It is common that staff referrals play an important role in hiring decisions as employers usually assume that the people we recommend tend to possess similar professional capabilities.
The key for any company, though, is to determine whether the applicant’s value system is a cultural match. Hiring someone with differing values often leads to more tension and conflict in the workplace.
Most companies tend to only focus energies on handling the threats to their reputations when they have already happened. This is crisis management and not risk management. To proactively manage reputational risks, assessing existing and potential threats to their companies’ reputations is crucial.
Early detection of financial misappropriations or misconduct arising from employees’ actions allows the employer to pursue preferred course of action and rectify the situation. Depending on the type and extent of misdeeds, some companies might give priority to reach resolution internally, as they do not want their companies to be mired with adverse publicity.
Even a company with sky-high retention rates will see employees leave; that is the nature of business. But do not let anyone walk out the door without one last structured opportunity to share feedback.
With a neutral person to administer the exit interview, it could help employers to understand the underlying reasons for leaving. It is not surprising that such conversational interface can help identify areas that the company should urgently review in order to improve overall employee satisfaction.
The responsibility of complying with the Personal Data Protection Act remains with the organization and does fall solely on appointed data protection officer.
Routine verification could prevent reckless unauthorized use of personal data for a wrongful gain or a wrongful loss to any person.
