and is something most employees will appreciate and respect.
Getting Back Into the News Business
By: Tim Cynova
Tags: Puppies, Anti Racism, Newsletter, Human Resources, Organizational Culture

35 years after my first stint in the news business I’m getting back into the game.

Extra! Extra! Work. Shouldn’t. Suck. is now producing a weekly newsletter delivered right to your inbox and filled with resources, research, and reflections on human-centered organizational design for thriving workplaces. (You don’t even need to go outside in the cold to pick it up!)

While you’re waiting for the next edition to land on Tuesday, catch up with the first two editions here and here.

Topics we’ve covered already include: Shared leadership, Zappos, team habits, who does HR for the White House, un-zooming, virtual connections, increasing non-exempt salary thresholds, the intersection of psychological safety and white supremacy culture, and puppies!

Join the adventure!
My curiosity on managing creatives
By: Taiwo Oduwole
Tags: Human Resources, Creative

I was recently speaking with a friend who is in the creatives industry, in between our conversation, I paused and was like, Yo! How easy is it really to manage creatives and I pictured immediately what the various Human Resources Pros in the industry go through. I remembered I had this beautiful platform to put out my questions and thoughts on different things that come across my mind.

To put this in better context, as a Human Resources Professional, your primary responsibility is to optimize the talents in your organization towards the attainment of the set goals and objectives of the organization. As simple as this sounds, this involves a lot and in your day to day living of achieving this, you need to always be aware of the dynamism that exists in humans.

The creative industry, just as the name suggests, has a pool of different persons, who are unique in their diverse ways exploring with their various talents and each of them with their distinguishing stimulative parameters. Now, what you would engage in the context of dealing with person A and will work, will not necessarily work for person B.

Let’s consider a scenario of performance management, you measure peoples objectives against their output for a period and rate these against a measuring standard. This is easy for people with classical jobs, whose work are specific and measurable. However, I feel like dealing with creatives, comes with a twist.

I am picturing a situation whereby a junior editor/writer for instance, has set goals to deliver a number of articles/work. Along the line, you suddenly get hit with what we know to be a writer’s block. This is primarily associated with writing, in which an author loses the ability to produce new work or experiences a creative slowdown. This loss of ability to write and produce new work is not a result of commitment problems or the lack of writing skills.- Wikipedia.

This makes me wonder, how are you able to determine who exactly is experiencing this, so you can engage different interventions to help the person out of it. Well, maybe companies do not really care and just push you out and source for the next available talent in the market.

I am curious, how does this work really?

Tell me!
Key Takeaways: Evolving Talent to Power Scale
By: Case At Duke
Tags: Scaling Pathways, Human Resources, People, Social Enterprise

What are the key talent-related topics and questions that management teams need to add to the agenda as they work to achieve impact at scale?

Hint: they are not the same ones the organization tackled during startup and validation.

Scaling Pathways draws on the experience of successful social enterprises to pull out those topics unique to the scaling stage. The topics and questions in this brief summary can help inform senior management meeting agenda; the accompanying articles in the People section of this site can provide tactics and advice for addressing them. Major topics include:

Building the team: defining and filling key roles for scale

Creating the infrastructure: evolving systems and structures to empower talent

Powering the journey: cultivating, motivating, and retaining your talent

Click here for the summary, to help put talent on YOUR agenda!
How To Mitigate Fraud With Pre Employment Checks
Tags: Employment Check, Background Verification, Background Check Services, Human Resources, Employee Screening

Most staff within any organization are trustworthy and honest. However, businesses do realize and understand the scale of the threat posed by the small proportion of staff who act dishonestly and defraud their employer. Fraud can have serious consequences for businesses. Of course, there’s no magic formula to make your business entirely “fraud proof.” But you can implement workplace fraud prevention measures and processes to help avert it and the impact it could have on your company. To create an anti-fraud environment, you should also define policies and procedures that reinforce behavior to mitigate and prevent fraud.

Organizations have a responsibility to their employees, customers, and public to know their employees prior to making hiring decisions. Businesses that hire without knowing an applicant’s history can become a victim of fraud and potentially suffer enormous damages.

