Dear Friends,
I am looking for a format of checklist wherein an employee puts YES or NO in the mentioned fields at the time of joining of company.
Some points like :-
a) Do you have any relative working in the company , Yes or NO, If Yes please provide details
b) Does any of your relative works in similar industry , Yes or NO, If Yes please provide details
c) Have your read and understood Code of Conduct
d) Have your salary structure and other perks have been clearly defined ?
e) Do you suffer from any diseases that needs emergency attention at times ? If Yes pls provide details
etc. etc
This needs to be filled and signed by employee after joining and should be part of his file. Apart from the regular documents , certificates etc.
Need your suggestion to what all points can be added that are necessary to be declared by the employee at the time of joining.
Thanks & Regards
From India, Delhi
1I am looking for a format of checklist wherein an employee puts YES or NO in the mentioned fields at the time of joining of company.
Some points like :-
a) Do you have any relative working in the company , Yes or NO, If Yes please provide details
b) Does any of your relative works in similar industry , Yes or NO, If Yes please provide details
c) Have your read and understood Code of Conduct
d) Have your salary structure and other perks have been clearly defined ?
e) Do you suffer from any diseases that needs emergency attention at times ? If Yes pls provide details
etc. etc
This needs to be filled and signed by employee after joining and should be part of his file. Apart from the regular documents , certificates etc.
Need your suggestion to what all points can be added that are necessary to be declared by the employee at the time of joining.
Thanks & Regards
From India, Delhi
Dear HRMADMIN,
Rather than a checklist, prepare the declaration and let the newly joined employees sign the declaration and submit it to you. At the end of the declaration, the employee must certify that "if the falsification of the above information is proved then I am liable for disciplinary action". The declaration is far more binding than a signed checklist.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
Rather than a checklist, prepare the declaration and let the newly joined employees sign the declaration and submit it to you. At the end of the declaration, the employee must certify that "if the falsification of the above information is proved then I am liable for disciplinary action". The declaration is far more binding than a signed checklist.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
Dear Mr. Dinesh, Thank you for your suggestion. I need some points that can be mentioned in declarations which should help us to get the right employee on-board. Thanks
From India, Delhi
From India, Delhi
Please use the Research Box at the top of every page.
This question has already been answered many, many times by other members here on CiteHR.
There is a ton of stuff relating to checklists here.
Also refer to the Related Information sidebar on the right hand side of this page -------------------------------->
From Australia, Melbourne
This question has already been answered many, many times by other members here on CiteHR.
There is a ton of stuff relating to checklists here.
Also refer to the Related Information sidebar on the right hand side of this page -------------------------------->
From Australia, Melbourne
Get all the certificates photocopy self certified by the candidate. If already employed get relieving letter from the previous employer.
From India, Chennai
From India, Chennai
Dear AUSSIEJOHN,
I am not looking at checklist for the documents or previous employment details or personal details. What I need is something wherein employee agrees or declares certain details which are not in interest of company.
e.g
Does his / her any relative work in the same company.
Does any of his relatives work in a similar industry
Is he/she directly or indirectly involved in any other commercial activity
These questions might not be asked at interview level or be documented but if declared by employee can be kept in records for it might help if the company existing policy contradicts to it or might be required if change in HR policy.
e.g. Company today may be silent on relatives working in same company but at some stage might change the policy and not allow working of relatives in same company . Maybe his relative in same industry might be a caution signal to company.
I hope I clear my requirements
Thanks
From India, Delhi
I am not looking at checklist for the documents or previous employment details or personal details. What I need is something wherein employee agrees or declares certain details which are not in interest of company.
e.g
Does his / her any relative work in the same company.
Does any of his relatives work in a similar industry
Is he/she directly or indirectly involved in any other commercial activity
These questions might not be asked at interview level or be documented but if declared by employee can be kept in records for it might help if the company existing policy contradicts to it or might be required if change in HR policy.
e.g. Company today may be silent on relatives working in same company but at some stage might change the policy and not allow working of relatives in same company . Maybe his relative in same industry might be a caution signal to company.
I hope I clear my requirements
Thanks
From India, Delhi
From my experience here at CiteHR, I have reached a view that most companies in India have Application Forms for candidates to fill in.
These sorts of questions can be asked on that form. It goes without saying that, while application forms for rejected candidates will be destroyed (after a certain length of time of course, in case of appeals against decisions), the successful candidate's form will be retained on his HR File, for future reference.
On the other hand, these questions can be asked at an interview. This is another reason why all interviews must be properly structured with an agreed set of questions for all candidates. These sorts of questions can be mandatory for all interviewing staff to include. Once again, the record of interview for the successful candidate will be retained on their HR File for future reference.
HOWEVER, in the case of the example questions, these matters are now becoming more and more important, due to the competitive nature of business and industry. Every day we are reading of cases where employees divulge company proprietary information to friends, relatives etc, or leave organisations to start their own business using the knowledge gained from their previous employer.
If your organisation is one that is likely to suffer loss or problems in such cases, then these matters must be clearly dealt with in the Company Policies and Employee handbooks etc. It is now more important than ever for business to be proactive, and head off any potential problems BEFORE they occur.
From Australia, Melbourne
These sorts of questions can be asked on that form. It goes without saying that, while application forms for rejected candidates will be destroyed (after a certain length of time of course, in case of appeals against decisions), the successful candidate's form will be retained on his HR File, for future reference.
On the other hand, these questions can be asked at an interview. This is another reason why all interviews must be properly structured with an agreed set of questions for all candidates. These sorts of questions can be mandatory for all interviewing staff to include. Once again, the record of interview for the successful candidate will be retained on their HR File for future reference.
HOWEVER, in the case of the example questions, these matters are now becoming more and more important, due to the competitive nature of business and industry. Every day we are reading of cases where employees divulge company proprietary information to friends, relatives etc, or leave organisations to start their own business using the knowledge gained from their previous employer.
If your organisation is one that is likely to suffer loss or problems in such cases, then these matters must be clearly dealt with in the Company Policies and Employee handbooks etc. It is now more important than ever for business to be proactive, and head off any potential problems BEFORE they occur.
From Australia, Melbourne
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Checklist for Employee Handbooks.doc