Periyar University ____________________________________________________________ ____________ PROJECT REPORT A DISSERTATION REPORT ON “An Analytical study of Background Verification of Employees & Analysis, At M/ S. Pragathi consultancy Services (PCS) Submitted to Periyar University in partial fulfillment of the Requirement for MASTER OF BUSINESS ADMINISTRATION Under the Guidance of Mr. Santosh Avadhani Prof..GG Pai B.A,A.T.I,M.B.A ____________________________________________________________ ____________ R.No 05DBIA1043. MBA -Human Resource Management. Page 1 of 120
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SSR College of Science , Commerce & ManagementStudy Center:Periyar University- Salem 636 011
BANGALORE
CERTIFICATE
This is to certify that the Dissertation entitled “An analytical study of Background Verification of Employees & Analysis ,Undertaken At
M/S Pragathi Consultancy Services.
Bangalore
Submitted in Partial Fulfillment of the Requirement for the Award of the Degree of
Master of Business Administration, Is a bonafide work carried out by
Raghuprashantha MR
Reg No 05DBIA1043
2005-2007
Under my supervision and guidance and that no part of this report has been submitted for the award of any other Degree and the work has not been published in any scientific or popular magazines.
Mr.N .N.Giri
Principal SSR College of
Science,Commerce & Management
Bangalore
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I am pleased to record my gratitude and sincere thanks to my guide Prof. GG Pai Project guide, SSRC, Bangalore for his sincere guidance and valuable assistance for completing this report.
I would like to express my sincere thanks to Mr.N.N.Giri Principal SSRC, Bangalore-
Periyar University for giving this opportunity.
I also take this moment to express my gratitude to Mr.BV. Raghunath , , HR & Admin
Professional ,Bangalore.
I am also indebted to my parents and friends for their support for completing this project
successfully.
Raghuprashantha MR
Reg. No 05DBIA1043
SSR College of Science , Commerce & ManagementStudy Center:Periyar University- Salem 636 011
BANGALOR
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________________________________________________________________________Earlier references: In western countries HRM had its primitive beginning in 1930s. Not
much thought was given on this subject in particular and no written records or documents
interesting to note HRM concepts was available, in ancient philosophies of Greek, Indian
and Chinese. This is not to suggest that industrial establishment and factories system, as it
is known today, existed in ancient Greece, India or china. The philosophy of managing
human being, as a concept was found developed in ancient literatures in general and in
Indian philosophy in particular.
Personnel functions: Till 1930s, it was not felt necessary to have a separate discipline
of management called “Personnel management”. In fact, this job was assigned as part of
the factory manager. Adam Smith’s concept of factory was that it consists of three
resources, land, labour and capital. This factory manager is expected to “procure,
Process and peddle” labour as one of the resources. The first time when such a specialist
“person” was used; it was to maintain a “buffer” between employer and employee to
meet the “legitimate need” of employees. However, it is the employer who decided what
is “legitimate need” of employees. In fact, the specialist “person” was more needed to
prevent “unionization” of employees. This was the case before 1930-s all over the world.
Environmental Influences on HRM: Since 1930s, certain developments took place,
which greatly contributed, to the evolution and growth of Human Resources Management
(HRM). These developments are given below:
Scientific Management
Labour Movements
Government Regulations.
Need for the Study :
Shortage of skills.
Skills and knowledge people are always on short supply. Alternatively they are too costly
to hire from outside. The best alternative is to improve skill and knowledge of existing
employees.
Technological Obsolescence.
Growth of technology takes places very fast. This will render current technology obsolete
in the future. There is a great need to upgrade technology. This needs suitable training.
Personal Obsolescence.
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________________________________________________________________________At the time recruitment employees possess a certain of knowledge and skill. As time
passes knowledge becomes obsolete, unless it is updated by proper training. This happens
because of changes taking place in product technology, production methods, procurement
of better machines, setting up of modern production lines, introduction of modern method
of supervision and information processing through MIS and EDO..
Organization Obsolescence.
Modern management has introduced a number of innovative steps in functions of
management like planning, organizing, controlling, coordinating and directing.
Organization which is impervious to such changes is bound to fail and become obsolete.
Upgrading Ability of Threshold workers.
Public policy provides reservation to disadvantaged sections of the society like
handicapped, minorities and dependents of deceased workers etc. All these are threshold
workers having less than minimum prescribed level of knowledge and skill. They require
extensive training to bring them up to the minimum level of performance standard.
Coercive training by government.
In order to provide better employability chances of unemployed youth, certain
governments taken initiative to mobilize resources available at pubic/government and
private sectors to outside candidates. One such example is the “Apprentice Training ”
conducted by govt. of India. A part of expenditure incurred for this by private sectors are
reimbursed by government.
Human capital
The latest thinking is to treat employees as “human capital”. The expenditure involved is
training and developments are now being considered as an investment.
Scope of Human Resource Management
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________________________________________________________________________ The Scope of HRM is in deed fast. All major activities in the working life of
worker from time of his entry in an organization until he / she leaves, come under the
preview of HRM. Specifically, the activities included are Human Resource planning, Job
analysis and design, Recruitment, Selection, Orientation and placement, Training and
development, Performance appraisal and Job evaluation, employee and executive
remuneration and communication, employee welfare, safety and health, industrial
relations and the like.
HRM is becoming a specialized branch giving rise to a number of specialized areas like :
Staffing
Welfare and Safety
Wages and Salary Administration
Training and Development
Labour Relations
Human Resource Management in PCS :
Personnel/Human Resource of an undertaking is its important constituent.
