General Fundamentals  
1
The HR business plan deliverables are directly and measurably linked to the company's financial and business objectives.
2
There are sufficient funds/resources to realistically achieve the HR business plan deliverables.
3
Senior HR management fully participates in the executive planning and management process.
4
There are current Job Descriptions (JDs) for each position within the organization.
5
Job postings, standardized interview questions, and selection process criteria are all defensibly based on JDs.
6
A comprehensive and legally-vetted employment contract is always used as part of the hiring process.
7
A user-friendly performance management process is consistently used with all employees.
8
A progressive discipline process is documented and consistently followed.
9
A manual documenting policies, procedures and practices (key operational data and reference sources) is updated regularly and reviewed with employees on an annual basis.
10
Employee benefits are documented, updated regularly and reviewed with employees on an annual basis.
11
All required proprietary, safety and other training is identified, delivered and successful completion documented.
12
Labor force and succession plans have been developed and progress/status is regularly monitored.

Health & Safety

 
13
If there are 20 or more employees, or if there are hazardous materials in the workplace, a Joint Health & Safety Committee (JHSC) is established. The JHSC minutes and action log are documented and followed up, as appropriate.
14
The required number of employees are currently SFACPR-certified (Standard First Aid & and CPR), and have completed WHMIS, Level 1 and Level 2 Workplace training.
15
WSIB documentation, including Form 7s and Back-To-Work plans is timely and complete.
16
An Emergency Response plan is documented, “practiced” and reviewed annually.

Organizational Learning & Memory

 
17
A mechanism exists to regularly capture and action employee feedback.
18
A mechanism exists to regularly capture client feedback.
19
A mechanism/s exists for regular, meaningful employee and client communication.
20
Success measures and benchmarks are specific and progress (or lack thereof) regularly monitored and acted upon.
21
A user-friendly change management process is followed, as appropriate.
Best Practices  
22
We celebrate our successes via team or company recognition events.
23
We incent and recognize superior performers through bonuses and other means (e.g., congratulatory letters).
24

Individual goals and development plans are tied to department and company goals. Appropriate training and coaching is available.

25
HR proactively leads in developing a positive, distinctive corporate culture.


To score results: award one point for each YES and multiply your total by 4 to convert to percentage figure.

80%-plus: congratulations; strive to enhance best practices
64%-76%: marginal to adequate service level
Below 64%: inadequate service level
 

 

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