Some times but not always it becomes possible that a a hr people manages to manipulate and generate a document which helps him to get a desired post. This becomes possible because he knows the internal system of generating the fake document because of his working experience in Hr processes.
Akhilesh Kumar, Durgapur
1Akhilesh Kumar, Durgapur
I think it is more of a question of Personal Integrity, values and ethics.
Professionals in HR are expected to have high integrity and value system.
You just cannot have different benchmark for your employees and for yourself / your department.
There is also a need to have a body to frame and enforce Code of Conduct for HR Professionals, just like CA's, Doctors etc
From Mauritius, Terre Rouge
Professionals in HR are expected to have high integrity and value system.
You just cannot have different benchmark for your employees and for yourself / your department.
There is also a need to have a body to frame and enforce Code of Conduct for HR Professionals, just like CA's, Doctors etc
From Mauritius, Terre Rouge
Hi all,
Background verifications is mandatory for all employees in my organisation (IT Prod Dev company) and HR is no different.
Infact, backgrounds of employees working in HR, finance/accounts, administration, etc must be throughly checked by professional agencies as they represent the company itself in many ways.
No organisation can afford to have a `shady' character represent the organisation.
Speaking plainly - no harm in being honest!!
Thanks
Giridhar
From India, Bangalore
Background verifications is mandatory for all employees in my organisation (IT Prod Dev company) and HR is no different.
Infact, backgrounds of employees working in HR, finance/accounts, administration, etc must be throughly checked by professional agencies as they represent the company itself in many ways.
No organisation can afford to have a `shady' character represent the organisation.
Speaking plainly - no harm in being honest!!
Thanks
Giridhar
From India, Bangalore
I agree with you Miss.Minakshi.I do follow with your procedure and I myself make personal phone calls for reference check and background checks.Added to that We can ask a persons company ID card as well as official email ID if it concerns too serious.
good luck and thanks for the information once again,
cheers,
shashidhar.k
From India, Hyderabad
good luck and thanks for the information once again,
cheers,
shashidhar.k
From India, Hyderabad
I think Manipulation has become quite common and mostly everyone is faking...and we virtually have no foolproof remedy for the same since some people are extremely smart at manipulation..
if the person is not able to perform well after joining then he can be fired.but then u have to start with the selection process again..so u need to devise some solid strategies to identify defaulters. either through strong ref check or psycho analysis :lol:
From India, Delhi
if the person is not able to perform well after joining then he can be fired.but then u have to start with the selection process again..so u need to devise some solid strategies to identify defaulters. either through strong ref check or psycho analysis :lol:
From India, Delhi
there is no justification for forging and one cannot under any circumstance over look this
having said that while recruiting one needs to be at least open to the candidates ability and not merely decide on a a certain line in the cv
and one should also give the candidate the atmosphere where he she know that honesty will be rewarded and not punished
From India, Madras
having said that while recruiting one needs to be at least open to the candidates ability and not merely decide on a a certain line in the cv
and one should also give the candidate the atmosphere where he she know that honesty will be rewarded and not punished
From India, Madras
IN HR MANY PEOPLE FAKE THIEIR CV AS THERE IS NO ONE ABOVE THEM TO CHECK THEIR RESUMES<
WHEREAS ON OTHER HAND THEY HARASS INNOCENT EMPLOYEES WHO DID COMMIT A SMALL MISTAKE
IT IS LIKE A POLICE COMMITTING A CRIME,,,
THERE IS NOTHING TO BE ASHAMED<
SUCH HR SHOULD BE HANGED IN PUBLIC AND THEY SHOULD NOT BE ALLOWED TO LIVE AS THEY SNATCH AWAY OTHER PEOPLES JOBS < MANY HR DO THIS AND MANY OF THEM ARE ALSO IN CITE HR >....
ps. i dont care what rating i receive, i EXPRESS MY VIEWS
From India, Pune
WHEREAS ON OTHER HAND THEY HARASS INNOCENT EMPLOYEES WHO DID COMMIT A SMALL MISTAKE
IT IS LIKE A POLICE COMMITTING A CRIME,,,
THERE IS NOTHING TO BE ASHAMED<
SUCH HR SHOULD BE HANGED IN PUBLIC AND THEY SHOULD NOT BE ALLOWED TO LIVE AS THEY SNATCH AWAY OTHER PEOPLES JOBS < MANY HR DO THIS AND MANY OF THEM ARE ALSO IN CITE HR >....
ps. i dont care what rating i receive, i EXPRESS MY VIEWS
From India, Pune
Hi Guys interested in HR Matters,
1. The HR personnel who are in charge of the HR processes have easy access for manipulations, compared to others. A few of them may be mis utilizing this for their personal aggrandizement.
