Table of Contents

Chapter No. Particulars Certificate from the Organization Certificate from the College Student Declaration Guide Certificate Acknowledgement Introduction to HRM Introduction to Background Check Company Profile Grade Structure Research Methodology Data Analysis Findings From the Study Suggestions and Recommendations CONCLUSIONS BIBLIOGRAPHY ANNEXURE & QUESTIONIRIES Page No.

1 2 3 4 5 6 7 8 9 10 11

08 14 31 41 44 48 71 73 75 78 80

Introduction to HRM
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 Smiths 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. 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 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 Nature of Human Resource Management

Prospects of HRM

Employee hiring

Industrial Relations

Human Resource Management

Employee and executive Remuneration

Employee Maintenance

Employee Motivation

BACKGROUND SCENARIO 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.

Introduction to Background Check

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 companys 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 managers 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 peoples 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. 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 societys 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 individuals 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 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. 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

EmploymentBackgroundCheck services and companies from around the Web. The following companies offer preemployment 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 employment positions.

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, [Link] 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.

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.

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. Indepth 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 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 Social Security Education Credit records Court records Criminal records Workers'

no. Bankruptcy Property ownership

records Character references

compensation Neighbor interviews Medical records Drug test records Sex offender lists

Military records State licensing records Incarceration records

Past employers Personal references

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 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!!! 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. 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. 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 "preadverse 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 thirdparty 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. 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 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:

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.

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,

Company Profile

Research and Methodology

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 todays 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. Therefore, it is necessary to know about the employment function i.e., recruitment, selection, interviews, placing and orientation of personnels. HR is the major inputs for any organization to achieve its objectives. Therefore its 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.