Employment References as Employment Background Check

Posted on November 16, 2012 by Steve Ross

An employment background check can almost always determine the fate of an applicant.

The human resource management knows whatever they are looking for in an applicant. Their search is dependent on the criteria that their industry requires. For example, logging companies would require someone who is not only reputably fit in body and resilient in woodland environmental conditions but also someone who has extensive experience.

Another example is the public works and constructions, which require construction workers or engineers in certain specialties that fit the standard in both experience and skill. As far as the human resource management is concerned, they need someone important and who can promise excellent performance.

Employment records are one of the most elemental requirements that the hiring companies need in the documents of the applicants. When one looks at the track record of job experiences a person had on the list, the human resource staff checking this certificate will know what to expect from such an applicant. The names of the previous companies will almost always seal the fate of the applicant when it comes to this particular aspect of background check.

If the candidate had experiences working in a fairly prestigious company before, the authorities checking the applicant’s records in the human resource management software cannot help but wonder why their stopped working there. Some traditional human resource staff will envision some sort of trouble while other innovative human resource teams see it as an opportunity (especially if they imagine the circumstances of quitting the previous job is caused by labor mismanagement). Employment history almost always indicates a concrete, though indirect, showcase of skill and experience.

However, this type of background check qualification is seemingly too steep and difficult to comply. Does this mean that employees fresh from the graduation or vocation workshops will no longer qualify? Despite this modest unease regarding lack of experience, there is another way of winning the reasonable judgment of the human resource personnel regardless of the lack of experience.

In fact, some human resource managements and outsourcing HR support agencies see the advantages of fresh employees. Fresh employees are often eager to please and very open to learning the ways of the company without relying too much of one’s own initiative. Because fresh employees are often eager to please, of course they are also very wary of committing mistakes.

The human resource management turns the dossier page to the character references in order to gauge the other aspect of a candidate employee apart from his or her own unverified skill and non-existent experience – the character. Knowing the kind of professional people their is associated with will truly help him or her determine his or her destiny in the professional world. For example, if a candidate has neither experience nor accolades of skill and performance their will earn the respect of the company if someone prestigious (i.e. the mayor or congressman) truly vouches for his or her professional ethics in the making.

Esteem Needs: The Most Psychological Function in HR System

Posted on November 12, 2012 by Steve Ross

The HR System is in charge of addressing the difficulties of its workers, especially when it comes to their general work performance and ethics.

One of the greatest aspects that determine a person’s work performance is their psychological wellbeing. This not only includes their intellectual capacity but also their emotional stability. By integrating these two concepts, one could understand that a person who seemed to excel mostly in their career lives are those that have sharp competence and tough spirit. Thus, esteem really plays a very important role in the advancement of the employee. In the long run it could result to the advancement of the corporation knowing that workers maintain a very productive pace.

Aside from maintaining very sound payroll management services, the human resource management is responsible for keeping track of the conditions and concerns of each employee. The usual questions they would often ask themselves are simply something akin to a parental view dependent with the professional parameters.

Is he fit to work today knowing that someone told us he has just been recently divorced? Does she feel confident enough to take this new responsibility knowing it is her first time? Will he be able to conquer the stage fright during the presentation day of team building? These are just few of the things an HR manager could only wonder without conducting an open communication with their employees.

Some people in this department with good psychology background are very capable of handling self-esteem issues that other employees are plagued with. In most cases, these issues never surface until the later part of the worker’s career. After all, it is simply inappropriate for applicants to put in their resume that they have stage fright, suffer from inferiority complex, or any other flaws that will surely discourage the company from hiring them. What the human resource personnel would often do is to provide some type of scheduled one-on-one counseling as part of the training and development initiative. Oftentimes with certain companies in short supply of adept human resource staff they often resort to outsourcing HR support from independent sources that mostly do staffing and oversight in partnership with the host corporation.

One of the cunning ways in which the human resource personnel have addressed these self-esteem issues is when they create behavioral modification schemes. These will serve the purpose of bettering the employee without jeopardizing the operations of the corporation.

