Hi everyone,
I'm looking at our company's HR processes with a view to improving them. I would like to find out if someone has detailed documentation of key processes, risks in those processes (for instance, in compensation, recruitment), and controls to mitigate such risks.
Thanks and best regards.
From Uganda
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I'm looking at our company's HR processes with a view to improving them. I would like to find out if someone has detailed documentation of key processes, risks in those processes (for instance, in compensation, recruitment), and controls to mitigate such risks.
Thanks and best regards.
From Uganda
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Hi,
In recruitment, there are risks such as not getting good candidates (shortage of talent) to fill up vacancies, not meeting Turnaround Time (TAT), offer rejection, and not finding suitable candidates due to incorrect job design. To address these risks, you can:
1. Prepare appropriate job descriptions (JD) and roles & responsibilities.
2. To attract quality talent, establish strategic partnerships with job consultants, evaluate their performance, ensure they understand the positions well instead of just assigning vacancies, and strengthen other talent sources like Employee Referral Schemes - reward employees for successfully filling positions through referrals.
3. Set targets for filling each position.
4. Consider multiple candidates to manage offer rejections.
5. Analyze recruitment costs.
6. Break down the recruitment process into sub-processes within specified time limits.
By implementing these strategies, you can mitigate the risks associated with recruitment and enhance the efficiency of your hiring process.
From India, Calcutta
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10In recruitment, there are risks such as not getting good candidates (shortage of talent) to fill up vacancies, not meeting Turnaround Time (TAT), offer rejection, and not finding suitable candidates due to incorrect job design. To address these risks, you can:
1. Prepare appropriate job descriptions (JD) and roles & responsibilities.
2. To attract quality talent, establish strategic partnerships with job consultants, evaluate their performance, ensure they understand the positions well instead of just assigning vacancies, and strengthen other talent sources like Employee Referral Schemes - reward employees for successfully filling positions through referrals.
3. Set targets for filling each position.
4. Consider multiple candidates to manage offer rejections.
5. Analyze recruitment costs.
6. Break down the recruitment process into sub-processes within specified time limits.
By implementing these strategies, you can mitigate the risks associated with recruitment and enhance the efficiency of your hiring process.
From India, Calcutta
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HR Processes.xls
Job Description - HR & Admin.doc
Tangent HR Solutions.ppt