Process | Employee Administration |
Goal | Administering employee data and arranging required registrations. |
What this means for you | As soon as an employee gets hired by RSM, his/her data is administered in the payroll system, but also with several third parties of RSM in order to provide the employee with services or legally required employment conditions. Amongst others, this means data will be provided to the company doctor and the pension insurance provider, and upon permission also to the IND, RSM Intranet, or the business card provider. |
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Process | Performance Management |
Goal | Assessing individual employee performance as a basis for decisions regarding compensation, development and future career plans. |
What this means for you | On an annual basis, the performance of every employee is assessed against individual goals set annually and documented. The result of the annual appraisal process is discussed with the employee and determines a potential salary review or bonus. In addition, training and development opportunities may be identified and future career plans mapped out and agreed with the employee. |
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Process | Training & Development |
Goal | To ensure the employee acquires the necessary skills, knowledge and competencies to continue to be successful in their current position as well as in future. |
What this means for you | Data from an employee will be required to administer training and development requests and evaluate impact. This data may need to be shared with external training providers for logistical reasons. |
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Process | Payroll Administration |
Goal | Calculating and paying an employee’s salary and any expense claims. |
What this means for you | On the basis of the employee contract, a RSM employee is entitled to a salary. Whenever he/she makes expenses on behalf of RSM (optionally using a RSM issued creditcard), or to improve his/her employment conditions (e.g. computer glasses), RSM needs data in order to compensate the employee for those expenses. Also, data is required to apply for a specific tax ruling and for example for calculation of the commuting allowance. |
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Process | Illness & Leave Administration |
Goal | Administering leave or absence due to illness |
What this means for you | Employees are required to notify HR of leave due to holiday or illness related absence, through the RSM Employee Portal. In the case of special leave or long term illness, additional data may be required to comply with legal requirements. |
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Process | Recruitment & Selection |
Goal | Recruiting and selecting new employees to fulfil vacancies. |
What this means for you | Upon application, an applicant provides RSM with data in order to be eligible to start the recruiting process. This process may include a CV review, interviews, as well as an assessment. |
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Process | Employee Engagement Surveys |
Goal | Assessing employee engagement and satisfaction and obtaining feedback from employees for organizational improvement purposes |
What this means for you | On a regular basis, employees may be invited to complete voluntary and anonymous employee engagement surveys. Data will be processed with confidentiality to ensure that none of the results can be traced back to any individual employee. |