Employee Information

I’d say that the first thing you need to do to is make sure that your team knows the cost that they as individuals and you as a company feel when data is input without care. If they don’t understand the real problem with bad data, they might not be invested in being part of the solution.This also means that you have to really understand what the cause of your ‘dirty data’ is. You have to undergo a thorough evaluation of where the problem is coming from and what steps you need to take to clean your data. Once you have a plan in place, you can generate buy-in by making clear your reps’ responsibility to keep their data clean, incentivizing clean data with rewards, or disincentivizing dirty data with punishment (Carrot or stick is your call!).Once you’ve identified the problem, got buy-in from your team, and are ready to implement a solution, here’s some advice you can follow.There is more detail in this article —> Dirty Data in your CRM? What's the real cost?, but this will give the highlights of how to have your team keep your data clean.One thing to note is that fraudulent data can be caused by humans and/or bots, so different causes will mean different solutions. If your team is creating fraudulent data to meet metrics, you have a bigger problem on your hands.Either way, as you work to detect fraud and dirty data, bots will get more intelligent and beat your systems until you outsmart them again, and the cycle continues. The human error that causes accidental dirty data will always be an issue, but there are several ways to drastically reduce the impact of dirty data on your business.1. Start With The Data You HaveUndergo an extensive scrub of your data. This will require an investment in time, headcount, and software, but getting your existing data as accurate as possible will help establish a quality baseline for the data that continues to stream in. Making clear the responsibility of your teams to keep the data clean from this point forward is key to long-term success.2. Implement A Data Quality ProgramIdentify the roles or programs you need to have in place in order to better find and filter fraudulent data; consistently scrub existing data; and house data safely. This part will likely require some help from your IT department, or from an outside consultant. Individuals on your team with these responsibilities have to understand their importance and be held accountable for egregiously bad data.3. Consider UX FixesRun through your customer-facing offers and forms to identify potential problem areas for accidental dirty data. Partner with UX experts to find ways to improve the customer experience and make it more difficult for users to commit errors.4. Make Data A PriorityUnless our titles have the term in them, most of us don’t think of our roles as data-oriented. But the truth is that anyone who works in sales is in a data-facing role. Get your whole team on board with the importance of making accurate data a fiscal and scheduling priority.Hope those thoughts give you some insight on how to get your team to recognize the importance of keeping data clean! Thanks to Karri Bishop for the original insights!

Aahaan!!!! Onboarding recently in trend how can we forget that.Now come to the point here we go with the best Company which provides best Onboarding !!!!Noida based startupCapabiliti Learning Management System - Qustn Technologies  which owned and operate software as a service ( SaaS) based training, recruitment and onboarding platform for remote users, Capabiliti.  It provides 90 days onboarding Programme Just a click away from the Video... here it is..Capabiliti is a self-service platform to recruit, on board, train and assess remote users across any geography over any device. The platform is available across mobile and web for any organization. It has clients like Airtel, IndusTowers, Shopclues. Some interesting and unique experiences  you may get below.... Giftxoxo.com , a gifting platform announces the launch of its Android app, Frogo. With Frogo, the company takes its curated, exclusive experiences to a mass consumer market. Using this newly launched app, users can discover and book interesting activities in the cityscape and travel destinations."With Frogo, we take the excitement of novel and enriching experiences on the mobile platform. Whenever one is looking for an exciting thing to do, Frogo is the only destination they will need to turn to.Download & Register on Frogo App:http://bit.ly/FrogoThe Vouchers will be delivered in-app within 7 days & get ready for more surprises coming your way!