One of the most critical measures is to perform meticulous and comprehensive pre-employment background check on all new employees. To guard against deception, prospective employers should rely less on the resume as a completely truthful document. Background check results can reveal factual discrepancies in the application process, and if any discrepancies come to light, companies have the opportunity to think twice before making employment offers.

Therefore, a pre employment Screening Program acts as a vital tool to reduce or eliminate many of the risks associated with hiring, such as high turnover rates, fraud, embezzlement, theft, misappropriation and more. It takes the guesswork out of the hiring process by providing objective evidence of the potential employee’s personal and professional history. The information discovered during a pre employment check includes everything from identity verification to employment verification and reference checks, criminal and civil history, and more. If you want to be sure that you are only bringing in reliable and reputable employees to join your team and grow your business, then you must perform a pre employment check on all of your potential employees.

FactSuite specializes in pre employment background checks and has been serving some of India’s largest companies for close to a decade. Over the years, we have realized that the freshers to mid-management level jobs are most susceptible to frauds. Discrepancies related to the designation, duration of employment and salaries is most common.

In conclusion, we always recommend to our clients, a comprehensive pre-employment verification that covers all the basic details regarding the potential employees to successfully mitigate most possibilities of fraud.
Humanocracy: Creating Organizations as Amazing as the People Inside Them
By: Deepak Bhatt
Tags: Human Resources, Management, Innovation

The author Gary Hamel is a management guru and his recent book Humanocracy is a great case against bureaucracy. The meaning of Humanocracy is to build a human-centric organization. The author has mentioned some interesting experiments that are being done with management philosophies. Based on these principles, organizations can be lead to become human-centric. These principles also address these shackles that bureaucracy has on organizations.

The book addresses the pitfalls of bureaucracy and also mentions why we should move away from management philosophies. It stresses why organizations should get ready for the information age in which human capital is significant.

These companies have found their niche in operating and managing their businesses. The authors break down business operations and the business culture for us. The book also talks about the principles of building a human-centric organization. They detail out these principles as the Power of Ownership, Power of Markets, Power of Meritocracy, Power of Community, Power of Openness, Power of Experimentation, and Power of Paradox.

The book is an easy read with concrete examples and gives enough explanation on interesting details.
Why Now Is The Right Time To Understand The Role Of Human Resources
By: Imtinan Garamish
Tags: Covid 19, Human Resources, Remote Working

As 2020 comes to an end, the world as we know it has changed dramatically. Many businesses are left to deal with hard decisions to minimize their losses, and human resources have been at the heart of it.

With organizations now at the point of recovery, the role of human resources is becoming even more important.

While people shift from their normal work environment to having their homes as the new office, human resource managers need to pay a lot of attention to their employees wellbeing and mental health. This may require consideration around flexibility and understanding on both sides.

One important thing for employers to keep in mind is that the focus should be on preventing rather than cure, this is practically so during these uncertain times. Employees should not be ignored when reaching out for support, and it is the role of employers to create an environment where employees feel confident enough to open up about mental health, and ensuring that these two factors are a priority more than before.

At the same time, the benefits of adopting remote work culture balance the negatives and may even become the deciding factor for businesses to sustain.

This has allowed employers to realize that hiring, onboarding, and training can be done virtually. And as hiring managers believe virtual interviewing will be a permanent method moving forward, remote platforms has allowed employers to have a larger and diversified talent pool.

There is no doubt that covid-19 will bring back a changed workforce. This will allow companies to reinvest the future of work and create a different perspective of future opportunities.

At this stage, remote work is here to stay even after the pandemic is over, companies must also use this time to break from past habits and systems, and take advantage to proactively equip their employees not only with physical resources, but mindsets, behaviors, values, and skills to ensure that they come back better.
The right way to recruit GenZ!
Tags: Human Resources, Employee Engagement, Class Of 2020, Gen Z

The right way to recruit GenZ!