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Nature of Human Resource ManagementProspects
of HRM
Industrial Relations
Human Resource Management
Employee and executive Remuneration
Employee hiring
Employee Maintenance Employee Motivation
Periyar University
________________________________________________________________________Efficiency, Profitability and in fact the very existence of the undertaking will depend on
this constituents. Co-operation and dedication in performance on the part of its personnel
ends in the accomplishment of its objectives. Therefore human resource is of immense
importance since it involves matters such as identifying, placing, evaluating, and
developing individuals at work and maintaining effective multilateral communication
systems. Human resources along with financial and material resources contribute to
production of goods and services in an organization.. In short HRM may be defined as
the art of procuring, developing and maintaining competent workforce to achieve the
goals of an organization in an effective and efficient manner.
Objectives of the HRM are to secure the following: -
1. Industrial peace: This is secured by excellent union management relations, healthy
inter-personal relationships, and promoting participative management style and good
industrial and labour relations.
2. Achieve High Productivity: The underlying objective brings to increase the “quantity
or volume” of the product or service for a given input, productivity improvement
programme is very significant in a competitive environment.
3. Better quality of working life of employees: This involves both intrinsic and extrinsic
factors connected with work.
4. Obtain and sustain competitive advantage through empowerment : continuous
improvement and innovative steps being the two essential ingredients to achieve and
sustain competitive advantage, today’s industries
are “knowledge based” and “skill intensive”.
5. Cordial relationship between the employer and employees.
6. Personnel research functions.
7. Proper orientation and introduction to the new employees.
BACKGROUND SCENARIO
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________________________________________________________________________ William James of Harvard University estimated that employees could retain their jobs by
working at a mere 20-30 percent of their potential. His research led him to believe that if
these same employees were properly motivated, they could work at 80-90% of their
capabilities. Behavioral science concepts like motivation and enhanced productivity
could well be used for such improvements in employee output. Training could be one of
the means used to achieve such improvements through the effective and efficient use of
learning resources.
Training and development has been considered an integral part of any organization
since the industrial revolution era. From training imparted to improve mass production to
now training employees on soft skills and attitudinal change, training industry has come a
long way today. In fact most training companies are expecting the market to double by
the year 2007, which just means that the Indian training industry seems to have come of
age.
Organization and individual should develop and progress simultaneously for the their
survival and attainment of mutual goals. So, every modern management has to develop
the organization through human resource development. Employee training is the most
important sub-system of human resources development. Training is a specialized function
and one of the fundamental operative functions for human resources management.
There are few generalizations about training that can help the practitioner. Training
should be seen as a long term investment in human resources using the equation given
below:
Performance = ability (x) motivation
Background Check can have an impact on both these factors. It can heighten the skills
and abilities of the employees and their motivation by increasing their sense of
commitment and encouraging them to develop and use new skills. It is a powerful tool
that can have a major impact on both employee productivity and morale, if properly used.
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Background Verification is basically concerned with having the right types of people
available as and when required and improving the performance of existing people to
make them to work more effective on their jobs, Manpower management thus starts with
Background check. It is first done by studying three types of Forecasts.
1) The economic needs,
2) The Company sales and expansion forecast
3) The employee market forecast
Such forecast results in the company’s organization plans. A Comparison of these
two namely the forecast and the plans, can result in anticipating the manpower needs.
Background Deals with the management of people in an organization. It is a
management function that helps manager’s recruit, select, train and develops members
for organizations.
Background is related to the promotions and transfers from within the organization to
jobs for which the existing personnel are suitable.
Background deals with the management of people in an organization. It is a
management function that helps managers recruit, selects, Train and develop members
for organizations .It is with the people’s dimensions in organizations.
Background is related to the ‘continuous process of manpower planning, selection,
performance appraisal, salary administration, training and management development and
retention of talented employees.
Thus Background refers to a set of programs, functions and activities, designed and
carried out in order to maximize both employees as well as organizational effect venal
effectiveness. Background is an actuating process, which involves every worker.
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________________________________________________________________________Objectives of Background Check:
The primary objective of Background check of Employees is to ensure availability of a
competent and willing work force to organizations.
Its main objective is to make the organization people oriented.
1. Social objectives
To be ethically and socially responsible to the needs and challenges of the society
while minimizing the negative impact of such demand upon the organization. The failure
of organizations to use there resources for the society’s benefits in ethical way may lead
to restrictions,
2. Organizational Objectives.
To recognize the role of Background in Brining about organization effectiveness.
Background is not an end self. It is only a means to assist the organization with its
primary objectives.
4) Functional Objectives
To maintain the departments contributions at a level appropriate to the organizations
need. Resources are wasted when Background demands.
5) To assist employees in achieving their personal goals, at least insofar as these
goals enhance the individual’s contribution to the organization. Personal
objectives of employees must be met if workers are to be maintained, retained
and motivated.
10 Tips For A Better Criminal Background Check
1. Get Complete Information From Your Applicant. A criminal background check will be based in part on the information provided by the applicant. If necessary information is left out - such as which campus of a state university was
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________________________________________________________________________attended, or the city where they last worked - the turnaround time can be adversely affected.
2. Order An Address History Search. This search serves as the foundation of a thorough criminal background check. By identifying the applicant's residency history, other searches such as County Criminal Records and Driving Records can be conducted in the proper locations.
3. Easy Backgrounds' Address History Search is based on an applicant's Social Security Number and name, so in addition to former addresses, the results will confirm if it is a valid number and the names associated with it.
4. Compare Criminal Background Check Results. Compare the address history provided on the candidate's application with the criminal background check search results. If there are inconsistencies, ask the applicant for an explanation.
5. Include Work Locations. People spend a lot of time at work or in the area of their employer, so consider a County Criminal History search in this area as well if it differs from the applicant's Address History.
