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01. HR MANAGEMENT
The management practices and processes within the human resources function. It involves assessing how effectively the organization manages its human resources, including recruitment, performance management, employee development, and overall HR policies and procedures.
- Have all supervisors and managers received training on all HR policies, including discrimination, harassment, health, and safety?
- Are the goals of HR aligned with those of the organization?
- Does the HR department/manager/leader receive the same level of pay as other senior executives?
- Does the HR department/manager/leader provide input during planning sessions with other senior executives?
- Do the owners of the company have a clear understanding of their expectations for the internal environment?
- Does the company have a talent management plan in place to anticipate the Human Resources needs?
- Is there open communication between the HR department and other company employees?
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02. HR ADMINISTRATION
The administrative processes and practices within the human resources function. It involves assessing how effectively the organization manages HR documentation, policies, procedures, employee records, and compliance with applicable laws and regulations.
- Have work hours been established for each role in the organization, including both full-time and part-time?
- Are the goals of the Human Resources department aligned with the goals of the organization?
- Is there an open communication channel between other departments and the Human Resources department?
- Are employee files kept up to date and retained for an appropriate length of time?
- Are all training records (e.g. health and safety) received, maintained, and updated?
- Is employee information kept confidentially?
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03. NEW EMPLOYEES
The onboarding and integration of new employees into the organization. It involves assessing how effectively the organization welcomes and integrates new employees, provides necessary orientation and training, and facilitates a smooth transition into their roles.
- Are the company policies and procedures applicable to the work environment? Are all policies and procedures communicated to employees and enforced?
- Are new hires introduced to other employees, including management? Are new hires adequately trained for their job?
- Are new hires given an orientation?
- Do all new hires receive a review of the workplace policies and procedures?
- Does the employee handbook pertain specifically to your workplace?
- Does an employee handbook exist?
- Is there a policy for orientation or onboarding?
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04. RECRUITMENT & SELECTION
Attracting, assessing, and selecting candidates for employment within the organization. It involves assessing how effectively the organization identifies job requirements, sources potential candidates, evaluates their qualifications, and makes hiring decisions.
- Are all job descriptions current?
- Are all new hires reported to the CRA?
- Must applicants complete application forms for open positions?
- Are current employees notified of job openings within the organization? Does the company advertise job openings?
- Are the hiring costs in line with the budget?
- Have the references of job applicants been verified?
- Are job descriptions available for every role in the organization?
- Do the application forms avoid asking for information about prohibited criteria? Are unsuccessful candidates informed?
- Do you monitor the hiring activities and resource acquisition channels of your competitors regularly?
- Do you conduct periodic reviews of the labor market?
- Do you monitor attrition/turnover rates?
- Do you calculate the cost per new hire?
- Do you have a standard employment contract? Was it reviewed by an attorney?
- Is there a uniform offer letter?
- Is there training for interviewers?
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05. TRAINING & DEVELOPMENT
Employee training, learning, and development within the organization. It involves assessing how effectively the organization identifies training needs, designs and delivers training programs, and supports the professional growth and development of employees.
- Do employees undergo evaluations after completing training programs?
- Do employees receive training for newly implemented processes and procedures necessary to complete their job duties?
- Do employees have the chance to improve their skills?
- Are training activities budget-friendly?
- To what extent are managers and supervisors well-trained and prepared for their job responsibilities?
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06. PERFORMANCE MANAGEMENT
Managing and assessing employee performance within the organization. It involves assessing how effectively the organization sets performance expectations, monitors employee performance, provides feedback, and recognizes and rewards high performance.
- Are the performance management practices regularly evaluated for their effectiveness?
- Are the quality and quantity of work regularly assessed?
- Does the compensation correlate with the performance?
- Does the company have a performance management policy?
- Is there a formal process in place for employees to file complaints?
- Are customer expectations of employee quality regularly reviewed?
- Does the company have a whistleblower policy?
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07. ATTENDANCE MANAGEMENT
Monitoring and managing employee attendance and absences within the organization. It involves assessing how effectively the organization tracks employee attendance, manages leaves and absences, and addresses attendance-related issues.
- Have full-time and part-time working hours been specified?
- Have shifts been clearly defined?
- Have workweeks been identified and defined?
- Is there a program for managing attendance?
- Is there an effective policy in place for taking leaves?
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08. BENEFITS
The employee benefits programs and practices within the organization. It involves assessing how effectively the organization designs, communicates, and administers employee benefits to support employee well-being and job satisfaction.
- Do employees know the details of their benefit plans and incentives?
- Are any incentives in place?
- Is the employee's healthcare information stored in a private and confidential location?
- Is there an established benefit plan?
- Is there a program in place to recognize employees?
- Is benefit administration being handled competently? Based on your perception, how would you rate the quality of administration?
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09. COMPENSATION
Compensation practices and policies. It involves assessing how effectively the organization determines and manages employee compensation, including salaries, wages, bonuses, incentives, and other forms of financial rewards.
- Do employees receive their paychecks on time and without any discrepancies?
- Are payroll deductions being made correctly?
- Are there established procedures for paid time off, such as vacation and statutory holidays?
- Does the compensation structure comply with employment standards?
- Have all employees been informed about the compensation plan?
- Is the payment structure reviewed routinely?
- Does the company have a formal payment structure?
- Is there any documentation regarding hours worked?
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10. HEALTH & SAFETY
Employee health, safety, and well-being. It involves assessing how effectively the organization ensures a safe and healthy work environment, complies with relevant health and safety regulations, and promotes employee well-being.
- Are all workers provided with emergency contact numbers, information on human rights commission and labor board?
- Do all workers receive health and safety training?
- Have emergency evacuation plans and procedures been established?
- Is there encouragement for employees to promptly report incidents and suggest ways to reduce or eliminate risks?
- Are workers' compensation files secure and separate from employee files?
- Are there measures in place to prevent intruders from entering the buildings or grounds?
- Do the first aid stations have posted first aid regulations?
- Are workplace injuries, near misses and accidents being reported, documented, and investigated?
- Are workplace inspections conducted and documented monthly?
- Are workplace inspection documents reviewed and signed by management?
- Is bright and effective lighting installed indoors and outdoors?
- Is the office and building infrastructure accessible to employees with disabilities?
- Is regular contact made with employees who are on workers’ compensation?
- Has the Health & Safety Policy been posted at a noticeable location and signed by the head of the organization?
- Has a Health & Safety committee been established?
- Is there a Health & Safety Policy present and updated yearly?
- Is there a policy that addresses discrimination and harassment?
- Has an efficient policy and procedure for returning to work been established?
- Has a wellness program been established?
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11. TERMINATION OF EMPLOYMENT
The conclusion of the employment relationship between the organization and its employees. It involves assessing how effectively the organization manages the termination process, including voluntary resignations, retirements, and involuntary terminations.
- Are departing employees interviewed?
- Do the terminations comply with employment standards regarding notice, termination pay, etc.?
- Has all employee information and documentation been gathered, and is there a policy in place that allows for the future use of this documentation?
- A procedure for reviewing and incorporating previous records, including notes from the previous dismissal, into the decision-making process.
- Has this policy been communicated to all employees, and how effectively has the information been repeated to employees?