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01. 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.
- Do the company has marketing strategy for new products, new markets, promotions, new programs, customer initiatives?
- Is there Marketing tactics available? (Branding). Re-branding, Naming, Identity, Sub-branding, trademark?
- What is the level of knowledge of how to position company competitively in the marketplace is based upon the concepts of customers view as making the company and product unique.
- Does marketing considers the needs of both existing and new customers in product development, promotion, pricing and availability of the product, as well as in positioning, messaging and providing an overall experience, and not just features and benefits?
- Documentation allows to evaluate the success of marketing and advertising expenditures, specifically Return on Investment (ROI) and customer acquisition costs.
- Advertising plan effectively allows my firm to communicate with its intended target market.
- Are all supervisors and managers trained in all HR policies (discrimination, harassment, health, safety, etc.)?
- Are HR goals in line with those of the organization?
- Is the HR department/manager/leader at the same pay level as other senior executives?
- Is the HR department/manager/leader consulted by the other senior executives during planning?
- Is there a clear understanding of Internal environment expectation by owners of the company?
- Is there a talent management plan in place to forecast Human resources requirements?
- Is there open communication to and from the HR department?
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02. 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.
- Is the license management and controlling process in place?
- Are servers administration processes in place?
- Are network administration processes in place?
- Does in company exists production and test environments system and integration passports?
- Does in company exists software administration responsibilities and access matrixes?
- What is the level of encryption methods and description of using certificates by employees?
- Company has established security elements, methods and description of secure administration of systems.
- Confident data management and GDPR compliance processes are in place.
- Hardware capacity management and processes are available.
- End-user hardware management procedures available.
- Active directory/user management procedures, adding new users and disabling old is in place.
- There exists mailing lists management for informing the company departments and employees about important mnotes by IT.
- User management matrixes and access procedures in place.
- Production access procedures and matrixes in place.
- Test, Dev, Train platforms lifecycle processes exist and is followed by centralized/decentralized teams.
- Test, Dev, Train platforms change management processes in place and followed.
- Inventory management in place and redular audit is executed at least annually.
- Mobile device management in place and auditable.
- Data Recovery Center (DRC) switch over plan & workflows exists and testing executed at least once a year.
- Do you plan/forecast work with data? What is the quality of data maintenance planning?
- Are hours of work established for each role within the organization (including full-time and part-time)?
- Do the goals of the Human Resources department align with those of the organization?
- Is there open communication to and from the HR department?
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03. DOCUMENTATION
The documentation practices and processes within the human resources function. It involves assessing how effectively the organization manages and maintains HR-related documents, records, and files.
- Are employee files up to date and retained for an appropriate length of time?
- Are records of all training (i.e. Health & Safety) received, maintained and updated?
- Is employee information kept confidential?
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04. 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 company policies and procedures applicable to the work environment? Are all policies and procedures communicated and enforced?
- Are new hires introduced to others employees, including management? Are new hires trained appropriately for their job?
- Are new hires provided an orientation?
- Are workplace policies and procedures reviewed with all new hires?
- Is the employee handbook specific to your workplace?
- Is there an employee handbook?
- Is there an orientation or onboarding policy?
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05. 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 up to date?
- Are all new hires reported to the CRA?
- Are applicants required to complete application forms for open positions?
- Are current employees made aware of job openings within the organization? Does the company use job advertisements?
- Are hiring costs within budget?
- Are the references of job applicants checked?
- Are there job descriptions for each position within the organization?
- Do application forms refrain from asking information about prohibited grounds? Are unsuccessful candidates notified?
- Do you regularly watch the activity of your hiring competitors, and what channels do they use to find new resources?
- Do you reqularly review the labour market?
- Is attrition/turnover monitored?
- Is cost per new hire being calculated?
- Is there a standard contract? Has it been checked by a lawyer?
- Is there a standard offer letter?
- Is there training provided for those conduct interviews?
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06. 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.
- Are employees evaluated after completion of training programs?
- Are employees provided training with new processes and procedures required to complete their job duties?
- Are employees provided with opportunities to develop their existing skills?
- Are training initiatives within budget?
- How well are managers and supervisors trained and prepared for their roles?
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07. 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.
- Is the effectiveness of the performance management practices regularly reviewed?
- Is the quality and quantity of work evaluated?
- Is there a correlation between performance and compensation?
- Is there a performance management policy in place?
- Is there a process for employees to lodge complaints?
- Is there a regular review of customer's expectation of employee's quality?
- Is there a whistleblower policy?
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08. 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.
- Are full-time and part-time hours defined?
- Are shifts defined?
- Are workweeks identified and defined?
- Is there an attendance management program?
- Is there an effective leave policy in place?
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09. 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.
- Are employees aware of the details of their benefit plans and incentives?
- Are there incentives in place?
- Is the employee’s health care information kept in a private, confidential location?
- Is there a benefit plan in place?
- Is there a recognition program in place?
- Is benefit administration in good hands? What is the quality of administration based on your feeling?
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10. 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.
- Are employees paid on time, and is pay free from discrepancies?
- Are the appropriate payroll deductions being made?
- Are there procedures developed pertaining to paid time off (vacation, stat holidays, etc.)?
- Does the compensation structure adhere to employment standards?
- Has the compensation plan been communicated to all employees?
- Is the pay structure reviewed regularly?
- Is there a formal pay structure?
- Is there documentation pertaining to hours worked?
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11. 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 employees provided with emergency numbers, human rights commission and labor board information?
- Are all employees provided with Health & Safety training?
- Are emergency evacuation plans and procedures established?
- Are employees encouraged to promptly report incidents, and suggest ways to reduce or eliminate risks?
- Are employees’ worker’s compensation files kept secure and separate from their employee file?
- Are measures in place to prevent intruders from entering the grounds or buildings?
- Are there first aid stations with 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 inspections documents reviewed and signed by management?
- Is bright, effective lighting installed indoors and outdoors?
- Is the office and building infrastructure accessible to disabled employees?
- Is regular contact made with employees out on workers’ compensation?
- Is the Health & Safety Policy posted in a conspicuous place and signed by the head of the organization?
- Is there a Health & Safety committee established?
- Is there a Health & Safety Policy in place, and is it updated on an annual basis?
- Is there a policy on discrimination and harassment?
- Is there an effective Return to Work Policy and Procedure in place?
- Is there an established wellness program?
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12. 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 exit interviews conducted?
- Do the termination adhere to employment standards with respect to notice, termination pay, etc.?
- Is the complete employee information and documentation garnered and Is there a a policy in place that enable to use this docuementation in the future?
- When the employee join the company second time, is in place procedure that review previous documenttion and include in the decision process notes from the past Termination of employment?
- Is this policy communicated to all employees and what is the quality of repeating information to employees?