For example, an awkward but brilliant employee would be given a number of easy responsibilities that are suited to be under their skill level. By the time these responsibilities are handled, they could be rewarded with some kind of incentive that will boost morale and encourage a positive outlook whenever they are faced with an unfamiliar responsibility. More than the sophisticated streamline payroll processing; the human resource staff would find it a greater investment to initiate sound character formation schemes that help employees and the corporation at the same time.

The Importance of Maslow’s Needs Hierarchy in HR System

Posted on November 9, 2012 by Steve Ross

The HR System always has a better way of managing their workers through Maslow’s Needs Hierarchy as a strategic psychological guideline.

Two of the primary functions of the human resource management are to attract and select potential employees. Attracting applicants may seem a very interesting task that will make use of natural entrepreneurship and advertising skills; but effective means always require rigid scientific standards. As to how one would scientifically make employees apply for their offered job, there is no other field worth using but psychology. Maslow’s Hierarchy of Needs may prove a very powerful guide as to how the human resource system could attract and select employees.

Physiological Needs

It is very obvious that employees wanted to apply for a job so that they can earn money and run their own lives. There seems to be virtually no way for the human resource department to neglect advertising this negotiable aspect. But there are certain jobs that require a certain amount of reduction on these needs according to the standards of the profession (ex. diet restriction for professional athletes or sleep deprivation in night shift telemarketers). When it comes to attracting and selecting employees, it would be advisable to choose certain candidates who are willing to reduce some aspects of their physiological needs based on what their job requires by accurately stressing the conditions of the job.

Safety Needs

This could be the crucial part of the human resource system’s recruitment process. One of the things that employees are looking for is the certain financial security that would cater to their needs. Although company policies stress specific conditions in strict accordance to their payroll management services, it is always good to accentuate the positive aspects of the company’s policies that would cater to their financial security.

Love and Belonging

If the human resource system was able to convey to the applicants that employees are greatly appreciated in their firm, then the recruitment process is always a huge success. Recent studies show that one of the most powerful causes for employees to leave the company has nothing to do with pay. Even with a huge income and flexible payroll solutions, employees leave when they are thoroughly under-appreciated and psychologically bullied.

Esteem

Esteem is something not so much applicable to job applicants in the recruitment process. It applies more to the human resource team and the events team that will welcome the applicants. One of the things that motivate applicants to pursue their application is when they see the hosts of the conscription event performing their task confidently. Applicants will be encouraged to envision themselves to be as proficient and assured whenever they reach such a position of the human resource team or the supervising team. It is a necessary public relations tactics.

Self-Actualization

The issue of self-actualization is not so crucial during the recruitment stage because this need is often more prevalent during the latter stages of employment. However, how the human resource personnel communicate with the applicants and the conditions and terms they relay to them would often give a glimpse of how much the applicants could “become somebody” if they stay long in the company.

Practice as the Key to Improving HR System

Posted on November 6, 2012 by Steve Ross

Contrary to common perception, the HR system is a continuous improvement in various applications and not an ossified inflexible framework.

The human resource management vocation is an endeavor that develops with time and experience. Being a career for many professionals who have probably graduated from psychology courses, or are just naturally attuned to dealing with people.

Contrary to what people would think, it is not something that can be attained with perfection overnight. It is also not an endeavor exclusive to certain people with high standard of interpersonal relationships. It is a general vocation indiscriminately applicable to all.

Rush Limbaugh, one of America’s controversial public figures representing rigid Republican perspective, has quoted something that truly applies to what human relations are that people often misinterpret. He said, “Equal rights do not always guarantee equal results.”

The same can be expected of many people taking the position of the human resource management. Thus, it always deviate common initial expectations at the end of the day, where good human resource management is always ultimately determined by experience, hard work, and zeal.

To further understand the hierarchal development of human resource practice from novice to expert, one can simply liken it to other endeavors that entail constant practice. A black belt in traditional martial arts, for example, is a good analogy to illustrate how long-term concentration could yield positive improvements for people involved in the human resource team.

