Antecedent Verification Services

With the scale of expansion and influx of people from all section and backgrounds
in the corporate world it has become pertinent to ve a valid and reliable antecedent
verification of the employees, customers & clients alike.
Employee Antecedent Verification tool is used to confirm information and details
provided by the applicant regarding prior employment
Often overlooked in the selection process, diligent verification of an individuals
employment history often reveals unreported employment exaggerations and
falsifications about previous titles or duties and gaps in empIoyment
Our team of professionals personally obtains the employee antecedents
verification from the applicants supervisor at the previous company or from the
previous employers human resource department.
To meet client needs across the organization we are offering a veriety of important
and necessary verification services. Each is designed to thoroughly assess the
background of your new employee according to the level of their appointment and
provide you with a comprehensive report outlining the key findings
Antecedents Verification includes:
o Dates of employment
o Position held
o Ending pay
o General information concerning performance and
o Reason for departure

Process Involved

a. Documentation: Review completed personal data forms,

check for completeness, accuracy, inconsistencies, errors,
omissions, and falsifications.
b. Police Verification: Obtain and review records from Police
Station, criminal & civil courts and State and Municipal law
enforcement agencies to determine if the candidate was a
witness, victim, suspect or perpetrator of any crime.
c. Other Verification: Obtain and review arrest reports,
witness statements, and other documents to determine if the
candidate has affiliation with any trade union, ultra or
militant organization.
d. Authenticity of Educational Certificates & attainment
verification.
e. Credit reports and financial position verification.
f. Interview previous employers, co-workers & superiors to
verify the particulars of employment, strengths/ weaknesses/
reputation for honesty/ integrity reasons for leaving, rehire
eligibility etc.
g. Develop second and third level references and make
additional inquiries to assist.
h. Prepare a detailed summary of adverse information based
upon objective analysis and evaluation of candidate's
background in determining credibility of statements. Gather
any and all information concerning the subject in such a
fashion as to allow management the opportunity to enforce
its policies and effect appropriate corrective decision.
Conduct the fact-finding process so that it is least disruptive
to the organization and its operations

Induction is the process whereby employees adjust or acclimatise

to their jobs and their working environment.

Every organisation that values its staff will have an induction

programme which aims to provide all the information that new
staff need, and are able to assimilate, without being
overwhelming or diverting them from the essential process of
integration into their new team.
Well-planned induction enables new employees to become fully
operational quickly and should be integrated with the recruitment
process.
The benefits of providing a good induction programme is to reinforce the
positive first impressions employees have of your organisation, making
new employees feel welcome.
Induction is designed to achieve following objectives: * To help the new comer to overcome his shyness and overcome
his shyness nervousness in meeting new people in a new
environment.

* To give new comer necessary information such as location of a

caf, rest period etc.

* To build new employee confidence in the organization.

* It helps in reducing labor turnover and absenteeism.

* It reduces confusion and develops healthy relations in the

organization.
* To ensure that the new comer do not form false impression and
negative attitude towards the organization.

* To develop among the new comer a sense of belonging and

loyalty to the organization.
PLACEMENTS
After the employee is hired and oriented, he/she must be placed
in his/her right job. Placement is understood as the allocation of
people to the job. It is assignment or re-assignment of an
employee to a new or different job. Placement is a process of
assigning a specific job to each of the selected candidates. It
involves assigning a specific rank and responsibility to an
individual. It implies matching the requirements of a job with the
qualifications of the candidate.
Placement is highly significant in the HR process because it
improves employee morale, helps in reducing employee turnover,
reduces absenteeism, and reduces accident rates, as well in
avoiding a misfit between the candidate and the job. It helps the
candidate to work as per the predetermined objectives of the
organization. Usually the placement process starts after an
applicant is selected, the offer is made to him and it is accepted.
Once an employee is selected and placed on an appropriate job,
the process of familiarizing him with the job and the organization
is known as Induction.

Compensation Administration
The Compensation Administration Department is charged with the
task of developing and maintaining a comprehensive
compensation and classification system in order to support the
mission of the Division of Human Resources.

The Compensation Administration Departments

responsibilities include:
Developing compensation programs, policies, and
procedures to meet the needs of the University
administrators as they attract, retain, motivate, develop,
and organize their diverse workforce.
Ensuring compliance with federal and state compensation
laws, statutes, and regulations,
Balancing the need for internal equity while recognizing the
desire to be market competitive.
Evaluating positions consistently and classifying them into
appropriate job titles ensuring that they are internally
equitable, while recognizing the need to be market
competitive.
Developing and maintaining the classification and
compensation structures.
Some of the services provided by the Compensation
Administration Department include:
Providing compensation related information, tools and
training to HR Liaisons .
Conducting salary surveys and gathering market data in
making informed salary decisions.
Advising HR Liaisons in compensation matters; including
establishment of new positions, promotions, transfers,
demotions, reorganizations and salary increases.
Providing current position descriptions to administrative and
staff employees.
Providing departments with Organizational Charts.

 Assisting in departmental re-organizations.