6. Credit Checks for Employment. Credit History Reports for employment purposes are different than those obtained for credit-granting purposes. The reports for employers have the individual account numbers screened out or altered (a fraction of it may appear or be substituted). Using a standard credit report for employment purposes is a violation of the FCRA.
6. Obtaining Birth Dates Without Violating The Law. As a potential employer, you can't ask a candidate's date of birth - but you need a date of birth to run a Criminal History Search. One option is to extend the job offer before the criminal background check is ordered, with the offer being contingent on the results of the report. A second option is to have the applicant complete the release form, including date of birth, and seal it in an envelope when the application is submitted. Use it only if you run a criminal background check or employee background check.
7. Get Names of Supervisor and Co-Workers. Human Resource departments will frequently give out only the most basic of information - start and termination dates, title, etc. If you can get the name of a Supervisor or a few co-workers, they are frequently less restrictive in the information they divulge for pre employment screening.
8. Run A Statewide Criminal Search. We don't recommend Statewide Criminal Searches as a sole source of information during a criminal background check, but they are a good way to augment your County Criminal Record Search. If it's available, it's a relatively inexpensive way to cover a broad area.
9. Integrate With Your Applicant Tracking System. If you use an Applicant Tracking System, Easy Backgrounds can be easily integrated so that it will pull all the necessary data to run a criminal background check. No double data entry.
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________________________________________________________________________10. Get With The Times. The Web is how business gets done … quickly. If you're
not using a Web-based criminal background check provider, you're probably waiting longer and spending more for your pre employment screening reports. Give Easy Backgrounds a try.
Why We need the Employee Background Check!!!!
Those two words have been devastating to many businesses — and they could cost you millions of dollars. Negligent hiring is the failure to check the backgrounds of job applicants before you hire them.
When a pizza deliveryman raped a customer, a jury awarded the victim $6 million of the parent company's money. The firm had failed to do a background check which might have disclosed the man's previous sex-offense record.
A trucking company was ordered to compensate a family when several family members were injured in an accident caused by one of its drivers. The amount awarded was many times what it would have been had the company checked the driver's record before hiring him.
Every day people with criminal records, falsified educational credentials, and other serious liabilities are hired by companies who fail to thoroughly check their backgrounds. The result can be acts leading to expensive negligent hiring lawsuits.
Knowing the backgrounds of the people you hire is absolutely essential because a business can be held liable for accidents and crimes committed by its employees To protect your company and minimize risk, get reliable background information about everyone you consider for employment.
Employee Background Check minimizes these problems with its services. You can verify the accuracy and/or completeness of information provided by job applicants — before hiring and training -- and thus reduce the costs incurred by high turnover and reduce your risk of liability.
Employee Background Check Services
General Information Reports Driving Record Reports Workers' Compensation Reports Credit Reports Criminal History Reports Education Verification Reports In-Depth Reports Rush Services
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EmploymentBackgroundCheck services and companies from around the Web. The following companies offer pre-employment screening and background check packages which typically include verification of education and employment, credit reports, driving records, civil records and any other type of information you may need when conducting a search.
Provides pre-employment screening and background checks in the areas of fraud detection and prevention, risk management, debt collection, asset location and identification, information verification, due diligence claims investigations and other permissible purposes.
Texas firm provides companies, individuals and organizations a time sensitive, cost effectivecriminalbackgroundcheckservice.
A pre-employment screening service that provides a full range of public record searches, employment and education verifications and references checks both nationally and abroad.
Provides HR professionals and hiring managers with full service employment background screening products including hand-pulled county criminal background checks, Motor Vehicle Records, and education verification and many other services. Corra has crafted handy screening packages to assist with screening various types of employmentpositions.
DataCheck,A full service pre-employment background screening company providing criminal records, driving records, credit reports, employment/education verifications and more. Nationwide searches, online ordering and retrieval. Visit their website, www.datacheckinc.com and request a free quote online. Background Information Services works closely with companies to develop a hiring screeningprogram.
ESRcheck Employment background screening, with emphasis on legal compliance, Internet access and professional HR assistance. Site contains educational articles, reports and sources on safe hiring.
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________________________________________________________________________SecurityCheck:Security and investigations company which offers employment and drug screening, criminal background checks, private investigations, physical security, bodyguards, and alarm monitoring and installation.
Screening Services is a leading provider of employment background checks, drug testing and physicals.
National online provider of employee background checks and investigative services. They offer pre-employment screening, tenant screening and employment verification, which include credentials check, driving records, criminal checks, sex offender checks, court eviction records, education verification, social security trace and reference checks for human sources and small business owners.
The Background & Network service loss prevention, consulting, investigation and background screening agency.
Employment screening and background check firm provides comprehensive background checks, employment screening and drug testing.
Employment Background Checks: A Jobseeker's Guide
Whether you are hired or promoted for a job may depend on the information revealed in a background check. Job applicants and existing employees as well as volunteers may be asked to submit to background checks. For some jobs, screening is required by federal or state law. The current emphasis on security and safety has dramatically increased the number of employment background checks conducted.
In short, employers are being cautious. At the same time, applicants and employees fear that employers can dig into the past in ways that have nothing to do with the job.
This guide explains the why and how of background checks. It also tells you what can be covered in a background report, your rights under the Fair Credit Reporting Act, and what you can do to prepare. For more information, go to the References section at the end of this guide. The PRC does not perform background checks.
Why Does an Employer Conduct a Background Check: Employers check potential and current workers for several reasons. The things an employer wants to know about you can vary with the kinds of jobs you might seek. Here are a few of the reasons for employment screening.
