Antecedent Verification Services

With the scale of expansion and influx of people from all section and backgrounds in the corporate world it has become pertinent to ve a valid and reliable antecedent verification of the employees, customers & clients alike.

Employee Antecedent Verification tool is used to confirm information and details provided by the applicant regarding prior employment

Often overlooked in the selection process, diligent verification of an individual’s employment history often reveals unreported employment exaggerations and falsifications about previous titles or duties and gaps in empIoyment

Our team of professionals personally obtains the employee antecedent’s verification from the applicant’s supervisor at the previous company or from the previous employer’s human resource department.

To meet client needs across the organization we are offering a veriety of important and necessary verification services. Each is designed to thoroughly assess the background of your new employee according to the level of their appointment and provide you with a comprehensive report outlining the key findings

Antecedent’s Verification includes:

o Dates of employmento Position heldo Ending payo General information concerning performance ando Reason for departure

Process Involved

a. Documentation: Review completed personal data forms, check for completeness, accuracy, inconsistencies, errors, omissions, and falsifications.

b. Police Verification: Obtain and review records from Police Station, criminal & civil courts and State and Municipal law enforcement agencies to determine if the candidate was a witness, victim, suspect or perpetrator of any crime.

c. Other Verification: Obtain and review arrest reports, witness statements, and other documents to determine if the candidate has affiliation with any trade union, ultra or militant organization.

d. Authenticity of Educational Certificates & attainment verification.

e. Credit reports and financial position verification.f. Interview previous employers, co-workers & superiors to

verify the particulars of employment, strengths/ weaknesses/ reputation for honesty/ integrity reasons for leaving, rehire eligibility etc.

g. Develop second and third level references and make additional inquiries to assist.

h. Prepare a detailed summary of adverse information based upon objective analysis and evaluation of candidate's background in determining credibility of statements. Gather any and all information concerning the subject in such a fashion as to allow management the opportunity to enforce its policies and effect appropriate corrective decision.

Conduct the fact-finding process so that it is least disruptive to the organization and its operations

Induction is the process whereby employees adjust or acclimatise to their jobs and their working environment.

Every organisation that values its staff will have an induction programme which aims to provide all the information that new staff need, and are able to assimilate, without being overwhelming or diverting them from the essential process of integration into their new team.

Well-planned induction enables new employees to become fully operational quickly and should be integrated with the recruitment

process.The benefits of providing a good induction programme is to reinforce the positive first impressions employees have of your organisation, making new employees feel welcome. 

Induction is designed to achieve following objectives: -

* To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment.

* To give new comer necessary information such as location of a café, rest period etc.

* To build new employee confidence in the organization.

* It helps in reducing labor turnover and absenteeism.

* It reduces confusion and develops healthy relations in the organization.

* To ensure that the new comer do not form false impression and negative attitude towards the organization.

* To develop among the new comer a sense of belonging and loyalty to the organization.

PLACEMENTS

After the employee is hired and oriented, he/she must be placed in his/her right job. Placement is understood as the allocation of people to the job. It is

assignment or re-assignment of an employee to a new or different job. Placement is a process of assigning a specific job to each of the selected candidates. It involves assigning a specific rank and responsibility to an individual. It implies matching the requirements of a job with the qualifications of the candidate.

Placement is highly significant in the HR process because it improves employee morale, helps in reducing employee turnover, reduces absenteeism, and reduces accident rates, as well in avoiding a misfit between the candidate and the job. It helps the candidate to work as per the predetermined objectives of the organization. Usually the placement process starts after an applicant is selected, the offer is made to him and it is accepted. Once an employee is selected and placed on an appropriate job, the process of familiarizing him with the job and the organization is known as Induction.

Compensation Administration

The Compensation Administration Department is charged with the task of developing and maintaining a comprehensive compensation and classification system in order to support the mission of the Division of Human Resources.

The Compensation Administration Department’s responsibilities include:

Developing compensation programs, policies, and procedures to meet the needs of the University administrators as they attract, retain, motivate, develop, and organize their diverse workforce.

Ensuring compliance with federal and state compensation laws, statutes, and regulations,

Balancing the need for internal equity while recognizing the desire to be market competitive.

Evaluating positions consistently and classifying them into appropriate job titles ensuring that they are internally

equitable, while recognizing the need to be market competitive.

Developing and maintaining the classification and compensation structures.

Some of the services provided by the Compensation Administration Department include:

Providing compensation related information, tools and training to HR Liaisons .

Conducting salary surveys and gathering market data in making informed salary decisions.

Advising HR Liaisons in compensation matters; including establishment of new positions, promotions, transfers, demotions, reorganizations and salary increases.

Providing current position descriptions to administrative and staff employees.

Providing departments with Organizational Charts. Assisting in departmental re-organizations.

