HR Self-Assessment

Is the turnover in your key positions in line with your expectation?

How many employees are there in yours company?

Are you bringing in talent that fits your needs now and for the long term?

Do you have a written staffing strategy concerning the use of temporary workforce, staffing agencies, contingency staffing, outsourcing, etc.?

If you are not unionized, do you have a written strategy and plan to address future activity? Has your legal team concurred with this plan? Have you discussed this with your current employees?

If you are unionized do you have strong long-term agreements, relationships and a clear go-forward strategy that leadership and the union support?

Do you have a robust Succession Planning procedure that delivers leaders when they are needed and benefits retention?

Are you or your HR Organization spending an appropriate amount of time on Personnel matters; Safety results/OSHA inspections, Leaves (FMLA, Sick Leave, Vacation, Stress/Emotional), Discipline/Performance Management, court cases?

Is your Workers Compensation rating in line with your industry?

Are your Vision, Mission, and Values known by employees and used in decision-making or they just a picture on the wall?

Do you update your Employee Handbook/Policies and Practices Guide annually and do you have signatures on file for all employees denoting “received, read and understood”?

Do you have clear written procedures and policies covering your most at-risk areas: expense/travel, computer/social media/personal use, etc.?

Do you have clearly defined, ongoing communications methods (e.g., “CEO’s quarterly update” employee newsletters, employee meetings, results scorecards published in employee areas) that effectively let employees know how the business is performing?

Do you have a written Compensation and Benefits strategy?  Is it delivering the expected behaviors?

Are your Bonus/Incentive/Commission plans delivering the expected behaviors?  Are they well understood by all employees?  Will they pass a diversity review?

Are you compliant with all local, state and federal regulations for Wage and Hour, Exempt vs. Non-exempt, Outside workers, Temporary Workers and ERISA?

Is your current Performance Review system considered an annual burden or does it provide ongoing active feedback that is delivering performance growth?

Do you have a proactive Employee Relations program or do you just react to issues as they arise?

Are HR/People analytics used only by Finance/HR or are they part of the company’s decision-making for resources, skills, competencies, ready now, training for new projects, etc.?

Are your Personnel Files compliant: Secure, Separate locations for I-9/Medical/ Hire/Feedback and are line managers aware of these requirements?

Is your Culture equipped for major changes or challenges such as Merger or Acquisition, a business downturn, explosive growth, union changes/incursion(s), etc.?

Do you have a Change Management/Change Readiness process in place? 

Is your training program delivering the skills that you need now and for the future?