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Creating a culture of trust and collaboration through strong industrial relations practices.

The Importance of Effective Industrial Relations Practices for a Productive and Harmonious Workplace.
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Industrial Relations

Our Focus

Thibstas Talent’s Industrial Relations page explains the importance of maintaining positive relationships between employers and employees in the workplace. 

The page highlights the key components of industrial relations, such as communication, negotiation, conflict resolution, and compliance with laws and regulations. It emphasizes the benefits of effective industrial relations practices, such as increased productivity, reduced turnover, and improved employee satisfaction. 

Thibstas Talent’s Industrial Relations page provides valuable information for employers and employees alike, offering insights and guidance on how to create a harmonious and productive workplace environment through effective industrial relations practices.

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Why Thibstas Talent For Industrial Relation? 

Reduced risk of liability

Employee background verification can help to reduce the risk of liability for the organization by ensuring that job candidates do not have a criminal history or a history of misconduct that could pose a risk to the company or its employees.

Increased trust and credibility

Employee background verification can help to increase trust and credibility between the organization and its stakeholders, including customers, employees, and investors. It demonstrates that the organization is committed to hiring qualified and trustworthy candidates.

Improved hiring decisions

Employee background verification can help to improve the quality of hiring decisions by ensuring that job candidates have the required qualifications and experience for the job. This can help to reduce turnover and improve overall job performance, ultimately leading to a more productive and successful organization.

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What We Do

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However, in general, employee background verification typically involves checking an individual’s employment history, education, criminal record, and other relevant information to ensure that they are qualified and suitable for the job they are applying for.

If you are an employer seeking to conduct employee background verification, you may want to consider the following steps

 
Before conducting any background check, you must obtain the employee's written consent to do so.

Obtain written consent from the employee

Before conducting any background check, you must obtain the employee’s written consent to do so.
Identify the specific background checks you need to conduct based on the job requirements and relevant laws and regulations.

Determine which background checks are necessary

Identify the specific background checks you need to conduct based on the job requirements and relevant laws and regulations.
Perform the necessary checks, which may include employment verification, education verification, criminal record checks, credit history checks, and reference checks.

Conduct the background checks

Perform the necessary checks, which may include employment verification, education verification, criminal record checks, credit history checks, and reference checks.
Once you have obtained the results of the background checks, review them carefully to determine if the employee meets the requirements for the job.

Review the results

Once you have obtained the results of the background checks, review them carefully to determine if the employee meets the requirements for the job.
Based on the results of the background checks, make a hiring decision. If the results raise concerns, you may need to conduct further investigation or consider another candidate.

Make a hiring decision

Based on the results of the background checks, make a hiring decision. If the results raise concerns, you may need to conduct further investigation or consider another candidate.

It’s important to ensure that your background check process complies with all relevant laws and regulations, including those related to privacy and discrimination. You may want to consult with legal counsel to ensure that your process is legally sound.

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Key points

Case Studies for Industrial Relation 

Case Study 1: Failed Employee Background Check for Sensitive Position

A large company hired a new employee for a position that involved handling sensitive customer data. The employee passed the initial background check and was hired. However, a few months later, the company discovered that the employee had a criminal record and had falsified their educational qualifications. The company terminated the employee immediately and took steps to prevent a similar incident from happening in the future.

  • Conducting criminal record checks and verifying education history can help identify potential risks and prevent hiring mistakes.
  • Regular background checks can help ensure that employees continue to meet the requirements of their position and remain in compliance with company policies.
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Case Study 2: Consequences of Hiring Based on False Claims

A small startup company hired a new employee who claimed to have several years of experience working in a particular field. However, when the company conducted a background check, they discovered that the employee had lied about their work experience and did not have the necessary skills to perform the job. As a result, the company had to terminate the employee and start the hiring process again.

  • Verifying employment history is essential to ensure that the candidate has the necessary skills and experience for the job.
  • Background checks can help prevent costly hiring mistakes and protect the organization from potential legal issues.

 

FAQ’s for Industrial Relation

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