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December 2005
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Sometimes
it's best to get a second opinion of how your Human Resources
are operating. That's where HRx truly becomes Your Prescription
for Human Resource Xcellence.
Here's how an HR Audit works:
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I
provide you with a list of items to collect for our audit meeting.
This includes: handbook, sample job descriptions, employment ads,
performance appraisals, offer letters, ...
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Then we meet for
several hours to discuss your primary HR concerns and issues, as
well as walk through a questionnaire regarding your methods and
systems for:
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- recruiting, interviewing
and selection
- new hire administrative
handling and orientation
- personnel files
- communication and employee
relations
- policies and
employee handbook
- disciplinary, documentation
and termination
- performance systems
- employee and management
training
- compensation compliance
- employee benefits
- HR laws and postings
- HR strategies
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The result is
a detailed report identifying the gaps in your HR operations and
doable solutions for bringing your systems and policies into compliance
and making them easier for you to manage.
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So, if you Ought
To Audit, give me a call!
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If
you're not
having fun
with your
human resources,
call Arlene today
at 952-996-0975 |
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| STARTING
THE YEAR OFF RIGHT |
 Everyone
plans to start off the new year with a clean slate.
However, we also know that starting off the year anew is not
as easy as it sounds. So, while you're creating new year's resolutions
for your self (or more fun, for someone else), I'm going to
ask you, "What you can do differently with your human resources
in 2006?"
If your responsibilities are managing
the human resource function in your organization, this is the
perfect time of year to reflect back on what you accomplished
in 2005, pat yourself on the back, and look ahead to 2006.
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What are your HR
priorities for 2006?
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What services are
your employees looking for that you can offer them?
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What have you placed
on the back burner that you really need to resolve in 2006?
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What services or
systems have your management team been asking for?
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What resources
do you need to accomplish your challenges?
If you're working on a team,
take the time to develop the list of accomplishments together.
Then celebrate your successes. Whether you accomplished
large goals or survived being inundated with unique employee
issues throughout the year, celebrate your wonderfulness!
Now create a fantasy HR to-do
list for 2006. And be sure to answer the key question:
"What can I do to make my HR life easier and my employees'
HR lives easier?"
Copyright (c) 2005 Arlene
Vernon, HRx, Inc. |
| OUGHT
I AUDIT? |
Take a step back to study
whether your HR practices are working. It's important
to identify any gaps and take steps to fill those holes. One
of the services I perform for clients is a Human Resource Practice
and Compliance Audit, where I take a fresh look at an organization's
HR systems, tools and methods.
You can start the process yourself.
Here are some questions to ask:
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Employment:
Am I recruiting the right people? What results am I getting?
Are my recruiting techniques effective? Are the right people
doing the interviews? Are they trained on the legalities of
interviewing? Are there checks and balances in the process
-- or just a gut approach? Are the interviews scripted?
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Orientation:
Once we hire employees, are we welcoming them appropriately?
Are we giving them the core information to set them on the
right path? Are we only doing HR orientation or are managers
also following a planned orientation?
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Training:
Are you assuming employees can do their jobs? Or
are you evaluating skills and setting employees on a course
geared for success? Are you offering a variety of in-house,
classroom, on-line, mentoring, peer-to-peer, computer-based,
and external training options so that the different types
of learners are learning effectively? Do your supervisors
have the training they need to succeed?
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HR Tools:
Is your employee handbook up-to-date? Can you make solid decisions
using it, or is it missing key answers? How is your performance
management system working? Are the forms user friendly? Do
they reflect the actual job or are they too generic to be
beneficial? Are your benefits and compensation competitive
with your market? Do you have innovative ways to contain costs?
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Employee
Relations: What's going on in your organization?
Lots of turnover or no turnover? Lots of celebrations or lots
of problems to solve? Are you having fun and are your employees
having fun? Is it exciting for people to come to work or is
it just another job?
Whether you perform an informal
audit of your practices or I help you perform a more formal
compliance and practice audit with you, take this year-end opportunity
to assess the quality and comprehensiveness of your HR operations
and set some clear goals for how to jump ahead in 2006!
Have a wonderful new year!!
Copyright (c) 2005 Arlene Vernon,
HRx, Inc.
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About
Arlene Vernon |
| Arlene
Vernon, PHR, partners with small businesses as their Human Resource
Xpert to create their HR systems and solve their HR problems.
If you have gaps in your HR operation, have an employee problem
to solve, or want to enhance your managers' skills, call Arlene
today. Learn how HRx can save you time and help you avoid costly
HR mistakes. HRx, Inc., Eden Prairie, MN 55344, 952-996-0975,
www.HRxcellence.com.
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