USCIS is proposing revisions to Form I-9 to collect additional applicant information such as email and phone number as well as foreign passport details. ASA commented to confirm that staffing firms can continue completing Form I-9 when a candidate joins their roster rather than when work begins. Research shows that high quality relationships between HR and business leaders leads to improved employee performance, retention, revenue and profits. However, most HR-business leader relationships are ineffective with only 34% of managers rating HR as effective partners.

1. IN THIS ISSUE
TBey & Associates HR USCIS Working on Proposed
Revisions to Form I-9
Consulting & Staffing, Inc.
TBey Recommended
June 2012 Edition Reading
The Quality of Relationships
Drives Business Results
USCIS Working on Proposed Revisions
TBey Quote
to Form I-9
Contact Us
U.S. Citizenship and Immigration Services has collated public
comments on proposed revisions to its Form I-9, which employers must We Are Hiring!!!
use to verify an employee's identity and to establish that the employee
is eligible to work in the U.S. Testimonial
We Are
According to USCIS, the intent behind the changes is to include
"expanded Form I-9 instructions and a revised layout; new, optional Hiring!!!
data fields to collect the employee's e-mail address and telephone
number; and new data fields to collect the foreign passport number and
country of issuance,"
Because of ambiguity with respect to several proposed language
changes, ASA submitted comments to confirm that staffing firms can
continue to complete the Form I-9 at the time a candidate consents to
be included in the staffing firms’ roster of temporary employees,
irrespective of the time the individual actually begins work.
--ASA Staffing Success Magazine, May June 2012
Staffing Recruiter
General
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The Quality of Relationships Drives tbeyaassoc.com
Business Results
Years of research on HR business partners' effectiveness Testimonial
sheds light on what it will take to realize the potential of the
model. Workforce Solutions Greater
Dallas,

2. As a recruiter of TBey &
Some research, such as HR at the Executive Table: Linking Associates, I would like to
People Strategy to Business Outcomes by personally thank the staff of
CapgeminiConsulting reveals positive assessments. In the 2011 Workforce Solutions as a
global survey of 307 HR executives working in companies of whole and specifically the
varying sizes with an HR business partner model, 80 percent consultant, Ron Yun, of the
agreed that the model helps HR act as a partner to the Garland Center. Prior to
business. arriving, Ron made numerous
copies of the applications and
The report says HR business partners add value to the all of TBey & Associates’ new
hire paperwork. The
business by "aligning HR strategies with business objectives,
tremendous organizational
owning and being held accountable for local HR results and skills of the job fair made
partnering with business units to understand and support needs interviewing and “hiring on the
and requirements." spot” a smooth process.
Although a short notice was
The corporate Executive Board's Corporate Leadership Council given; word of the job fair was
found that two-thirds of the impact HR has on an organization is spread and we were able to
a direct result of the quality of HR professionals' relationship find the right amount workers
with business leaders and not the specific duties they perform. needed in just the right
For its 2008 Building Next-Generation HR-Line Partnerships amount of time! Thanks once
again Workforce Solutions,
report, the council surveyed more than 17,000 line managers
Ron, the staff who made color
and 3,700 HR professionals. copies of IDs, and to all who
assisted to make our
The council found that when business units receive effective recruiting process a success!!!
support from HR professionals, employee performance
increases by 21 percent and employee retention improves by Qualin Demery
26 percent. Revenue and profit increase by 7 percent and 9 6/6/2012
percent, respectively.
Here's the bad news: The majority of the relationships between
HR business partners and business leaders are ineffective.
Only 34 percent of the line managers surveyed by the council
said their business partners were effective. Worse, chief human
resource officers rated their HR business partners' strategic
performance poorly. Only 15 percent said it was effective, 10
percent said it was ineffective, and 75 percent reported it was
neutral.
Similarly, in Capgemini's survey, 48 percent of the HR
executives said their business partners aren't sufficiently using
"verifiable, quantified data to show contribution to the bottom
line."
--SHRM June 2012 HR Magazine
Most people give up just when they're about to achieve
success. They quit on the one yard line. They give up at
the last minute of the game one foot from a winning
touchdown!
--Ross Perot
www.tbeyassociates.com
Email: info@tbeyaassoc.com
203 South Hampton Road
DeSoto, Texas 75115
(972) 223-8239 Local
(972) 223-8247 Fax

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