What’s the one key difference between GenZ and the ones before them? It’s that the voice they have is not subject to their wealth, ancestral history or power status because, in the kingdom of the Internet, power is in the hands of anyone who wants it. Grown-up around the internet, this generation doesn’t allow itself to be oppressed but wants to be liberated. These ‘kids’ are the future leaders, innovators, and welfare-oriented for whom power comes not by taking everything, but by paying it forward.

For a generation like this, companies have changed, upgraded and recycled their communication strategies but their people-strategy? Not yet. We are embracing open offices, beanbags, casual Fridays and other ‘fun’ elements. However, what we need is ‘fun + value’ from the very first step — Recruitment.

We’ve spent decades, as an industry, hiring through forms and resumes, putting people into boxes. Hiresome! — interviewing platform is making it easier to see recruitment in a different light, with VideoCVs. Let’s give this generation an opportunity it truly deserves. Hiresome’s Cover Video + VideoCV is the perfect way to meet candidates. Cover Videos are like statements of intent, an introduction, a message sharing the passions and purpose of the candidate. VideoCVs are one-way interviews, the company designs 3–5 questions and the candidates answer them. In an exclusive pitch, candidates show exactly why they’re perfect for the job and answer relevant questions. A candidate’s first impression couldn’t get any better, or fairer!

Finally, it’s important to realise, GenZ isn’t just people, its an emotion. Individuals and organisations who adapt to change, raise their voice and value knowledge.
Our HR software only had two choices for gender: Male and Female
By: Paige Meekison
Tags: Diversity, Culture, Inclusion, Human Resources, Gender Equality

At my new job at Procurify, I got access to our HR software but it only has two choices for the “gender” field: Male and Female. Our team reached out to the HRIS customer support and asked to add a custom field to have more choice and reflect our diverse team.

We want to be as inclusive as possible, within the confines of the software and the ability to run clean, insightful reports to track any patterns for attrition, salary and advancement and flag equity issues.

How to populate the custom field? Leaving it completely editable could result in anyone putting in anything — including misspellings or capitalization — which could make the data prone to needing manual edits, so a drop-down of choices made sense. After consulting our team, we decided to name it “Gender Pronoun” so our team could self-identify with a richness to the gender spectrum and let their teammates know their pronouns.

The Gender Pronoun drop-down now has choices of:
Job Market Insights for 2020–2021
By: Patrick Algrim
Tags: Human Resources, Careers, Job Market, Jobs

Job market condition changes for 2019 and 2020 that have stayed consistent.

Job market insights for 2021

Data and Insights

Young generations and job market changes:

Millennial and Gen-Z job seekers are still “on the move” with roughly 58% of employees ages 21–28 change jobs within one to three years of employment.

Benefits programs are continuing to evolve. With more than 42% of Millennial and Gen-Z job seekers idealizing job flexibility, vacation pay, remote working, and other job flexibility benefits as more important than traditional 401k and retirement plans.

Cost of living, wages, and living conditions:

On average, more than 40% of adults in large metropolitan areas are living in “doubled-up” households. A strong indicator of lack of wage growth in accordance with true or “real” cost of living index (as indicated by Glassdoor).

While wages are growing, the “real wage index” calculation by Glassdoor in contrast with changes of wages from 2018 to 2019 would indicate that in 2020 we could expect the cost of living to outpace average wages by about 1.8% per year in metropolitan areas.

How job seekers are finding their positions:

Less than 11% of new hires are being made through online job applications or online job board listings. Down from 14.9% in 2017. 11% is the conservative figure as a result of the business polling.

On average less than 10% of hiring managers are using resumes and cover letters as an indicator of a job applicant’s strength. Instead, they are seeking referrals and public previous work history as part of their measurement for a high-profile candidate.