The company’s flexible payroll solution may be an important aspect in delivering good human resource management, but this inflexible mechanical aspect is just a very limited criteria.

Other than the organization’s payroll management services, what often matters the most for employees or members in regards to their relationship with the human resource management is the latter’s helpful solutions to the certain concerns and issues of the labor department or the members of the association. Although good pay or reward has always kept constituents compliant, it is always the support that has kept the group motivated in the midst of conflicts.

Initially, the human resource personnel are quite inept in their applications of the theoretical concepts that made human resource management work. After all, this career is developed through constant practice and a variety of creative solutions to diverse concerns. But over time the human resource team will become quite adaptable to the ever-changing environment within the organization being guided by specific norms and cultural practices. Also, the human resource system will also get more familiar with the stand-out characteristics of the employees or members that are not often indicated in their dossier and formal paperwork personal backgrounds.

This stock of practical learning, which can only be attained with constant hands-on practice on a long-term basis, will unlock better ways for the human resource system to handle the certain inefficiencies within the organization.

It is through a symbiotic operating condition that high levels of functional improvement are attainable in a certain group. The greatest accomplishment of the human resource personnel is to elicit the group’s cooperation in the most agreeable terms for each and everyone involved.

The Theoretical Structure of Futuristic HR System

Posted on November 2, 2012 by Steve Ross

The human conception of HR System has existed since prehistoric times. It will remain just the way it is in the futuristic space age.

The human resource management system is always the basic step to maintaining a civilized or organized group of people that is aimed at achieving a certain goal. In prehistoric times, human resource management is authorized by a shaman elder who advises and caution’s the nomadic leader on certain decision-making process for the entire cohort.

The dawning of civilization human resource management touches both the political and commercial aspect of society. The same format existed throughout the historic timeline until these contemporary times. One thing remained certain about human resource management – they are the functioning intermediaries among the decision-makers and the constituents of the organization.

When one thinks of the positive futuristic setting of the space age, it is easy to determine the same format of human resource management. In these times the core activity of human society would revolve in the idea of space exploration, planetary colonization and space commerce. In this complex dynamics, human resource personnel still acts as the management of manpower and the advanced streamline payroll processing of its time.

Take for example a mission to colonize a classified habitable planet in another star system to gather a newly discovered resource commodity. The most logical professional position that the human resource personnel would fill is being a team leadership of the astronaut company.

Engineers and architects would build colonies and stable interstellar communication systems in a geographically secure area. Naturalists would explore the possibilities of the surrounding alien flora and fauna while lower-level public workers in the agriculture and craftsmanship would support this settlement team by reproducing necessary resources that will fuel their stay in the planet. All these activities are then supervised by the human resource personnel acting for the authorities from the home planet that sponsored their mission.

During these initial stages of settlement in an unknown world, the new inhabitants would need financial backing from their home world. The human resource management, or the space colonial council to be exact, is in charge of using flexible payroll solutions for the working inhabitants. But in this formative colonial era, legal tender would therefore come from raw mining quota they would send to their home world. Since trade exists, currency will still make sense.

The human resource personnel in charge of the colony would also manage correct distribution of currency to their workers after the authorities of their home world pay them. In this type of complex social dynamics it is unavoidable for the space mission human resource management to become the acting head of the colonial government once the settlement is complete.

Therefore taxes are still being considered in the whole equation of currency distribution to establish a certain degree of sustainable revenue within the off-world mining colony. After all, this may be the most crucial form of social order that people in this alien word would definitely observe.

The HR System Parameters of Public works

Posted on October 30, 2012 by Steve Ross

Public work is one of the most common professions that often reflect a community’s progress. It is often curious how their HR system operates.

One can only imagine the importance of public works in human society. In fact, the very idea of civilization is solely dependent on humanity’s capability to settle on one place permanently and to domesticate their resources. This can only be possible with the capability of humanity to create a rudimentary containment building and its necessary infrastructures like a roadway as well as vehicles.

