Public health authorities, medical facilities, and healthcare professionals all over the world are stretched to their limits to contain the novel Coronavirus (COVID-19) pandemic. But it isn’t just the healthcare sector that alone can stop the spread of COVID-19. Businesses, non-profits, media houses, and other organizations also need to rise to the occasion.
Organizations need to plan and implement various workplace controls to contain the pandemic if COVID-19 has not arrived in the communities where they have their offices, factories, etc. or when they prepare for the eventual return of employees to the workplace.
Pre-employment background checks and drug tests are not signs of mistrust or invasion of an individual’s privacy. These are crucial components of modern-day hiring processes, designed to identify the best talent and protect an organization from the risks that come with unreliable workers.
Most companies run background checks and perform applicant drug testing to avoid hiring candidates who may pose a threat to others in the workplace or become a liability at some point in time.
Here in this post, we will discuss why employers cannot afford to ignore pre-employment background checks and drug screening.
We understand that SMB organizations might not have a lot of money or resources to spare for an elaborate change management process. But let us just break it down and understand what is required and why for a successful SuccessFactors Implementation.
Most of the SMB organizations have seen rapid growth in some form or the other. The growth could be in the diversity of the workforce in regards to the country, types of jobs they do, region, or even geography. That is why many SMBs have a very diverse culture and a dynamic approach, unlike larger organizations, where a lot of work goes into creating a unique work and company culture.
Please pay attention to the fact that SAP SuccessFactors is not old ERP solution where Business Process Reengineering (BPR) was a term which was very frequently used and a lot of time and effort used to be spent on that by every organization to mold the ERP solution to behave as a customized solution to mimic your existing business processes. To read more on the difference between “Business Process Standardization” vs. “BPR”, please check our website.
SuccessFactors SAP implementations just like HR transformation is a journey, not a destination, and the start and end, unfortunately, doesn’t happen with the beginning and end of the project implementation.
You start preparing for a SuccessFactors project immediately after you sign the contract with SAP.
When Sabya Mitra founded SAP partner Renew HR in 2016, he knew he wanted to focus the business on SMB clients and on cloud solutions since the two seemed a perfect match.
“I always thought the large enterprises have the money to get the best solutions they want, but because they didn’t have the resources to get a world-class solution, SMBs always needed to sacrifice. Cloud helped them reach there; it has leveled the playing field,” Mitra said.