HR Audits: A Human Resources Audit is a comprehensive method to review current human resources policies, procedures, documentation and systems to identify needs for improvement and enhancement of the HR function as well as to ensure compliance with ever-changing rules and regulations.  An Audit involves systematically reviewing all aspects of human resources.

Sections of review include:

  • Hiring and Orientation
  • Benefits
  • Compensation
  • Performance evaluation process
  • Termination process and exit interviews
  • Job descriptions
  • Form review
  • Personnel file review

The purpose of an HR Audit is to recognize strengths and identify any needs for improvement in the human resources function.  A properly executed Audit will reveal problem areas and provide recommendations and suggestions for the remedy of these problems.  Some of the reasons to conduct such a review include:

  • Ensuring the effective utilization of the organization’s human resources
  • Reviewing compliance concerns with a myriad of administrative regulations
  • Instilling a sense of confidence in management and the human resources function
  • Maintaining or enhancing the organization’s and the department’s reputation in the community
  • Performing “due diligence” review for donors and community stakeholders
  • Establishing a baseline for future improvement for the function

Team Building: Successful teams are both smart (have the necessary training and technical skill sets) and healthy.  Healthy teams have less politics, confusion and absenteeism; they achieve their goals faster and move past issues/obstacles easier.

Team Building services include:

  • Facilitating team retreats or strategic planning sessions
  • Team health exercises and evaluations
  • Kolbe, DISC or Myers-Briggs profiles and team debriefing
  • Executive team coaching
  • Development of team norm and feedback standards
  • Team member evaluation
  • Team performance management plans/Accountability chart creation

Change Management: 70% of organizational change fails.  Fails to take hold, fails to produce the desired result, or actively interferes with the success and productivity of the organization.  Planned, sustainable successful change management factors in executive sponsorship, organizational culture, and detailed project management.

Change Management services include:

  • Full project management, from change identified through implementation
  • Analysis of change readiness in individuals, groups or teams
  • Change management support offerings:
    • Employee education
    • Engagement strategies
    • Coping exercises and programs
    • Leadership coaching

HRIS Implementation: Human Resource Information Systems provide payroll and employee data management offerings, and serve as a decision making tool for executive leaders regarding people strategies.  Best-in-class systems are web-based, accessible anywhere and offer an array of standard and customized reporting.

HRIS services include:

  • HRIS product selection support (needs analysis, RFP, award)
  • Identifying data tables and set-up detail
  • Migration to new system
  • Testing and data integrity

HR Policy/Procedures: Human Resource policies and procedures serve as a guideline for the context of the employer-employee relationship, and should reflect the organizations’ culture and intent as well as applicable laws and statutes.

Policy services include:

  • Employee Handbook review or creation
  • Supervisor Policy/Procedure manuals
  • Update/create Human Resource forms
  • Training and education for supervisors on policies and their proper application