From thatched wooden barns of ancient times to modern megalithic silos, domesticating resources would not have been possible without public works. The same can be said about domesticating ideas, from the ancient mason’s creation of temple libraries to the modern communications engineer’s assembly of Internet towers and satellites. To understand how a team of builders functions effectively in building our civilization, it would only be fitting to get the reasonable know-how of the people behind these workers – the human resource personnel.

It is important to understand that the human resource authority of the public works sector may come into two familiar forms – the foreman and the bureaucratic administrative staff. The foreman is pretty much identifiable in ordinary view. In the ancient times these people were called task masters. The foreman oversees the performance of construction or repair crewmen. It is the job of the foreman to direct the concentration of manpower on certain area, or to dictate the pace of intensity during a particular schedule.

The foreman is in charge of the morale and overall work ethics of the construction and reconstruction crewmen. It is their job to give encouragement or set them straight, solely depending on his or her strategy. In some construction firms, the foreman may be in charge of the hiring and firing of employees. Usually he or she is neither in charge of the increase and deduction of pay, nor ideally responsible for the payroll management services.

Most of the flexible payroll solutions are referred to the bureaucratic personnel. In a huge multinational construction firm, this type of management is often represented by the highest ranking officials. But in some small public works sectors, the bureaucracy body is being filled by the foreman’s secretariat.

There may be occasions wherein the human resource administration sitting on the desks would be in charge of the hiring of applicants. But regardless of whatever judicial guidelines they cover, the one certain area that they handle is the complex figures that determine the quota, workforce niche, the architect and engineer’s blueprints, and the total amount of pay that each public works project needed.

Truly, it does not necessarily take an oppressive pace to manage the human resource team that keeps the public works sectors functioning effectively. The only thing that is important is for these people to organize their paper work excellently. In the particular case of the foremen, the oversight task could be daunting. He or she would both answer for the specific directions of the architect and engineer while steering the droves of crewmen in the certain necessary direction.

What are the Three Main Advantages of Using Epayroll?

Posted on October 25, 2012 by Steve Ross

The main reason why epayroll was authorized and invented is because it allows companies to deliver worker’s pay better and more efficiently.

One of the most difficult tasks that the HR system handles on a regular basis is the reckoning and delivery of the worker’s remuneration. This is not so complicated in the scale of small corporations who only have a handful of laboring teams to look after. But for an esteemed firm that composed of over thousands of employees, the need for a more fluid way of doling out wage or salary is very apparent and it entails utilizing a much improved and up-to-date payroll processing software. There are three known advantages that electronic payroll system has over traditional types.

Direct Pay:

Mainstream reimbursement methods require three parties to function properly. The corporation’s human resource accountant, the banks and the workers who are also bank clients. In order for funds to be transferred effectively, the company would do either two things. They would issue paychecks directly to the workers in order for the latter to withdraw the funds in the bank.

In other cases, firms would directly deposit on the worker’s bank account and the paid employee would either withdraw through the automated teller machine or extract it through the bank tellers themselves. People may get used to this arrangement but the banks often compromises this exchange whenever they unintentionally close down branches or undergo some difficulties of their own. Electronic payroll bypasses this difficulty since it makes use of direct automated transaction between companies and workers.

Fool-proof checks:

Paychecks were clever in the earlier times because it allows people to conduct trade without the exact legal tender being used. However, these days fraudulent schemes have also evolved well enough to prey on those who make constant use of paychecks. The bouncing of checks could be one of the most disheartening experiences of workers who only want to receive their hard earned money to pay some bills.

Aside from technical glitches that may occur more frequently than it does in the past, paychecks have the tendency to get lost or misplaced in the time they are needed the most. But electronic payroll cards issued by current epayroll companies function in the same way as debit cards and avoid the inconvenience that traditional paychecks often incur as a result.

Company’s Ease:

Electronic payroll system is a blessing to both the corporations who hire employees and the workers who are paid by the firms. One of the things that really get in the way of the human resource management’s fluid pace is the fact that traditional payroll processing requires extra paper work and back-office overhaul tasks in case of particular errors in the paycheck issuance. What is even more interesting about electronic payroll is that it cuts down the time needed to transfer the funds that the usual transaction always entails.

