Current Practices in Hr
Recent happenings in corporate HR
INDEX
1. Recruitment
1.1 Ex-employees
1.2 Customers
2. Variable Pay and Performance Linked Incentives
3. Diversity & Inclusion
4. HR Audit
5. Benefits 5.1 Leave policies
5.2 Performance assessment : team vs individual
1. Recruitment
1.1. Ex-employees
Former employees can often make successful rehires — they are known quantities and are familiar with your organization's unique culture. And there's the matter of cultural fit. A former employee is familiar with the organization and has already demonstrated whether he or she and the company are compatible. It is often difficult to assess cultural fit with a new candidate.
Rehiring former employees also keeps them away from competitors. This can be particularly beneficial in highly competitive areas like sales, or in jobs where trade secrets and/or processes may be worth safeguarding.
And there's the matter of cultural fit. A former employee is familiar with the organization and has already demonstrated whether he or she and the company are compatible. It is often difficult to assess cultural fit with a new candidate.
Rehiring former employees also keeps them away from competitors. This can be particularly beneficial in highly competitive areas like sales, or in jobs where trade secrets and/or processes may be worth safeguarding.
Considering the Candidate: There are no guarantees that a former employee will turn out to be an ideal employee. Because it's unlikely that the job he or she once had is exactly the same as the open position. It's important to look at whether the person has required or transferable skills.
There are disadvantages of hiring former employees too, particularly those who have left on their own: not knowing why they left. The vast
INDEX
1. Recruitment
1.1 Ex-employees
1.2 Customers
2. Variable Pay and Performance Linked Incentives
3. Diversity & Inclusion
4. HR Audit
5. Benefits 5.1 Leave policies
5.2 Performance assessment : team vs individual
1. Recruitment
1.1. Ex-employees
Former employees can often make successful rehires — they are known quantities and are familiar with your organization's unique culture. And there's the matter of cultural fit. A former employee is familiar with the organization and has already demonstrated whether he or she and the company are compatible. It is often difficult to assess cultural fit with a new candidate.
Rehiring former employees also keeps them away from competitors. This can be particularly beneficial in highly competitive areas like sales, or in jobs where trade secrets and/or processes may be worth safeguarding.
And there's the matter of cultural fit. A former employee is familiar with the organization and has already demonstrated whether he or she and the company are compatible. It is often difficult to assess cultural fit with a new candidate.
Rehiring former employees also keeps them away from competitors. This can be particularly beneficial in highly competitive areas like sales, or in jobs where trade secrets and/or processes may be worth safeguarding.
Considering the Candidate: There are no guarantees that a former employee will turn out to be an ideal employee. Because it's unlikely that the job he or she once had is exactly the same as the open position. It's important to look at whether the person has required or transferable skills.
There are disadvantages of hiring former employees too, particularly those who have left on their own: not knowing why they left. The vast