Many companies still do not recognize the importance of the current staff reassessment process as a key element in helping to build a reliable and coherent program to verify staff background. Some changes in staff conditions are likely to occur during their employment period after they have passed the background check when they are hired, and these changes may affect the performance or status of employees, which means that the company’s success is jeopardized.
By James Randall, Regional Sales Manager for Haier Middle East,
Some sectors, such as the finance sector, have laws and regulations that provide for the reassessment of staff in certain positions on a regular and regular basis to ensure their suitability and eligibility for the performance of their duties and functions. However, even where these regulatory conditions are lacking, best practices in the business world indicate that reassessment of staff is necessary to ensure that possible actions are taken to mitigate the risks that may arise as a result of the employees’ personal situation.
Here are our tips on how to get a balanced rebalancing process
- The verification and evaluation process should be repeated when upgrading or changing staff positions to ensure their suitability and eligibility for the new position.
- Re-check the background of temporary employees when the contract is renewed every time.
- Do not exclude senior staff from the process, and include them in the re-verification program.
- Re-check the background of all employees or selected groups on an annual basis to ensure that appropriate action is taken to reduce risks that may arise as a result of staff conditions.
How to create a successful re-evaluation program:
- Many HR initiatives show the importance of reaching a key element of success. A clear staff background verification policy, including the re-evaluation program, should be established. Make sure all employees are informed of this policy and answer any questions they may ask.
- Ensure that policies comply with local data protection laws and all applicable laws and regulations in the sector.
- Similar to the process of verifying the background of a new employee, the re-verification and evaluation policy should be commensurate with the role of the employee, and the level of evaluation should reflect the potential risks to the company’s business and the requirements of the position.
- It is necessary to develop a policy that involves the necessary procedures when new information about a staff member is discovered in such a manner that it is possible to deal with this information appropriately. The results of the verification should be considered in the context of the staff member’s position and functions, and a conversation should be held with the staff member on the matter.
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