Lastly, electronic payroll is the latest most secure payment method known in contemporary times. Security against criminal schemes often poses as the most important concern in electronic payroll system.

Flexible Payroll Solutions: Tobacco Currency from the New World

Posted on October 18, 2012 by Steve Ross

Before we had modern flexible payroll solutions through automated financial systems, people relied on universally intrinsic commodities.

Before the United States of America became the superpower that it is today in our contemporary era, it was once a backwater colony for migrating Europeans. People in Europe who occupy the nether strata of society are driven to cross the ruthless Atlantic Ocean to this fabled land called the New World. These brave adventurers comprised of disillusioned citizens, criminals, indentured servants and other types of undesirables had nothing else to lose. Yet they could barely fathom how grateful their descendants would be in the future as their new home offered them enormous wealth.

New natural resources rearranged the commerce of the New World settlers. Commodities like sugar, corn, and cotton are just among the fewest on the list of America’s earliest greatest wealth. But of all these commodities, only tobacco has proven itself the paramount in terms of monetary value that this product was eventually turned into a currency. Many of the pastoral industries in America fashioned their HR system in accordance to the specific needs of mass producing these agricultural commodities.

In these times, the European craze directed much of New World agriculture to prioritize the growing of tobacco and mass producing it for export. People in the New World were strictly forbidden to sell to patrons other than their own motherland. Because authority figures pose no limits as to the intrinsic value of tobacco, colonists know that they can trade tobacco leaves for everything else.

This form of currency soon touched the laws that govern the land. Any violations of their own laws involve payment of tobacco in several hundreds of pounds, and all knew how hefty such a loss was.

In these archaic times employment eligibility is not as complicated as it is today. The labor department of the tobacco industry maintains their own crude standards that are otherwise defined as inhuman in today’s moral convention. The 16th Century tobacco plantation HR outsourcing system of employing indentured colonists and convicted emigrants with pending criminal records from their homeland drastically changed at the turn of the century.

In the early and late 17th Century plantation owners started purchasing African slaves and formulated laws that would permanently relegate them in the position of irredeemable servitude. With the use of African slaves the tobacco industry was nearly outmatched by sugar, corn and cotton and it helped America reach the same level of affluence that their European predecessors have enjoyed centuries before.

When the 13 colonies of America successfully ousted their imperial rulers, the tobacco currency slowly died out in practice. Many of the laws in this wealthy and democratic nation are amended in the following generations, particular the slave trade.

Around 18th Century, America finally reached the zenith of commercial affluence and they started using standard modern currencies like coins and paper money. Nowadays, the first thing that would come into the minds of modern Americans when they think of tobacco would be the “accepted reality of lung cancer”. But there was once a time when tobacco meant everything materially sound for the early settlers of the New World.

The Clergy being the HR system of Medieval Christendom

Posted on October 17, 2012 by Steve Ross

In the history of Western commerce, the medieval Christendom has also illustrated how the clergy prove itself to be a keen universal HR system.

The clergy’s existence in medieval Christendom is one of the most unique socio-political circumstances of Western civilization. After the proverbial Dark Ages people all over Europe needed a sense of central authority that would unite them just like how the ancient Romans did before their eventual collapse throughout centuries of anarchy and barbarism.

Christianity became the one element that helped restore Western civilization and of course, the clergy who constituted the authorities behind Christianity were able to help fragmented feudal societies become civilized.

What makes the clergy special is because they are a unique entity in the whole equation of European politics before. Clergymen and monks never hold political office (aside from Rome), but they serve as international advisers to monarchs especially when it comes to the affairs of the people. The religious orders have the monopoly on scholastic education and thus, every European state requires their advice as masters of the arts and science in order to help their kingdoms prosper. When it comes to mobilizing people to do public works, the clergy is most often in charge of the commissioning of jobs and has become the nearest thing to autonomous outsourcing HR support organizations we know today.

