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How to Qualify a Buyer
How to Qualify a Buyer Does your customer or client need to be pre-qualified? I am a licensed Real Estate broker and Loan officer and here is how I did it before becoming a loan officer. No matter the state; math is still math. However, an agent...
How To Touch The Hands Of Greatness
I knocked on the door nervously and waited. Finally a tall young man opened the door and looked at me calmly. He was tired. "Yes?" he asked, expressionless. "Is D-D-D-Dave there?" I stammered. "Sure. Just a minute." Chris disappeared as quickly...
Real Estate Closing Costs Exposed
Closing costs can come as a shock to anyone buying or selling real estate - especially to investors. Here's an explanation of the various expenses you must plan for: Down Payment Most lenders require a down payment of from zero to 20% for a...
Truly Bizarre Taxes: The Tax On Illegal Drugs
One can never underestimate the enthusiasm that politicians have for trying to hunt up tax revenues. The creativity of some politicians can lead to bizarre taxes and unfortunate results.
Taxes on Illegal Drugs
One argument for the...
Why to start business in Ukraine
Ukraine General information Total area: 603,700 sq. km Population: ~48 million Principal cities: Kyiv (Kiev), Donetsk, Zaporizhzhya (Zaporozhye), Dnipropetrovsk (Dnepropetrovsk), Kharkiv (Kharkov), Lviv (Lvov), Odesa (Odessa) Official language:...
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Personnel Records - The Paperwork Nightmare
Companies face difficult daily document challenges in their Human Resources or Personnel Departments. Many documents must be retained from a prospective employee's first contact until well after the employee's last date of employment. The amount of paper can be voluminous for long-term employees. Computerized HR systems provide only part of the answer.
A Human Resources document management solution must include the ability to electronically store and access all employee records, including those created internally, those received from outside the company and those requiring a signature.
A look at the "employee life cycle" gives us insight to these documents. During the pre-hire phase, documents received from outside include resumes, background checks and results of drug tests. Application forms must be filled-out and signed by the prospective employee. A copy of the offer letter, counteroffer correspondence and contract, if appropriate, are internally generated. Finally, a signed acceptance letter and/or contract must be maintained in file. During the hiring phase W-4, Beneficiary Designation and other signed forms are received.
During employment, documents generated include performance appraisals and contract renewals. Both require a signed copy be retained. Any comments or corrections also must captured, not just numerical scores or ratings. Other documents include lifestyle changes as
they affect benefits and taxes, performance improvement plans and training records. Some companies require all training tests must be retained, not just the score.
Post-employment, Human Resources must verify that benefits are distributed properly. And that information may reside on signed forms over 40 years old!
Multiple company locations make the problem more complex. How do HR managers at one location access employee records at another?
Computerized HR systems may be fine for production of routine HR documents and reports. But while most lack the ability to address electronic storage of externally generated or signed documents, there are document management solutions that complement the HR systems. Resumes can be key word searched to identify specific skills or qualifications. Employee training records can be searched to identify candidates for promotions. Copies of annual reports, appraisal forms, policy and procedure manuals and other documents can be electronically distributed to employees. Critical documents can be safeguarded, protected from disaster. Access can monitored and tracked. The ability to share information quickly and securely is created. And the savings in time and money are both instant and ongoing.
About the Author
Mr. Bleiberg has over 25 years of experience in the planning and implementation of Disaster Recovery and Vital Records Protection programs.
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