Minimum Wages—The minimum wage may be defined as the lowest wage necessary to maintain a worker and his family at the minimum level of subsistence, which includes food, clothing and shelter. A minimum wage is the lowest hourly, daily or monthly remuneration that employers may legally pay to workers. Equivalently, it is the lowest wage at which workers may sell their labor.  When the government fixes minimum wage in a particular trade, the main objective is not to control or determine wages in general but to prevent the employment of workers at a wage below an amount necessary to maintain the worker at the minimum level of subsistence.Minimum wage in a country is fixed by the government in consultation with business organisations and trade unions. The law relating to the minimum wage either states definitely the wage considered to the minimum or the determination of the wage left to an administrative commission which from time to time determines the minimum wage according to the varying economic

conditions, e.g., variation in the price level should be compensated with the variation in the wage rates because the prime aim of the minimum wage low is just to cover "minimum living cost." The authority entrusted with the task of fixing of minimum wage should consider such factors as local economic conditions, transportation cost and the size of the units in the industry in fixing minimum wages.

Fair Wages—A fair wage is something more than the minimum wages. Fair wage is a mean between the living wage and the minimum wage. While the lower limit of the fair wage must obviously be the minimum wage, the upper limit is the capacity of the industry to pay fair wage compares reasonably with the average payment of similar task in other trades or occupations requiring the same amount of ability. Fair wage depends on the present economic position as well as on its future prospects. Thus the fair wages depends upon the following factors :(1) Minimum Wages(2) Capacity of the industry to pay(3) Prevailing rates of wages in the same or similar occupations in the same or neighbouring localities(4) Productivity of labour(5) Level of national income and its distribution.(6) The place of the industry in the economy of the country.

Living Wages-Living wages has been defined differently by different people in different countries. The best definition is given by Justice Higgins which reads "Living wage is a wage sufficient to ensure the workman food, shelter, clothing, frugal comfort, provision for evil days etc. as regard for the skill of an artisan, if he is one". According to Fair Wages Committee Report: "The living wage should enable the male earner to provide himself and his family not merely the basic essentials of food, clothing and

shelter but a measure of frugal comfort including education for the children, protection against ill-health, requirement of essential social needs and measures of insurance against old age." Thus living wages means the provision for the bare necessities plus certain amenities considered necessary for the wellbeing of the workers in terms of his social status.Article 43 of the Constitution of India states that the state shall endeavour to secure by suitable legislation or economic organisation or in any other way to all workers a living wage, conditions of work ensuring a decent standard of life and full enjoyment of pleasure and social and cultural opportunities. Thus, Government of India has adopted as one of the directives of the principle of slate policy to ensure living wages.

Wage differential refers to differences in wage rates due to the location of company, hours of work, working conditions, type of product manufactured, or other factors. It may be the difference in wages between workers with different skills working in the same industry or workers with similar skills working in different industries or regions.

For example, wage differentials may also be used to compare wages between genders, union and non-union jobs, or wages of employees with and without college degrees.

The nature and extent of wage differentials are conditioned by a set of factors such as:• The condition prevailing in the market• The extent of unionization• Relative bargaining power of employer and employee• The rate of growth of productivity• The extent of authoritarian regulations and the centralization of decision making• The customs and traditions• The general economic, industrial and economic conditions in the country.• Prevailing rates of wages• Capacity of an industry to pay.

The system of wage payment is the method adopted by manufacturing concerns to remunerate workers. It is the way of giving financial compensation to the

workers for the time and effort invested by them in converting materials into finished products. It indicates the basis of making payment to the workers, which may be either on time basis or output basis. The selection of the system depends on the type and nature of the concern and its products. The wage payment systems can be divided into two main systems as follows.

1. Piece rate system2. Time rate system

1. Time Wage System or Time Rate System :

Under this system, laborers get wage on the basis of time which is utilized in organisation. This wages may be charged on per hour, per day, per month or per year basis. There is no relation or quantity of output and wages in this method. In India's industry, this method is most popular. Its other name is day wages system or time wok system.

We can calculate wages with following formula

Total Wages = Time taken X Rate

For Example

A worker produced 10000 articles in 7600 hours. His hourly wage rate is Rs. 2 /- . Calculate the wage of the worker when he is paid on the basis of time.

Solution :

Applying the formula, we get :

Wage = T.T. X R

= 7600 X 2 = Rs. 15200

2. Piece Wage System or Work Rate System :

Under this method or system, laborers can get the wages on the basis of their work done. No time element will be used for calculation of wages. Rate is also on the basis of quantity or unit produced. Under this, method, laborer tries to best for producing the products fastly for getting more wages. This method is also called payment by result.

formula

Total Wages = Unit Produced X Rate per unit

For Example :

2500 units were produced by a worker in 1200 hrs. Rate of production is Rs. 3 /- per unit. Calculate the wage of the worker if he is paid according piece rate method.

Solution :

By applying formula, we get :

Wages = units produced X rate per unit

= 2500 X 3 = Rs. 7500

The importance of wage payment system can be summarized as follows:

* Wage payment system facilitates the preparation of wage plan for future.* Wage payment system helps to determine the cost of production and the profitability of the organization.

* Wage payment system determines the amount of earning of the workers and their living standards.* Wage payment system affects the interest and attitude of the workers.* Wage payment system determines the level of satisfaction of the workers and affects the rate of labor turnover.* Wage payment system helps in recruiting skilled, experienced and trained workers.* Wage payment system helps to increase the productivity and goodwill of the organization.