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________________________________________________________________________ Negligent hiring lawsuits are on the rise. If an employee's actions hurt someone,
the employer may be liable. The threat of liability gives employers reason to be cautious in checking an applicant's past. A bad decision can wreck havoc on a company's budget and reputation as well as ruin the career of the hiring official. Employers no longer feel secure in relying on their instinct as a basis to hire.
Current events have caused an increase in employment screening.
Child abuse and child abductions in the news in recent years have resulted in new laws in almost every state that require criminal background checks for anyone who works with children. The move to protect children through criminal background checks now includes volunteers who serve as coaches for youth sports activities and scout troop leaders.
Terrorist acts of September 11, 2001, have resulted in heightened security and identity-verification strategies by employers. Potential job candidates and long-time employees alike are being examined with a new eye following September 11, 2001.
Corporate executives, officers, and directors now face a degree of scrutiny in both professional and private life unknown before the Enron debacle and other corporate scandals of 2002.
False or inflated information supplied by job applicants is frequently in the news. Some estimates are that 30% to 40% of all job applications and resumes include some false or inflated facts. Such reports make employers wary of accepting anyone's word at face value.
The "information age" itself may be a reason for the increase in employment screening -- the availability of computer databases containing millions of records of personal data. As the cost of searching these sources drops, employers are finding it more feasible to conduct
I don't have anything to hide. Why should I worry!!!
While some people are not concerned about background investigations, others are uncomfortable with the idea of an investigator poking around in their personal history. In-depth background checks could unearth information that is irrelevant, taken out of context, or just plain wrong. A further concern is that the report might include information that is illegal to use for hiring purposes or which comes from questionable sources.
What Is Included in a Background Check!!
Background reports can range from a verification of an applicant's Social Security number to a detailed account of the potential employee's history and acquaintances. Here
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________________________________________________________________________are some of the pieces of information that might be included in a background check. Note that many of these sources are public records created by government agencies.
Driving records Vehicle registration
Credit records Criminal records
Social Security no.
Education records
Court records Workers' compensation
Bankruptcy Character references
Neighbor interviews
Medical records
Property ownership
Military records State licensing records
Drug test records
Past employers Personal references
Incarceration records
Sex offender lists
What Cannot Be in a Background Check Report!!
Bankruptcies after 10 years. Civil suits, civil judgments, and records of arrest, from date of entry, after seven
years. Paid tax liens after seven years. Accounts placed for collection after seven years. Any other negative information (except criminal convictions) after seven years.
Arrest information. Although arrest record information is public record, in California and other states employers cannot seek from any source the arrest record of a potential employee. However, if the arrest resulted in a conviction, or if the applicant is out of jail but pending trial, that information can be used.
In India, an exception exists for the health care industry where any employer who has an interest in hiring a person with access to patients can ask about sex related arrests. And, when an employee may have access to medications, an employer can ask about drug related arrests.
Criminal history. In India , criminal histories or "rap sheets" compiled by law enforcement agencies are not public record. Only certain employers such as public utilities, law enforcement, security guard firms, and child care facilities have access to this information. With the advent of computerized court records
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________________________________________________________________________and arrest information, however, there are private companies that compile virtual "rap sheets."
Workers' compensation. when an employee's claim goes through the becomes public record. An employer may only use this information if an injury might interfere with one's ability to perform required duties. Under the federal Americans with Disabilities Act, employers cannot use medical information or the fact an applicant filed a workers' compensation claim to discriminate against applicants.
In India employers may access workers' compensation records after making an offer of employment. To gain access, employers must register with the and confirm that the records are being accessed for legitimate purposes. Although the agency may not reveal medical information and the employer may not rescind an offer due to a workers' compensation claim employers sometimes discover that applicants have not revealed previous employers where they had filed claims. In such situations, employers often terminate the new hire because it appears they falsified the application
Bankruptcies. Bankruptcies are public record. However, employers cannot discriminate against applicants because they have filed for bankruptcy.
Although these laws should prevent an employer from considering certain information, there is no realistic way for the applicant to determine whether such information will be revealed in a background check. This is particularly true for investigations conducted online where the information obtained from web-based information brokers might not be verified for accuracy or completeness.
For example, if you were arrested but never convicted, a data search could reveal the arrest, but the investigator who compiled the information might not delve further into the public records to determine that you were acquitted or the charges were dropped. Reputable employment screening companies always verify negative information obtained from data base searches against the actual public records filed at the courthouse.
Can an employment application ask about things that should not be reported?
For example, an employment application might ask if you have "ever" been arrested. The consumer reporting agency cannot report an arrest that from date of entry was more than seven years ago. It does not say the employer cannot How to handle such questions on an employment application is of real concern to many people, especially those concerned with a youthful mistake from the distant past.
State employment laws may limit the questions an employer includes on a job application.
Aren't some of my personal records confidential!!!
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________________________________________________________________________The following types of information may be useful for an employer to make a hiring decision. However, under the federal Fair Credit Reporting Act, the employer is required to get your permission before obtaining the records.,"
Education records., transcripts, recommendations, discipline records, and financial information are confidential. A school should not release student records without the authorization of the adult-age student or parent. However, a school may release "directory information," which can include name, address, dates of attendance, degrees earned, and activities, unless the student has given written notice otherwise
Military service records. Under the federal Privacy Act, service records are confidential and can only be released under limited circumstances. Inquiries not authorized by the subject of the records must be made under the Freedom of Information Act. Even without the applicant's consent, the military may release name, rank, salary, duty assignments, awards, and duty status. For more on military records,
Medical records. In many states, medical records are confidential. There are only a few instances when a medical record can be released without your knowledge or authorization. The requires your specific permission for the release of medical records. If employers require physical examinations after they make a job offer, they will have access to the results.