2. Many companies do not have the policy of verification of antecedents of the prospective candidates.
3. Many of the present HR persons may not be knowing that in Govt services, when a candidate is selected for some posts, a "Police Verifications" and its report in the Personal file of the candidate was a must. Io do not know whether that procedure is followed presently.
4.Integrity and honesty must be inculcated from childhood, so that the future generation will not do such deeds.
5.When a HR guy suspects that the candidate has produced a record apparently suspicious, he has to initiate action to find the truth.
6. Now that Hire when you like, Fire when you dont is available, take steps in that direction.
Subba Rao Bhagavatula
From India, Hyderabad
1. The HR personnel who are in charge of the HR processes have easy access for manipulations, compared to others. A few of them may be mis utilizing this for their personal aggrandizement.
2. Many companies do not have the policy of verification of antecedents of the prospective candidates.
3. Many of the present HR persons may not be knowing that in Govt services, when a candidate is selected for some posts, a "Police Verifications" and its report in the Personal file of the candidate was a must. Io do not know whether that procedure is followed presently.
4.Integrity and honesty must be inculcated from childhood, so that the future generation will not do such deeds.
5.When a HR guy suspects that the candidate has produced a record apparently suspicious, he has to initiate action to find the truth.
6. Now that Hire when you like, Fire when you dont is available, take steps in that direction.
Subba Rao Bhagavatula
From India, Hyderabad
hi sanjana,
what u r saying is absolutely correct. for example, i came to know about this website today.
people will be very much interested only on movies, sex, entertainment and such type of similar topics. people will never change their attitude.
well,
coming to the topic, what u all r discussing is quite true and exact.
the solutions u all r showing is good and acceptable. what i can suggest is
while calling the candidates for interview there itself we should ask the candidate to bring some document for proof. then once the candidate got shortlisted then we can go for verification.
how to proceed is some of the hr department people should go directly to their previous organisations or thie accomodation address. this may be one step to make the hr process effective.
From India, Mumbai
what u r saying is absolutely correct. for example, i came to know about this website today.
people will be very much interested only on movies, sex, entertainment and such type of similar topics. people will never change their attitude.
well,
coming to the topic, what u all r discussing is quite true and exact.
the solutions u all r showing is good and acceptable. what i can suggest is
while calling the candidates for interview there itself we should ask the candidate to bring some document for proof. then once the candidate got shortlisted then we can go for verification.
how to proceed is some of the hr department people should go directly to their previous organisations or thie accomodation address. this may be one step to make the hr process effective.
From India, Mumbai
Dear All,
Good Morning,
I absolutely regret such a situation, but I do not agree with the concept.
While recruiting we have set of parameters to find out the skills of a person. Reference just acts as one of the parameters. If your Interview & Selection procedure is Standardised, no wrong person can be short listed or selected.
We ultimately are trying to recruit a person to do a set of job and we finalise the candidate if he posses the skills for fulfilling the jobs. I think that is what an interview exercise is based and focused about.(JD=SKILLS=SELECTED).
Regards
Zakir Malik
From India, Pune
Good Morning,
I absolutely regret such a situation, but I do not agree with the concept.
While recruiting we have set of parameters to find out the skills of a person. Reference just acts as one of the parameters. If your Interview & Selection procedure is Standardised, no wrong person can be short listed or selected.
We ultimately are trying to recruit a person to do a set of job and we finalise the candidate if he posses the skills for fulfilling the jobs. I think that is what an interview exercise is based and focused about.(JD=SKILLS=SELECTED).
Regards
Zakir Malik
From India, Pune
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