978-854-5776
HR Insourcing 1 R Newbury Street, Suite 405 Peabody, MA  01960

Human Resources Assessment

HRI has developed strategies to assess your most pressing human resource issues. Our HR Assessment

report is a valuable tool for any company. It defines a baseline of how your company has addressed

human resources needs and requirements. The process is designed to accomplish three objectives:

.
1.  Describes the current state of your company’s human resources in terms of each HR function and its priority to the company. 2.  Provides recommendations to address areas of concern. 3.  Proposes a plan to meet the HR needs identified.

The Assessment covers three levels:

The example below would result from meetings with key personnel, touring the facility and follow-up

conversations to clarify key points and review existing company handbook and policy documents.

COMPLIANCE LEVEL – Situation and Priority Analysis

This is a comprehensive list that may look something like the following:
Compliance
the most comprehensive, identifies the areas of possible liability / exposure from legal or government compliance perspective;
Disciplines
areas that instill the values of the organization to the employee such as commitment to executive and professional development. Values communicate a sense of the leader’s values and commitment to making this an attractive place to work;
Culture
areas seen as a competitive advantage such as the ability to attract and retain the best employees with turnaround times and cost per hire results that are below industry standards.
Immediate Action
Priority, but not threatening
Review or upgrade as time permits
Monitor but no action required
Audit Personnel Files - Maintain in good order Employee Handbook - consolidate with objective of more consistency Supervisors’ Manual - develop
Job Descriptions Comprehensive New Hire Packages Well documented incentive plans Benefit summaries Performance Review Form(s) Communications - e.g. Weekly Board Meetings, Monthly Management Meetings, Open Job Postings
Employee Survey/Employee Relations Weekly management meeting with agenda/ follow-up Quarterly all-employee meetings; Board of Directors with regular quarterly meetings format Quarterly all-employee updates
Performance Management Process Disciplined Compensation System Personnel files
978-854-5776
HR Insourcing 1 R Newbury Street, Suite 405 Peabody, MA  01960

Human Resources Assessment

HRI has developed strategies to assess your most

pressing human resource issues. Our HR Assessment

report is a valuable tool for any company. It defines a

baseline of how your company has addressed human

resources needs and requirements. The process is

designed to accomplish three objectives:

.
1.  Describes the current state of your company’s human resources in terms of each HR function and its priority to the company. 2.  Provides recommendations to address areas of concern. 3.  Proposes a plan to meet the HR needs identified.

The Assessment covers three levels:

The example below would result from meetings with

key personnel, touring the facility and follow-up

conversations to clarify key points and review existing

company handbook and policy documents.

COMPLIANCE LEVEL – Situation and Priority

Analysis

This is a comprehensive list that may look something like the following:
Compliance
the most comprehensive, identifies the areas of possible liability / exposure from legal or government compliance perspective;
Disciplines
areas that instill the values of the organization to the employee such as commitment to executive and professional development. Values communicate a sense of the leader’s values and commitment to making this an attractive place to work;
Culture
areas seen as a competitive advantage such as the ability to attract and retain the best employees with turnaround times and cost per hire results that are below industry standards.
Immediate Action
Priority, but not threatening
Review or upgrade as time permits
Monitor but no action required
Audit Personnel Files - Maintain in good order Employee Handbook - consolidate with objective of more consistency Supervisors’ Manual - develop
Job Descriptions Comprehensive New Hire Packages Well documented incentive plans Benefit summaries Performance Review Form(s) Communications - e.g. Weekly Board Meetings, Monthly Management Meetings, Open Job Postings
Employee Survey/Employee Relations Weekly management meeting with agenda/ follow-up Quarterly all-employee meetings; Board of Directors with regular quarterly meetings format Quarterly all-employee updates
Performance Management Process Disciplined Compensation System Personnel files