There are other questions such as age, marital status, and certain psychological tests that employers cannot use when interviewing. These issues are beyond the scope of this fact sheet. If you have further questions, contact the resources at the end of this fact sheet. The federal Equal Employment Opportunity Commission and the fair employment agencies in the states handle these issues.
What can my former employer say about me!!
Often a potential employer will contact an applicant's past employers. A former boss can say anything [truthful] about your performance. However, most employers have a policy to only confirm dates of employment, final salary, and other limited information. California law prohibits employers from intentionally interfering with former employees' attempts to find jobs by giving out false or misleading references.
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________________________________________________________________________Under Indian law and the laws of many other states, employees have a right to review their own personnel files and make copies of documents they have signed. If you are a state or federal employee, Jobs such as truck driver positions fall under regulations of the federal Department of Transportation. Employers are required to accurately respond to an inquiry from a prospective employer about whether you took a drug test, refused a drug test, or tested positive in a drug test with the former or current employer.
Who Conducts Background Checks
There are many companies that specialize in employment screening. It is outside the purpose of this fact sheet to identify background checking companies by name. The most important thing to keep in mind is that companies conducting background checks fall into several broad categories. This can range from individuals commonly known as"privateinvestigators," to companies that do nothing but employment screening, and to online data brokers.
Corporations that employ large numbers of people may have an established relationship with a third-party background checking company or may even use an affiliated company for their employment screening. Other background checking companies may work on a less formal basis with employers. There are about several companies that conduct employment screening and thousands others nationwide, including private investigators.
With the information age upon us, it is easy for employers to gather background information themselves. Much of it is computerized, allowing employers to log on to public records and commercial databases directly through dial-up networks or via the Internet. Finding one of these online companies is as easy as using an Internet search engine to find web sites that specialize in "background checks." Employers should beware of companies advertising on the Internet that they can "find everything about anyone." They are not necessarily going to be in strict compliance with federal and state laws, especially the provisions that require accuracy of background check reports.
Do I have a right to know when a background check is requested!!
Increase the disclosure and consent requirements of employers who use "consumer reports." Such reports might consist only of a credit check. More extensive reports might include criminal histories, driving records, and interviews with neighbors, friends and associates.
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________________________________________________________________________To be covered by the , the Federal Trade Commission says that a report must be prepared by an outside company -- a "consumer reporting agency" or business that "for monetary fees, dues, or on a cooperative nonprofit basis, regularly engages in ... assembling ... information on consumers for the purpose of furnishing consumer reports to third parties."
A job offer, or denying a promotion - it must take the following steps, which are explained .
Before the adverse action is taken, the employer must give the applicant a "pre-adverse action disclosure." This includes a copy of the report and an explanation of the consumer's rights under .
After the adverse action is taken, the individual must be given an "adverse action notice." This document must contain the name, address, and phone number of the employment screening company, a statement that this company did not make the adverse decision, rather that the the accuracy or completeness of any of the information in the report.
The federal law has two significant loopholes. First, if the employer does not use a third-party screening company but, rather conducts the background check itself, it is not subject to the notice and consent provisions of the . Second, the employer might tell the rejected applicant that its adverse decision was not based on the contents of the background investigation, but, rather that the job pool was so exceptional that it made its hiring decision based on the fact that there were individuals more qualified than the applicant.
In both of these situations, the applicant would not have the ability to obtain a copy of the background check to find out what negative information it contained. We have learned of situations where the individual remained unemployed for years, not knowing that wrongful criminal records which resulted from identity theft were the reason for the individual's failure to find employment.
Workplace Investigations
This is an investigation conducted by a third-party your employer may hire if the employer suspects you of:
Misconduct relating to your employment. A violation of federal, state or local laws or regulations.
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________________________________________________________________________ A violation of any preexisting written policies of the employer. Noncompliance with the rules of a self-regulatory organization, that, for example,
oversees the securities and commodity futures industry.
It means your employer does not have to give you notice and get your permission to conduct a misconduct investigation. Like other inquiries covered by the FCRA, this only applies if the employer hires an outside party to conduct the investigation.
It also means you will not receive a notice of your rights as others who are subject to a standard employment background check normally would. If, at the end of the investigation, the employer decides to take some action against you, you receive the "adverse action" notice only after the action has been taken.
You will receive only a "summary" of the investigation report, but not the more detailed report that may include sources.
Who will see the investigation report!!
The report may be communicated to:
The employer or its agent. Any federal or state officer, agency or department or any officer, agency or
department of a unit of general local government. Any self-regulatory organization with regulatory authority over the activities of
the employer or the employee. Others, as is otherwise required by law; or A government agency, in accordance with an existing FCRA section that allows a
consumer reporting agency to disclose personal identifying information to a government agency.
Can I dispute the findings
Not under the BG dispute procedure. That is because this new section on workplace misconduct investigations was affected by removing this type of investigation from the definition of "consumer report." Thus, the usual protections that apply to a "consumer report" conducted for employment purposes do not apply to workplace misconduct
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________________________________________________________________________investigations. If you find yourself in this position, you will probably want to seek the advice of an employment law attorney.
Medical records or payments. Residential or tenant history. Check writing history. Employment history. Insurance claims.
For job applicants and employees, this means, starting in January 2005, you may receive a free copy of your "file" maintained by a "nationwide specialty consumer reporting agency" that supplies employers with background checks. Before, you could request a copy of your "file" but would have to pay for it.
Now, companies that provide employment background check reports have to, as a minimum, set up a toll-free number that gives you instructions on how to get the information in your "file." Companies may but are not required to also provide access to the free "file" disclosure through a web site address.