I was hired for a contract at the Municipal Giro. The Giro required us to have accounts there to facilitate payment. No problem, so I opened a new Giro account. About four weeks later I got my first statement.Somehow there was an amount of 43,000 on it, over and above the amount I was to be paid. For 30 seconds I allowed myself to fantasise. I then reported it to my immediate superior, who directed me to the chief cashier. He said thanks, called a colleague, and the error was corrected. Turned out it was an IT error. I was there to program and build in the country’s first ATMs, so I was also part of the IT team. Together we traced and fixed the fault.Fast forward a half year. I had been asked to join the Giro in full employment, rather than on a contract basis. I did so, gladly. The ATM project had developed quickly, and now I was testing the software and tweaking it to make it more secure from abuse (again, so tempting to build in a private ‘back door’). Actually, I did figure out ways to defraud the system, then built in safeguards to prevent it.Time to live-test the machines. This had to happen outside banking hours, for obvious reasons; however, I couldn’t thoroughly test all the machine systems unless it had money in it, so I asked the chief cashier if I could have a few notes of each value, to load the feeder.He told me to come back just before closing time. He would give me some cash, which I would lock in my desk while I got a bite to eat. Once the building was secure and empty except for security (two guys in the cellar), I could retrieve the cash, put it in the machine, run several tests, then return the money to the cashier’s location before going home for the night.So the first evening of testing approached. I went to the chief cashier for some notes. He handed me two large wads totalling about 35,000! He also gave me the key to the main ‘ready-cash’ safe, explaining he had locked the safe with the key, but not with the combination, so when I replaced the money in the safe, I was to lock it with the key, then give the combination lock a spin. Then he put on his coat and went home!After an evening of testing and making notes on tweaks to program the next day, I went and opened the safe, to return the money. There was a huge pile of money in that safe!! I mean MASSIVE! I replaced the pile I had been lent and stood back a little, admiring the vast fortune in front of me for twenty seconds or so. I closed the safe, turned the key, returned the key to the top drawer of the cashier’s desk, then… spun the lock. Then I allowed myself to breathe, lol!The trust I was given — and never abused — was worth a lot more to my life than what I could have done with the maybe half-a-million that was in the safe. Oh, and on leaving the building to go home, the security guards (who became friends), never wanted to check me out, nor look in my briefcase.OK, so I’ve just given myself a pat on the back, but the point is that being honest and trustworthy — and being trusted — is so much more valuable than any money that can be gained illegitimately.P.S. Wow! Thanks for all the upvotes. I guess that supports the idea that honesty is indeed the best policy — it’s certainly the most rewarding.

How my employees can make a first impression:Know where to report. You don’t know how many times I have had an employee show up late the first day because they never bothered to read the email we sent telling them where to show up the first day. This is especially important in large facilities or places where the interview took place at a different location than the place you are working (no one at the other location will know where you need to be - they don’t even work in the same building).Be early. Not on time - early. Showing up right on the dot shows me you’ll be a problem employee who ‘works to the rule’ and expects their day to always be 9 - 5. These people grumble about leaving at 5:05 and complain the loudest about not being compensated for those five minutes.Bring your lunch. Sure, there might be a cafeteria in the building, but do you want to find out your first day on the job that you can’t afford the food and have to settle for an overpriced bag of chips and bottle of water because you don’t have enough money for a ‘real’ lunch? And you won’t be late getting back from lunch because the cafeteria line was too long.Bring a bottle or cup for water - you’ll need something to get your drink in and don’t want to have to purchase a $2 bottle of water from the drink machine so you’ll have a container to use for water and not have to leave your desk every few minutes to go drink from the water fountain.Be ready to ask questions. I’ve done my job for many years, so I forget that other people aren’t familiar with things like I am, so I sometimes forget to mention things I consider ‘old hat.’ Be sure to ask where the bathroom is - you don’t want to find out it is really far away when you need it in a hurry.Make notes - even of the petty things. My first day in my current job, my predecessor whisked me around the building but I couldn’t recall where the copier room was. I had to ask someone where it was located and felt embarrassed that I hadn’t made a note of the location when she rushed me through the tour of the building.Don’t be afraid to read things back to your boss. If you are not sure if you have it right, say, “So, making sure i got this right, this is how we double check the payroll.” Better safe than sorry.Dress appropriately. Find out the dress code before your first day. You don’t want to be the only person without a tie.Do what you can in advance. I’ve had employees who were sent the paperwork for payroll and benefits in advance, then they show up the first day and expect to fill it all out during their payroll visit. Fill out whatever you can in advance - the payroll person has too much to do to sit and watch you fill out your beneficiary form while you try to remember your kids’ social security numbers.Don’t bring any ‘homey touches’ from home - until later. You may not have a desk yet and you’ll have to lug around your framed diploma and photos of your family because you’re sharing a desk with the person you replace until their final day of work.Bring a blue ink pen. You’ll have it if you need it, so you don’t have to pester your boss for a pen to get right to work.Be ready to get right to work. There may be a bunch of HR paperwork to fill out, but there might also be a backlog of work that you can at least sort through your first day so it is ready for when you have access to the computer programs you’ll use.Turn off your cellphone and only check it while you are on your break. So many times a new employee will interrupt training because their friends are checking to see how their first day at work is going. So just turn off the phone to avoid interruptions - your friends and family will understand if you get back to them later.Do more listening than talking. I’ve had new employees tell me their life stories or spill their guts about how long they have been unemployed. This information is best shared in little pieces after you get to know your co-workers and know who can and who cannot be trusted with your personal information.