It is often the priests, with certifications and documents from bureaucratic authorities in Rome, who are in charge of issuing building projects which would entail high demand for manual labor. The construction of cathedrals is one of the foremost stages of proliferating settlements beyond the immediate jurisdiction of the monarchy and nobility. It is because of the clergy’s initiative, particularly through the “pilgrim culture” defining general social dimensions; that medieval Europeans kingdoms prosper through expansion on the frontiers.

One of the best historical examples were that of Emperor Henry Barbarossa’s rule in medieval Germany, whose domain comprised the largest labor force in Europe as well as the biggest economic powerhouse that provides loans even for the powerful yet indebted city of Rome. The German empire operated under the auspices of the religious orders, particularly the Augustinian scholars.

Although literature has often portrayed religious orders to be in league of their patron monarchs, a lot of contrary historical accounts also portrayed them to be men who operate on their own interest; regardless of their moral inclination.

In a more provincial standpoint, the clergy also operates adeptly in finances of the civil community. The nobles would hire incorruptible priors or town monks to handle the community’s payroll management services.

The religious orders in the urban metropolis also issue paycheck services as well as licensure for certified craftsmen. With most of the European monarchy swearing allegiance to Christianity and declaring themselves a part of the universal Christendom, it is often the usual consequence that the clergy has special privileges above ordinary civilians. But the political functions of the clergy are supposed to be operating under the parameters of faith, morality and spirituality in macrocosmic scale.

Flexible Payroll Solutions: The Asian Usage of Tea Currency

Posted on October 16, 2012 by Steve Ross

Flexible payroll solutions are defined by an efficient automated financial system. But how was it possible in ancient insular communities?

China, since ancient to modern times, has proven itself to be synonymous to the word wealth in macro-economic terms. Eve nowadays, China has garnered a reputation for dominating a huge percentage in world commerce. The same can be said even in ancient times, and it is all due to the fact that the Chinese people have pretty much collectively mastered the concept of intrinsic currency.

Coinage became the mainstream currency for the urban centers of the empire. But for the Chinese people who lived on the peripheries, they made a clever commercial tool that rustic local people could very much relate with – tea. The tea industry has defined some aspects of payroll management services outside the reaches of the Middle Kingdom’s metropolitan civilization.

Compressed tea or “tea bricks” became a very common type of currency for the Chinese and their like-minded insular traders. The government of ancient Chinese dynasties has managed to receive wealth from their neighbors without necessarily assimilating them under the imperial rule. The nations that benefited mostly in the use and circulation of tea brick currency were namely Tibet, Russia, Mongolia, Siberia and many other entities in the Central Asian region; with Tibet prospering the most from this type of chief trade.

The notion of tea being a highly valuable resource is similar to understanding how salt became the standard commodity for the ancient Romans and how tobacco was also defined as an equivalent to modern paper money in the 16th to 17th Century in New World. Their monetary worth is defined by their usefulness and the demand that generates its market and mass production.

The tea became currency mainly because of its universal health benefits. Tea can be eaten as food and it is the most common beverage in Asia next to water. Most importantly, the most common form of medicine in Asia is tea, able to treat common illnesses like coughs and colds which could also be very potent and malignant enough to kill a huge number of people if left untreated.

Peripheral tributaries of China have enough resources of their own, but medicine is rare and expensive. A heavy tea brick can be defined as a rich man’s paycheck service of their imperial patrons.

The importance of China’s trade to these tributary states is of paramount concern the imperial HR system would nominate a chief minister and a diplomatic staff to oversee the healthy and fluid tea trade in these outposts. Caravans that usually follow the route to Tibet, Mongolia, Siberia and outposts in Central Asia always peddle with tea bricks, especially those that bear the seal of the ruling imperial dynasty. This practice slowly came into decline as the world entered the 18th Century and the ascendancy of imperial China waned with the emergence of European superpowers that dominated the world.

Siberia ceased using tea bricks as edible currency during World War II. Although modern studies suggest that tea bricks prompt health precautions, this type of currency is still being used as edible stuff and trading tool in the insular conservative communities of Tibet.