In this particular “downturn economy”, organizations are suffering from massive budget cuts, layoffs, and major shifts in corporate structures. Unfortunately, all of these factors can contribute to disastrous happenings in human resource (HR) departments – from lack of federal and state compliance, low employee retention rates, lax on policies and procedures, and the most dreaded employer-based lawsuits.
Now, more than ever, human resource officials are becoming proactive by instating HR Assessments (aka HR Audits). Although usually conducted by an expertly trained third party, technology has made it possible for organizations to access HR Self-Assessment guides, checklists, and other extended resources. So, how do HR Assessments work and why do companies so greatly value the results?
The two main areas of focus for HR assessments are legal compliance and an analysis of company best practices. While processes such as hiring and on-boarding, performance management, disciplinary procedures, and HRMS/payroll systems are reviewed, a clear and concise report is formulated to give the organization a detailed snapshot of current successful (and not-so-successful) operations. This report establishes a “baseline” for creating a blueprint and action plan for current and future HR needs.
The benefits of an HR assessment are seemingly endless for any organization within any industry. Identifying deficiencies and providing direction for practices, policies, and compliance are the most important assets an HR department can contribute to its organization.
To discover more about HR Assessments, join Dresser & Associates and the Neponset Valley Consulting Group at our series of free half day seminars in May and July. These sessions will provide tools, tips, and tricks to conduct your own in-house HR Assessments.
To register for sessions in Boston, Tampa, or Atlanta – CLICK HERE!