FREMONT, CA: Human resource (HR) is responsible for an organization’s one of the most valuable assets: workforce. Hence, assessing the HR function thoroughly can be very useful for organizations to ascertain whether their HR needs are being fulfilled.
Generally, a formal assessment includes interviews with each person responsible for HR duties, an audit of employee files, a review of internal policies and procedures, scrutiny of relevant documents such as performance management forms or an employee manual. A formal assessment must spot where an HR department is being successful and where improvements are required.
Below listed are 7 areas that a formal HR assessment should consider to build a well-functioning workplace
Corporate and Organizational Compliance
This involves whether an organization is meeting the legal obligations in areas such as medical leave, file retention, employee classification, anti-harassment/ discrimination, and other legally necessary items. The function of administration comprises documentation of organizational charts, policies and procedures, and other organizational data.
Employee Compensation and Benefits
Scrutiny of what determines a compensation, if a salary survey has been done recently, what benefits are provided and to whom (part vs. full time), and other things related to total compensation for each employee.
Room for Meticulous Training and Development
A review to identify what training is being offered to the employees or new employees or managers, whether attendance at external training programs is allowed or encouraged, if there is a budget for training, and whether there are gaps in soft or hard skills needed to be carried out.
This reviews the process of recruiting new employees to the organization- who is involved in the interview process, how the advertisement of vacant positions is done both internally and externally, how offers are made, and applicant tracking systems. It is an ongoing strategy to find specialists, leaders, or future executives for the organization and focuses on long-term human resources planning and finding appropriate candidates for positions that require a very specific skillset. This strategy is inevitable for organizational growth and development.
A review of what organizational analytics are available and which analytics might need to start being tracked, for instance: time to hire, employee engagement, identifying top performers, etc.
This takes into account how employee performance is assessed and how effectively scope for improvement is communicated to employees.
An HR assessment must include information regarding what duties each member of the HR department performs, whether the department is overstaffed or understaffed, and include suggestions for changes or reorganizations in positions.
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