Your "file" is not the same as your "report." The "report" is the document the background screening company gives to your employer. The gives you the right to receive a copy of your "report" directly from the employer," but only if the employer issues an "adverse action" notice. Your "file" is defined in the as ".all of the information [about you] recorded and retained by a consumer reporting agency regardless of how the information is stored." You are entitled to see your "file," whether or not the employer gives the "adverse action" notice.
Investigative Consumer Reports:
The background check that includes interviews with "neighbors, friends, or associates" about your "character, general reputation, personal characteristics, or mode of living" is called an "investigative consumer report."
When information about you is gathered from interviews, the requires a separate disclosure. You are also entitled to know the "nature and scope" of an investigative consumer report, but you have to ask. For more on how the staff interprets the term "investigative consumer report" and other keys topics under the
How to Prepare for a Background Check
When you know you are going to be on the job market, take the following steps to reduce the chances that you and/or the potential employer will be "surprised" by information found in the background check process:
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________________________________________________________________________ Order a copy of your credit report. If there is something you do not recognize
or that you disagree with, dispute the information with the creditor and/or credit bureau before you have to explain it to the interviewer. Another individual's name may appear on your credit report. This happens when someone mistakenly writes down the wrong Social Security number on a credit application causing that name to appear on your file. Or you might be a victim of identity theft.
Check court records. If you have an arrest record or have been involved in court cases, go to the county where this took place and inspect the files. Make sure the information is correct and up to date.
Reporting agencies often report felony convictions when the consumer truly
Check DMV records.
Request a copy of your driving record from the Department of Motor Vehicles, especially if you are applying for a job that involves driving.
Many employers ask on their application if you were ever convicted of a crime. Or they might word the question to ask whether you have ever been convicted of a felony or misdemeanor. Typically, the application says you do not have to divulge a case that was expunged or dismissed, or that was a minor traffic violation.
Do your own background check. If you want to see what an employer's background check might uncover, hire a company that specializes in such reports to conduct one for you. That way, you can discover if the data bases of information vendors contain erroneous or misleading information. (Consult the Yellow Pages under "Investigators.") Or, you can use one of the many online search services to find out what an employer would learn if conducting a background check in this way.
Ask to see a copy of your personnel file from your old job. Even if you do not work there anymore, state law might enable you to see your file. Under you can access your file until at least a year from the last date of employment. And you are allowed to make copies of documents in your file that have your signature on them. You may also want to ask if your former employer has a policy about the release of personnel records. Many companies limit the amount of information they disclose.
Read the fine print carefully. When you sign a job application, you will be asked to sign a consent form if a background check is conducted. Read this statement carefully and ask questions if the authorization statement is not clear. Unfortunately, jobseekers are in an awkward position, since refusing to authorize a background check may jeopardize the chances of getting the job.
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________________________________________________________________________Notice of a background check has to be on a separate form. The only other information this form can include is your authorization and information that identifies you. Neither the notice of a background check nor any other form should ask questions like "race," "sex," "full date of birth," or "maiden name." Such questions violate the federal Equal Employment Opportunity laws. And, you should not be asked to sign any document that waives your right to sue a screening company or the employer for violations of the law.
Tell neighbors and work colleagues, past and present, that they might be asked to provide information about you. This helps avoid suspicion and alerts you to possible problems. In addition, their prior knowledge gives them permission to disclose information to the investigator. Forewarning others speeds up the process and helps you get the job faster.
Request previous background check reports. If you have been the subject of a background check covered by the BG Department, you may be entitled to receive a copy of your "file" from the employment screening company. If you do not know the name of the screening company, ask the employer who requested the check. For more on your right to get a free employment report,
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At PCS, we energetically strive to deliver the best employment options for great companies and the associates we place within them. We serve best and respected companies by sending them the highest-quality individuals for temporary, temp-to-hire and full-time positions.
Companies make Pragathi their first choice for full-time, direct hire, temp-to-hire and temporary employment agencies because we're at the forefront of the ever-changing staffing industry. We meet our clients' needs - precisely, quickly and cost-effectively - with the finest talent.
Young and very experienced - that's probably the best way to describe us !
Pragathi helps companies in searching, selecting and managing the ever-valuable human assets. Formed in 2005, PCS enjoys an enviable reputation for delivering efficient, effective and professional solutions to meet our IT and ITES clients’ diverse recruitment needs. We guide the candidates too about the best opportunities in the marketplace, and constantly advise them in their career progression.
Pragathi Consulting brings valuable experience to benchmark, revise, implement and preach the best practices of recruiting to our clients. We will conduct business and HR process reviews to assess what works and what doesn't within the client's unique corporate environment.
Pragathi Consulting will implement methods to decrease the joining time, reduce the cost-per-hire, and propose tailored solutions to streamline your recruitment process. Our services give you the opportunity to focus your expertise where it counts - on your unique business endeavors. Our goal is to ensure that our clients succeed in meeting their hiring goals with cost-effectiveness in mind.
Our recruitment performance consulting services are designed to help take your company to the next level of recruitment capability. Our recruitment consultants are all senior level recruiters with years of IT and software experience in recruiting, screening, and hiring techniques that produce lasting results in IT sector.
Adopt a "Do what it takes to get the job done”
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PCS is a dream of professional technocrats incorporated in 2005, with an aim to provide customized software solutions of the utmost quality in the shortest of time spans and being the most cost effective. A committed technical and marketing team backs the core group of people having over 50 person-years of experience in the industry.
Our role in unfurling the latest techniques, the quality of our services, our spirit of innovation and our sound management principles have earned us the confidence and trust of an extensive client base. We strive for excellence in:
* Acquiring and in depth understanding of our clients business sectors * Proposing solutions tailored to the specific needs of each client firm * Effectively carrying out the technology transfer * Delivering our services according to deadlines and within budgets
MISSIONTo be agents of change for our clients, facilitating their passage form given condition to a more desired, improved one and by providing information technology solutions to their business needs.