About the Author

Patrick Algrim is a Certified Professional Resume Writer (CPRW), NCDA Certified Career Counselor (CCC), and general career expert. Patrick has completed the NACE Coaching Certification Program (CCP). And has been published as a career expert on Forbes, Glassdoor, American Express, Reader’s Digest, LiveCareer, Zety, Yahoo, Recruiter.com, SparkHire, SHRM.org, Process.st, FairyGodBoss, HRCI.org, St. Edwards University, NC State University, IBTimes.com, Thrive Global, TMCnet.com, Work It Daily, Workology, Career Guide, MyPerfectResume, College Career Life, The HR Digest, WorkWise, Career Cast, Elite Staffing, Women in HR, All About Careers, Upstart HR, The Ladders, Introvert Whisperer, and many more. Find him on LinkedIn.
【人資必備 — 統整篇 】一次擁有人資常用的內部問卷調查，有效提升人員生產力及留存率！
By: Surveycake Team
Tags: Satisfaction, Features, Surveys, Surveycake, Human Resources

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You can’t expect everyone to be upfront with you all the time
By: Stuart Robinson
Tags: Leadership, Work Relationships, Relationships, Constructive Criticism, Human Resources

You can’t expect everyone to be upfront with you all the time Stuart Robinson ·Dec 10, 2020

Photo by Vidar Nordli-Mathisen on Unsplash

Confrontation is hard for some people and it can be even harder when they don’t understand the issue fully themselves.

Your responsibility in any relationship (work or otherwise) is to make sure that you are accessible to feedback.

This doesn’t just mean that you wait for someone to initiate a conversation about their issues.

It means that you make the time and space so that they can voice them in a way that lets them know that you’re willing to change.
Monetization Playbook #22 — Monetization is a functional discipline
By: Strat-E-Gym, The Monetization Manifesto
Tags: Entrepreneurship, Startup, Strategy, Human Resources, Monetization

Learn more. Medium is an open platform where 170 million readers come to find insightful and dynamic thinking. Here, expert and undiscovered voices alike dive into the heart of any topic and bring new ideas to the surface. Learn more

Make Medium yours. Follow the writers, publications, and topics that matter to you, and you’ll see them on your homepage and in your inbox. Explore
Missing Home Cooked Food AT OFFICE?
Tags: Delivery, Couriers Services, HR, Pickup And Delivery, Human Resources

Sonia — a dedicated and career-oriented employee who never gets late at the office, forgot her tiffin box today at home.

Sonia to her colleague friend Ashima: Good morning Ashima, how are you today?

Ashima: Very Good Morning Dear, I am absolutely fine. How are you, dear?

Sonia: Due to working on the project till late night, I woke up late today and in that mess, I forgot my tiffin at home?

Ashima: Oh, dear don’t worry, you can share my tiffin.

Sonia: No dear, I can’t! You are aware of my health issues. I can’t eat anything without taking the doctor’s advice. I prepare my tiffin in favour of my health. Now what to do, I have to starve.

Another colleague friend is listening to this conversation and tells to Sonia: You don’t need to starve dear; you can ask someone to drop your tiffin here.

Sonia: Nobody is there at home. Everybody has left home for their respective jobs.

Colleague friend: Oh, then why don’t you download MySon Assistance app and try their Pickup and Delivery services?

Sonia and Ashima: MySon Assistance? What is that?

Colleague friend: MySon Assistance is an emerging human resources service in India providing top HR services to business and individuals. They are serving the best pickup and delivery services on a given time and an hourly basis payment system.

Now hiring a pickup and drop assistant is just a click away from your hand.

Sonia with eagerness: How can I download the app?

Colleague friend: It’s simpler than eating. Go to your play store and search for “MySon Assistance” app. Download it, select your service and pay for it.

Sonia did the same, and within half an hour, she received a call from MySon pickup and delivery assistant.

MySon Assistant: Hello Ma’am, we are here at the doorstep of your office along with your tiffin.

Sonia received her tiffin and showed her gratitude towards assistant: Thank you so much for delivering my tiffin on tiffin.

The assistant: You’re most welcome ma’am. We are happy to assist you and would love to assist you in future too. Hope you will enjoy our services, have a good day!
Truly interesting introduction, Aura!
By: Hapsari Listya
Tags: Immigrants, About Me, English Language, Workplace, Human Resources

Truly interesting introduction, Aura!

It caught my attention when you mentioned you built your own firm because not every psychologist does their job because of humanity. Sadly there still a lot of people who do that just because of money instead of understanding their client’s problems.

Thank you for writing this, Aura. And good luck with your firm! All the best! :)