It has been a “number” of years since my first day at Boeing, but I think my suggestions may still have some value. First of all, understand that The Boeing Company is a gigantic enterprise, but that it functions somewhat like a large university. There are common policies and procedures, particularly in the human resources area, but the various companies and divisions that make up the larger entity also have what one might call “personalities” of their own. Your very first day, indeed several days, likely will be taken up with administrative matters — filling out paperwork (not usually on paper anymore), making decisions about paycheck deductions, additional benefits you may be entitled to, and issues related to your specific work unit. For example, if your job requires a specific type of government security clearance that you do not yet possess, you will likely start work on getting it. Ask before you go in for your first day what specific paperwork to bring with you — ID, social security information, etc. During these first few days, patience is required because, although you may be itching to go bend some metal, or pour some resin, or design some parts or turn some wrenches, it’s likely to be awhile before you get to that point.After the initial paperwork, there are likely to be some, perhaps several, indoctrination courses that will differ depending on the type of work you will be doing. These will normally include briefings on ethics and behavior expectations and will then diverge signNowly for folks headed for factory floors, design and administrative offices.The best advice I can give to a new employee is to be in an “ears-wide-open” mode. Take it all in and ask questions right up front if you don’t understand something, whether it’s how to properly fill out a payroll form or what to expect when your work is evaluated. Get to know the specific human resources people for your department. There will be almost no area they cannot help you in. Most importantly, just soak it all in. Take notes if they help you, ask questions and get comfortable with the basics of being an employee. Then you’ll be ready to go create, design, build and sell the next generation of aerospace innovation.

Be 18 years old or more.Have no felony convictions, misdemeanor domestic violence convictions or restraining orders. Dont be a drug addict, dont have been involuntarily committed to a psych hospital, dont have a dishonorable discharge from the Military, walk into a gun shop, pick out the one you want, fill out the Federal Background Check Form #4473, wait 15 min or so, hand over the cash, walk out