OBJECTIVESTo be recognized and sought out as the best 'agents of change' because of * The soundness of our recommendations * The relevance of our solutions * Our technical expertise * Our uncompromising search for excellence * Our concern of human impacts
Companies make Prahgathi consultancy Services their first choice for full-time, direct hire, temp-to-hire and temporary employment agencies because we're at the forefront of the ever-changing staffing industry. We meet our clients' needs - precisely, quickly and cost-effectively - with the finest talent.Young and very experienced - that's probably the best way to describe us ! Prahgathi consultancy Services helps companies in searching, selecting and managing the ever-valuable human assets. Formed in 2005, Prahgathi consultancy Services enjoys an enviable reputation for delivering efficient, effective and professional solutions to meet our IT and ITES clients’ diverse recruitment needs. We guide the candidates too about
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________________________________________________________________________the best opportunities in the marketplace, and constantly advise them in their career progression.
Services
1. IT and Non- IT job consultancy
2. Education consultants
3. Computer sales and service
4. Digital signature product Prahgathi consultancy Services Consulting brings valuable experience to benchmark, revise, implement and preach the best practices of recruiting to our clients. We will conduct business and HR process reviews to assess what works and what doesn't within the client's unique corporate environment.
Prahgathi consultancy Services Consulting will implement methods to decrease the joining time, reduce the cost-per-hire, and propose tailored solutions to streamline your recruitment process. Our services give you the opportunity to focus your expertise where it counts - on your unique business endeavors. Our goal is to ensure that our clients succeed in meeting their hiring goals with cost-effectiveness in mind.
Our recruitment performance consulting services are designed to help take your company to the next level of recruitment capability. Our recruitment consultants are all senior level recruiters with years of IT and software experience in recruiting, screening, and hiring techniques that produce lasting results in IT sector.
Adopt a "Do what it takes to get the job done” attitude.”
Priority ONE Consulting will work with you assess your company's current recruiting processes and identify methods to decrease cost per hire, time to fill rates, and enhance the screening process to hire people whose skills and talents align with our clients technical and corporate culture goals. We would be helping you to improve both your performance efficiency and effectiveness.
Clients
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________________________________________________________________________Skilled, experienced, high-quality professionals are always at a premium and the competition to acquire such individuals will always be fierce, especially in these booming times. At Prahgathi consultancy Services , we believe that by fostering a positive, professional and attractive culture, we are able to attract these candidates on behalf of our clients.
Relationships are at the core of our business. To successfully match candidates to clients, we believe we have to look at more than a resume.
We prefer for our consultants to meet with clients at their offices. This allows us to gain an insight into a client's working culture, as well as taking a detailed brief about their company and the position they wish to fill.
Our candidates are our product and we want our product to be the best. We attract prospective applicants through advertising, and intensive searching and selection through job portals, and our in-house databases, and will invite only those we judge to be of suitable quality to interact with one of our consultants for private interviews. At this point, our consultants will add a comprehensive report to the candidate's application.
We use self-developed enterprise recruitment software, enabling us to conduct a comprehensive search of our candidate database for the criteria specified by our clients. We also have the latest skills testing software to validate the candidate's proficiency and experience on all the major software technologies. We can assist in managerial aptitude and psychometric tests too.
Only candidates who complete our rigorous selection process will be entered into our records and considered for a specific role or other appropriate appointments. We don't add everyone we meet to our books.
For additional information, prior to interviews, clients are provided with our consultant's initial interview reports. Interviews usually take place at the client's offices, but if required, we are happy for our clients to make use of our offices.
Key Clients:
Skilled, experienced, high-quality professionals are always at a premium and the competition to acquire such individuals will always be fierce, especially in these booming times. At Pragathi, we believe that by fostering a positive, professional and attractive culture, we are able to attract these candidates on behalf of our clients.
Relationships are at the core of our business. To successfully match candidates to clients, we believe we have to look at more than a resume.
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________________________________________________________________________We prefer for our consultants to meet with clients at their offices. This allows us to gain an insight into a client's working culture, as well as taking a detailed brief about their company and the position they wish to fill.
Our candidates are our product and we want our product to be the best. We attract prospective applicants through advertising, and intensive searching and selection through job portals, and our in-house databases, and will invite only those we judge to be of suitable quality to interact with one of our consultants for private interviews. At this point, our consultants will add a comprehensive report to the candidate's application.
We use self developed enterprise recruitment software, enabling us to conduct a comprehensive search of our candidate database for the criteria specified by our clients. We also have the latest skills testing software to validate the candidate's proficiency and experience on all the major software technologies. We can assist in managerial aptitude and psychometric tests too.
Only candidates who complete our rigorous selection process will be entered into our records and considered for a specific role or other appropriate appointments. We don't add everyone we meet to our books.
For additional information, prior to interviews, clients are provided with our consultant's initial interview reports. Interviews usually take place at the client's offices, but if required, we are happy for our clients to make use of our offices.
HR Team:
PCS also had on Excellent HR and Development team of 50+ man power Strength across the world.
About HR Team:
Well Trained Staff of Four Professionals, and 2 of Business unit HR Professional, and another Two for Training and HR operations.
Number of Departments in PCS
1. Technical Department
2. Administration
3. Human Resource
4. Finance& Accounts
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________________________________________________________________________5. Quality Department
6. Sale & Marketing
Organization Chart of PCS
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________________________________________________________________________Human resource has gained a wide acceptance in the industry. The objective of the study
was to access employee satisfaction. This has led to the need for more experienced and
skillful employee where to be trained to meet the organization requirement.
People in an organization are the most productive resource and also the most expensive
organization spends on this resource in order to extract the best contribution out of them.