Minimum WagesThe minimum wage may be defined as the

lowest wage necessary to maintain a worker and his family
at the minimum level of subsistence, which includes food,
clothing and shelter. A minimum wage is the lowest hourly, daily or
monthly remuneration that employers may legally pay to workers.
Equivalently, it is the lowest wage at which workers may sell their
labor. When the government fixes minimum wage in a
particular trade, the main objective is not to control or
determine wages in general but to prevent the employment
of workers at a wage below an amount necessary to
maintain the worker at the minimum level of subsistence.
Minimum wage in a country is fixed by the government in
consultation with business organisations and trade unions.
The law relating to the minimum wage either states
definitely the wage considered to the minimum or the
determination of the wage left to an administrative
commission which from time to time determines the
minimum wage according to the varying economic
conditions, e.g., variation in the price level should be
compensated with the variation in the wage rates because
the prime aim of the minimum wage low is just to cover
"minimum living cost." The authority entrusted with the task
of fixing of minimum wage should consider such factors as
local economic conditions, transportation cost and the size of
the units in the industry in fixing minimum wages.
Fair WagesA fair wage is something more than the minimum
wages. Fair wage is a mean between the living wage and the
minimum wage. While the lower limit of the fair wage must
obviously be the minimum wage, the upper limit is the capacity of
the industry to pay fair wage compares reasonably with the
average payment of similar task in other trades or occupations

requiring the same amount of ability. Fair wage depends on the

present economic position as well as on its future prospects. Thus
the fair wages depends upon the following factors :
(1) Minimum Wages
(2) Capacity of the industry to pay
(3) Prevailing rates of wages in the same or similar occupations in
the same or neighbouring localities
(4) Productivity of labour
(5) Level of national income and its distribution.
(6) The place of the industry in the economy of the country.

Living Wages-Living wages has been defined differently by

different people in different countries. The best definition is given
by Justice Higgins which reads "Living wage is a wage sufficient
to ensure the workman food, shelter, clothing, frugal comfort,
provision for evil days etc. as regard for the skill of an artisan, if
he is one". According to Fair Wages Committee Report: "The
living wage should enable the male earner to provide himself and
his family not merely the basic essentials of food, clothing and
shelter but a measure of frugal comfort including education for
the children, protection against ill-health, requirement of
essential social needs and measures of insurance against old
age." Thus living wages means the provision for the bare
necessities plus certain amenities considered necessary for the
wellbeing of the workers in terms of his social status.
Article 43 of the Constitution of India states that the state shall
endeavour to secure by suitable legislation or economic
organisation or in any other way to all workers a living wage,
conditions of work ensuring a decent standard of life and full
enjoyment of pleasure and social and cultural opportunities. Thus,
Government of India has adopted as one of the directives of the
principle of slate policy to ensure living wages.

Wage differential refers to differences in wage rates due to the

location of company, hours of work, working conditions, type of
product manufactured, or other factors. It may be the difference
in wages between workers with different skills working in the
same industry or workers with similar skills working in different
industries or regions.
For example, wage differentials may also be used to compare
wages between genders, union and non-union jobs, or wages of
employees with and without college degrees.
The nature and extent of wage differentials are conditioned by a
set of factors such as: The condition prevailing in the market
The extent of unionization Relative bargaining power of
employer and employee The rate of growth of productivity The
extent of authoritarian regulations and the centralization of
decision making The customs and traditions The general
economic, industrial and economic conditions in the country.
Prevailing rates of wages Capacity of an industry to pay.
The system of wage payment is the method adopted by
manufacturing concerns to remunerate workers. It is the way of
giving financial compensation to the workers for the time and
effort invested by them in converting materials into finished
products. It indicates the basis of making payment to the workers,
which may be either on time basis or output basis. The selection
of the system depends on the type and nature of the concern and
its products. The wage payment systems can be divided into two
main systems as follows.
1. Piece rate system
2. Time rate system

1. Time Wage System or Time Rate System :

Under this system, laborers get wage on the basis of time which is
utilized in organisation. This wages may be charged on per hour,
per day, per month or per year basis. There is no relation or
quantity of output and wages in this method. In India's industry,
this method is most popular. Its other name is day wages system
or time wok system.
We can calculate wages with following formula
Total Wages = Time taken X Rate
For Example
A worker produced 10000 articles in 7600 hours. His hourly wage
rate is Rs. 2 /- . Calculate the wage of the worker when he is paid
on the basis of time.
Solution :
Applying the formula, we get :
Wage = T.T. X R
= 7600 X 2 = Rs. 15200
2. Piece Wage System or Work Rate System :
Under this method or system, laborers can get the wages on the
basis of their work done. No time element will be used for
calculation of wages. Rate is also on the basis of quantity or unit
produced. Under this, method, laborer tries to best for producing
the products fastly for getting more wages. This method is also

called payment by result.

formula
Total Wages = Unit Produced X Rate per unit

For Example :
2500 units were produced by a worker in 1200 hrs. Rate of
production is Rs. 3 /- per unit. Calculate the wage of the worker if
he is paid according piece rate method.
Solution :
By applying formula, we get :
Wages = units produced X rate per unit
= 2500 X 3 = Rs. 7500
The importance of wage payment system can be summarized as
follows:
* Wage payment system facilitates the preparation of wage plan
for future.
* Wage payment system helps to determine the cost of production
and the profitability of the organization.
* Wage payment system determines the amount of earning of the
workers and their living standards.
* Wage payment system affects the interest and attitude of the
workers.
* Wage payment system determines the level of satisfaction of
the workers and affects the rate of labor turnover.
* Wage payment system helps in recruiting skilled, experienced

and trained workers.

* Wage payment system helps to increase the productivity and
goodwill of the organization.