Employee turnover is an inevitable part of any business. While fresh ideas and perspectives can be a great asset, what is the real cost of losing employees and bringing in new staff? There is the obvious monetary cost but there are many more factors to consider.
Background screening potential candidates for employment can be a long and daunting task. “Many of these challenges will be addressed by evolving industry standards that will create greater uniformity in the background screening process,” said Kim Bartkus, Executive Director at HR Open
Standards Consortium. Read more about standards and streamlining the screening process using HR technology in Workforce.com.
Written by: Romuald Restout
A Quick Look into the Past
Towards the end of the 19th century, electrical engineering became one of the core engines of the second industrial revolution. As Nicholas Carr put it, in "The Big Switch," manufacturing energy provided factories "with a decisive advantage over other manufacturers. The company was able to expand the yield and efficiency of its factory. [...] Like other factories of the time, they were as much in the business of manufacturing energy as manufacturing goods". This of course, quickly changed, as power plants started to rise and provide energy at a low-cost to everyone.
An aspect that is often overlooked in that story is that none of this could have happened without the emergence of standards.
Written by: Mike Seidle
A good standard is one everyone uses.
Well, duh, right?
While I was on the board of directors for an international standards consortium (HR Open Standards), the biggest battle has always been getting developers to use the standard. When we did, we got amazing things to happen, like getting 18 states to start providing compliance receipts for job deliveries in just a few months. Like enabling entire marketplaces.
Nearly everyone who I’m aware of who launched an HR Open initiative has finished quickly for a few reasons:
The HR Open Standards Payroll workgroup has been very active in developing standards for a variety of business needs. Our original scope was to focus on transactions between the HRIS as the System of Record and the Payroll System. We've recently decided to expand that focus to handle Distributed System of Record. Many organizations exchange data with internal or 3rd party systems and need to provision/sync those systems throughout the employment life cycle. The following diagram shows one scenario we are considering, where each system is its own System of Record.
|I'm John Kleeman, Chairman of Questionmark, the assessment management systems company. Here is why open specifications and standards like HR-XML save effort when developing software.
Suppose you are responsible for application A, and your customer needs it to integrate with application B. How do you do this?
One option is to build a proprietary interface, where you write code which connects A to B directly.
Sinds 2007 is de SETU in Nederland actief in het op maat maken van de internationale HR-XML standaarden voor gebruik in de Nederlandse branche voor flexibele arbeid. In de bijna vijf jaar is er veel werk verzet: zo is er gestart met de ontwikkeling van standaarden om de aanvraag, de offerte, de plaatsing, het urenbriefje en de factuur digitaal uit te kunnen wisselen. Deze standaarden beschrijven de informatie die uitgewisseld wordt, voor de technische uitwisseling van de informatie wordt gebruik gemaakt van de HR-XML 2.5 standaarden.
Written by: Jasper Roes
Since the start of SETU in 2007, SETU has been active in customizing the international HR-XML standard for use in the flexible staffing industry in the Netherlands. A lot of work has been done in the nearly five years that the SETU exists. Standards were developed to exchange requests for quotes, offers, assignments, timecards, and invoices. These SETU standards define the information that is exchanged, while the technical format for the exchange is the HR-XML 2.5 standards.
Prior to the HR-XML 3.0 Candidate schema, the Cedefop (the European Centre for the Development of Vocational Training) developed its own internal XML schema to store and edit Europass CV using their website CV editor. Starting 2008, they have published free opensource tools such as XML transformation sheet to help cross interoperability with the HR-XML candidate specifications (v2.5 as well as v3.x) based on the Europass CV HR-XML Application Profile document.
What is Europass?