A small judgment error in rectifying a non retainable employee could lead to decal losses
in terms of time and money spend on his training and job socialization as also initial
losses in terms of job held up due to vacancy in position and other related job being
postponed in today’s fast pace corporate world, time management being important, such
errors are not called for therefore more stress is laid on efficient, effective and potential
worker for the organization corporate world today recruits people directly and prudently
rather simply hire and fire people.
The mobilization of money, the construction of factory building, the purchase and
installation of machines and procurement of materials are the initial measures taken by a
management in the establishment of a company. The recruitment and selection of people
to man and machines and auxiliary services form a part of these initial measures.
Without people to man and plant, the collection of physical resources by itself will not
serve only purpose. The hiring of men and women required is more important than the
marshalling of physical resources in the establishment of the company and the attainment
of its objectives. Note that the hiring of people is confirmed to the initial stages in the
formation of an enterprise. The employment is continuous one and it ends only when the
enterprise eases to exist.
More important, an enterprise grows and diversifies, and so there is great need for men
and women. Recruitment and selection, therefore becomes a specialized function and is
disclosed by the personnel department. In act, employments are one of the foremost
functions of the human resource development.
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________________________________________________________________________Therefore, it is necessary to know about the employment function i.e.,
recruitment, selection, interviews, placing and orientation of personnel’s. HR is the major
inputs for any organization to achieve its objectives. Therefore it’s important for any
organization to spend time and money till the right personnel are found.
Field of study:
This project work was carried out at (Pragathi Consulting Services ) PCS., Bangalore.
Research samples:
IT industry plays a very important role in the economy. The sample was therefore
chosen as it portrays the needs of the researchers.
Research provides an insight into any study top basically evaluate and judge the data or
to find the solution to any given problem a simple is representative of a group or
population that identifies itself as part of it. The sample chosen for this report is M /S
Pragathi Consultancy Services , Bangalore.
Objectives of the study:
Background Verification & analysis are one of major HRM function that helps manager
to keep the skilled members in the organization.
Data Collection:
The data collected contains primary data and secondary data. The primary data
has been collected mainly by interviewing and also observation and audit. Secondary data
has been obtained from published journals, company broachers, books, internet, etc.
Limitations of the Study:
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________________________________________________________________________1. As the project is prepared for academic purpose only, it suffers from the
limitations of time and money, due to which analytical study into all the strategies
adopted by the organization was not possible.
2. The study was completed with in short span of time that was available.
3. The report also suffers from the limitations of exhaustiveness as far as the
information is concerned.
4. All this study is limited to Pragathi Consultancy Services, Bangalore only.
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1. Create awareness about Clients requirements among the employees by
maintaining high level of motivation and focus.
2. Design an effective system & Agency for conducting Employee Background
checks.
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________________________________________________________________________3. More attention is to be paid on the feed back as it gives necessary inputs for the
improvements in the future.
4. Quantify the performance off the employee so recruited.
5. Increase the competence levels among the employees by giving suitable Training
and Development Program.
6. Identify the competencies and behavior pattern to be developed in each individual
by way of performance Appraisals and ratings indicating the level of individual is
above expectation or according to the expectation or bellow the expectation.
7. Provide training to the employees so that they will get better knowledge, skills,
Morale and attitude.
8. Convert Pragathi Consultancy Services (PCS). into a ‘learning and development
organization’ to make it a “GLOBAL PLAYER AND LEADER”.
9. Minimize Unnecessary Utilization of Lightings, Air Conditioner, and Lifts
&Items at which in turn help in cost reduction.
10. Maintaining Harmonious relationship with Employees and Management.
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The Background Check is necessary due to the Following Reasons,
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________________________________________________________________________ The primary objective of Background check of Employees is to ensure
availability of a competent and willing work force to organizations.
Its main objective is to make the organization people oriented.
To be ethically and socially responsible to the needs and challenges of the society
while minimizing the negative impact of such demand upon the organization. The
failure of organizations to use there resources for the society’s benefits in ethical
way may lead to restrictions,
To recognize the role of Background in Bringing about organization
effectiveness. Background is not an end self. It is only a means to assist the
organization with its primary objectives.
To maintain the departments contributions at a level appropriate to the
organizations need. Resources are wasted when Background demands.
.To assist employees in achieving their personal goals, at least insofar as these
goals enhance the individual’s contribution to the organization. Personal
objectives of employees must be met if workers are to be maintained, retained and
motivated.
Those two words have been devastating to many businesses — and they could cost you millions of dollars. Negligent hiring is the failure to check the backgrounds of job applicants before you hire them.A trucking company was ordered to compensate a family when several family members were injured in an accident caused by one of its drivers. The amount awarded was many times what it would have been had the company checked the driver's record before hiring him.
Every day people with criminal records, falsified educational credentials, and other serious liabilities are hired by companies who fail to thoroughly check their backgrounds. The result can be acts leading to expensive negligent hiring lawsuits.
Knowing the backgrounds of the people you hire is absolutely essential because a business can be held liable for accidents and crimes committed by its employees.
To protect your company and minimize risk, get reliable background information about everyone you consider for employment.
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2 Order An Address History Search. 3 Easy Backgrounds' Address History Search is based on an applicant's
Social Security Number and name, so in addition to former addresses, the results will confirm if it is a valid number and the names associated with it.
4 Compare Criminal Background Check Results. Include Work Locations. 5 Credit Checks for Employment.
6 Obtaining Birth Dates Without Violating The Law.
7 Get Names of Supervisor and Co-Workers.
8 Run A Statewide Criminal Search.
9 Integrate With Your Applicant Tracking System.
10 With The Times. In time response from the previous employer.
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