Leo Tolstoy's Anna Karenina Principle states, "Happy families are all alike, but every unhappy family is unhappy in its own way." He saw that unhappy families were each doomed by unique problems of their own making, while happy families were those who steered clear of such problems.The corporate world suffers from the reverse of the Anna Karenina Principle. Successful companies each seem to invent their own unique paths to success. But failing companies follow predictable death spirals that have been followed by many other companies preceding them.Often these "sinking ship" companies can seem to be doing just fine, especially to employees who don't have the experience to recognize the obvious signs. This is handy guide of what to look out for.If you work at a big company, look for:New opportunities are evaluated and shot down based on their impact to the old legacy businesses. (See The Innovator's Dilemma).Managers are paid for making quarterly and annual targets, so they avoid investments that pay off in the future since they detract from their bonus numbers. As the business declines, they simply negotiate lower bonus targets each year.You benchmark your performance against your direct, legacy competitors instead of the new disruptive entrants in your market. You think you are doing well vs. your competitors without being aware that you are competing in the equivalents of the Seniors Tour.Mediocre employees are not fired since their managers know they can't recruit better ones anyway.When asked "why do you like working here?" your employees talk about the dental plan.Your managers roll their eyes when you point out that how new technologies like Apple Watches, Twitter, and Amazon Web Services will impact your business. They call them "toys" and say, "our customers will never trust their businesses to those!"Your co-workers use Blackberries from 2009. They say, "I already know how to use it, and I don't need that distracting new stuff."You spend the first week of the quarter talking about long-term strategic planning. You then forget about it and spend the next twelve weeks scrambling to make the quarter.Instead of firing bad leaders, you create cross-functional committees to solve the problems those bad leaders created. When those problems persist, you disband the committees and bring in consultants to solve the problems the bad leaders (then the committees) created.All conversations about new grown end with reluctant middle management saying, "only if you give me more budget!" The budget never comes, and you all go back to what you were doing.You integrate acquired companies so quickly that you destroy their businesses and their best people leave.Or, instead of integrating the acquired companies, you keep them as independent business units and get no synergies. You integrate them in a hurry a year later during a cost-cutting exercise. The best people leave.Your CFO spends 5% of her time talking about innovation and revenue growth and 95% talking about cutting costs. She says, "that's my role here."The HR department thinks their job is administration, compliance, and keeping employees from suing, not ensuring the company wins in the market by having the best team.To pay $9.99 for an Evernote subscription, you need to wait a year for the "Information Technology Steering Committee" to approve Evernote as a vendor.You have a Chief Strategy Officer. People say, "I don't know what he does all day." He disappears and is not replaced.You don't target the best companies and try to hire their best people. Instead, you put three-page job descriptions on your website and wait for candidates to find them, fill out a form, and apply.People argue over offices. They all use the same excuse: "I'm on the phone a lot."You launch "innovation projects." When it looks like you'll miss earnings by a penny a share a few quarters later, those projects are cut. After those risky but innovative projects are cancelled, the people working on them are laid off, getting richly punished for their risk taking. No one ever signs up for an "innovation project" again."Succession planning" has become a euphemism for, "when the boss quits, just promote someone on her team so we don't need to pay for a search."You have five CEOs in five years. The board then announces the company is getting broken up and sold. They act like that was the plan all along, then lay off you and half of your co-workers.You ask your laid-off co-workers why they joined the company in the first place. Their answer: "job security."If you work at a startup:You never hear how much cash you have in the bank or hear what was discussed in the board meeting. When you ask questions, your executives say, "I need you to stay focused on your work."When you get your stock option offer, no one will tell you how many shares are outstanding or that the last round of funding came with a 5x liquidation preference.People never talk, coordinate, or even leave their desk because they "hate meeetings." (They actually hate each other).You "rehearse" for board meetings and spend a week on board meeting slideshows that are prettier than your customer slides.You have more MBAs on the team than engineers. They all do "business development" since sales is beneath them.You have a Chief Strategy Officer. No one knows what he does. He disappears one day and is not replaced.Your CTO just came out of a PhD program and wants to "commercialize his research."You have a raucous launch party that is attended by no customers, only your friends.When the product doesn't sell, you complain about how the customers "just don't get it" and aren't "visionary."You've fired three VPs of Sales because each one told you, "the customers don't want the product."Your CEO has a "great" customer meeting that he says is sure to lead to a closed deal before the quarter ends this Friday. All he needs to do is meet with procurement, negotiate price, win the deal, agrees on terms, write up up contracts, negotiate them, sign them, and invoice the customer. The deal closes 175 days later.You add features because board members want them. Your CEO calls himself a "visionary" in his bio.The CEO keeps everything secret because, "that is how Apple does it."The CEO approves all of the design decisions because, "that is how Apple does it."The technical co-founder is a bad manager so agrees to hire a VP of Engineering to replace him. He thinks that VP will report to him since he is the "visionary'".Your site is going to be ad-supported, and you have 1500 users.You get free lunch but have no customers.Your free lunch is taken away.Your boss renegotiates your salary and asks you, "how much do you really need to live on?"He offers you more stock options. He still doesn't tell you how many shares are outstanding.You get laid off and become a creditor to the company because they didn't reimburse your last five expense reports.The liquidation yields five Aeron chairs and a Nespresso machine, and Ashton Kutcher's stock is senior to yours.

Employee profile printouts are detailed documents that summarize an employee's information, role, and contributions. These printouts can enhance HR processes by providing quick access to essential data. Additionally, they help in streamlining onboarding and performance evaluations.

With airSlate SignNow, you can easily create customized employee profile printouts using templates that can be tailored to your organization's needs. The platform allows users to integrate existing data seamlessly, ensuring that all relevant employee information is captured accurately. This simplifies the management of employee records and reduces administrative overhead.

Yes, there is a subscription cost associated with using airSlate SignNow, which provides access to a range of features including employee profile printouts. Pricing varies depending on the plan you choose, with options tailored for small businesses to large enterprises. This cost-effective solution allows you to benefit from streamlined document management without breaking the bank.

Absolutely! airSlate SignNow supports integration with various HR systems, allowing you to pull data directly into your employee profile printouts. This integration helps maintain consistency and reduces the need for manual entry, ensuring that your documents are always up-to-date with the most current information.

Yes, employee profile printouts generated through airSlate SignNow are highly customizable. You can adjust the layout, add or remove sections, and incorporate your company's branding to create a document that meets your specific requirements. This customization ensures that your printouts align with your organizational style and needs.

airSlate SignNow takes the security of your employee profile printouts seriously. The platform uses encryption for data in transit and at rest, ensuring that sensitive employee information is protected. Additionally, access controls can be implemented to limit who can view or edit these printouts, enhancing security.

Sharing employee profile printouts is simple with airSlate SignNow. You can send these printouts electronically via email or share them directly through the platform with designated team members. This feature enhances collaboration and ensures that everyone who needs access to the information can obtain it easily.