Assessing your HR function can be a painful and time draining task... but it doesn't have to be.
You may spend countless hours focused on compliance and at the end of the day, what have you really learned? The key to a productive assessment is to outline meaningful goals and publicize your expected deliverables to leadership.
The assessment process can be used to create internal relationships and move your HR career forward. A customized process can help align assesments with strategic goals, allowing you to create meaningful new initiatives on the findings.
Creation of action plans that address the concerns of top stakeholders is critical to a successful program, as is selling the initiatives within the organization.
In this webinar, you'll learn:
The true value of an HR assessment
How to align assessments with your organizational strategic plan
How to build connections with other leaders in your organization
An action plan to ensure your assessment has internal value
How to deal with compliance issues uncovered during the assessment
4. 4
What we’ll Cover
What is an assessment/audit
Why bother
Conducting an audit
Legal risks
Deliverables
Keeping it alive!
5. www.HRtopics.com
An Audit or an Assessment?
audit: an audit is a planned and documented activity
performed by qualified personnel to determine by
investigation, examination, or evaluation of objective
evidence, the adequacy and compliance with
established procedures, or applicable documents, and
the effectiveness of implementation.
assessment: an assessment may involve an audit, its
purpose is to provide a measurement rather than to
express an opinion.
8. 8
And equally as Important…
From the SHRM website we know…
16% of all lawsuits named
the HR leader as a personal
defendant in the case!
All information
uncovered in an
assessment can
be discoverable in
a legal
proceeding.
9. 9
Steps in an Assessment
Purpose
Define
the
scope
Develop
the
process
Collect
the
data
Analyze
and
benchmark
Create
Action
Plans
Evaluate
1 2 3 4 5 6 7
10. 10
What’s the purpose
Prevent legal action
Educate yourself and managers
Get to know the HR function
Integrate HR with another location
Baseline for future evaluation
Standardize practices across business units
Diagnostic tool
11. www.HRtopics.com 11
What do you see as the primary reason to conduct an assessment in your
organization?
A)Compliance
B)Educate yourself and managers
C)Baseline for future evaluation
D)Standardize practices across business units
E)Not sure we will do an assessment
F)Other
13. 13
Influence and credibility
Your level of influence in the
organization may impact your
ability to drive change
Be honest with yourself about
your aspirations
Is the assessment a forum for
you to show value?
14. 14
Develop the Process
Who
should
lead the
process
What will
success look
like?
Determine
needed data
points
Engage
other
internal
partners
Your specific
considerations
17. 17
Set Criteria for Success
Deliverable to stakeholders
Benchmarking
Action Plans
You must have the
credibility within the
organization to drive
actions
19. 19
I-9 Audit
Completed for all current employees
Retained in Separate location
Complete within 72 hours of hire
Utilizing proper form for date of hire
Section 2 properly completed
Section 3 signed by company rep
Retain only those required for
terminated employees
• The later of 3 years from date of hire
or 1 year following date of
termination
Be sure you are using
the current form!
9 pages in length
Language issues
20. 20
Current Handbook
Provided to all employees
• Overall language provides for flexibility by management
Contains essential policies including:
• At-will employment
• Pay practices
• Handling of errors in pay
• Anti-harassment and discrimination
• Internet and email policies
• Confidentiality
• FMLA if over 50 employees within 75 miles
21. www.HRtopics.com 21
Tell us a bit about your employee handbook:
a) Our policies reflect our culture and strategic plan
b) Policies are aligned with our programs and budget
c) Safety is included in our employee handbook
d) Most is on target – but some policies are out of
date
e) What handbook?
22. 22
Fair Labor Standards Act
Exempt/Non-exempt Status
Overtime Compliance
Timesheets properly retained
Other paid time
Independent contractors
23. 23
Working with your IT department
Payroll data BYOD
Tracking of
emails
Web site
monitoring
26. 26
Create Action Plans
Action Assigned to Completion Date Comments
Update Employee
Handbook
Susie Smith July 31, 2014 Review internally
as well as legal
Complete I-9
Updates
John Jones June 15, 2014 Create training
guide for future
27. 27
Getting it funded!
Understand the expenditure
How can you get the information you need
Presenting a case
Business person first
30. Pulling the pieces together
Thank you!
Lori Kleiman, SPHR
lori@HRtopics.com
@lorikleiman
Linked in
31. HR Strategy and Management video series
8-part HR Strategy and
Management series
1. HR Strategy and Management
2. HR Dashboard of Metrics and Analytics
3. Managing Recruitment Effectively
4. Implementing Successful Training
5. Reward and Remuneration
6. Performance Appraisals
7. Confidentiality Obligations by HR
8. The Induction Promise
32. Performance Excellence - Using Surveys
to Get Feedback video course
8-part Performance
Excellence video course
1. Deciding on the Process
2. Identifying Survey Elements
3. Selecting the Response Method
4. Turning Elements into Survey Items
5. Evaluating Numeric Survey Data
6. The Importance of Importance
7. Conducting a Sharing Meeting
8. Questions and Tips
33. Try out these video lessons
and more!
Let us know through the poll if you’d like a free trial of
BizLibrary’s online course collection.
www.bizlibrary.com/free-trial