Dear All,
We use a manual process to generate offer letters. Our boss's expectation is that we have 100 percent accuracy in all the processes. It is becoming extremely challenging to live up to that. We have about 30-45 joinings every month.
In addition, to this, we do all other work like recruitment, onboarding, etc. We are trying to automate the process, but it will take about 6 more months.
I wanted to understand if there are any HR practices around acceptable error rates. What are the standard benchmarks and modalities around it? Will be extremely grateful.
From India, Pune
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We use a manual process to generate offer letters. Our boss's expectation is that we have 100 percent accuracy in all the processes. It is becoming extremely challenging to live up to that. We have about 30-45 joinings every month.
In addition, to this, we do all other work like recruitment, onboarding, etc. We are trying to automate the process, but it will take about 6 more months.
I wanted to understand if there are any HR practices around acceptable error rates. What are the standard benchmarks and modalities around it? Will be extremely grateful.
From India, Pune
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There are no accepted norms for error rates. It would depend on the tolerance limit of the boss/organization. Since you have a zero-tolerance boss, any justification with any error rate for any lapse may not work, and you need to be extra cautious with such people. Since you are dealing with induction, the scope for error tolerance is very low. Probably, you may try to get the output verified by somebody else from your team. Another method is, after you finish a task, don't rush to submit, but do some other work and come back to it to verify it afresh.
From India, Mumbai
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1593From India, Mumbai
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Dear Madam,
Such a benchmark for error tolerance may not be available.
It is better to keep perfecting and try to live up to the standards expected by the demanding boss. Again, the type of error, whether major or minor, also matters. You either convince your boss that some errors are possible or get convinced with zero tolerance and move on.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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Such a benchmark for error tolerance may not be available.
It is better to keep perfecting and try to live up to the standards expected by the demanding boss. Again, the type of error, whether major or minor, also matters. You either convince your boss that some errors are possible or get convinced with zero tolerance and move on.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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Innovative HR Practices-.doc