RECOMMENDED CORRECTIVE ACTION
You should consider that the first step in improving marketing and advertising is to set clear goals and objectives. These goals should follow the SMART framework, meaning they should be specific, measurable, achievable, relevant, and time-bound. By setting SMART goals, your client can effectively track their progress and identify areas that require improvement in their marketing and advertising efforts.
The company lacks clear administration procedures, leading to inefficiencies and often production system incidents or unavailability of business-critical systems. You should create a service catalog that includes all activities of our administrators and assign KPIs like, e.g., the average duration of work or priority. Meantime, there will be operations that repeat once a period. Try these activities in the plan or work tracking system and strictly control their on-time resolution. This should help set up at least basic control of your system administration procedures.
The company has no standardized documentation process in place, which can lead to confusion and errors in project execution. In the beginning, create a simple list where you will write down all department activities. Once you have the list of typical tasks, try to describe them and create short instructions on how to execute such kinds of tasks.
04. NEW EMPLOYEES
The company has some onboarding procedures that are not consistently followed or may be incomplete. This can result in a lack of clarity for new employees.
05. RECRUITMENT & SELECTION
The company has a basic recruitment and selection process, but it could be improved with more standardization and training for hiring managers.
06. TRAINING & DEVELOPMENT
You should consider advocating for more organized and relevant training opportunities to further your professional development. This can involve speaking with your supervisor or HR representative to discuss your career goals and how training can help you achieve them. Provide feedback on current training programs and suggest ways to improve them to align with company objectives and employee needs.
07. PERFORMANCE MANAGEMENT
You have a robust performance management process that sets clear performance expectations for employees. Regular feedback is provided to ensure employees are aware of their progress and areas for improvement. The company also offers opportunities for employee development, allowing them to enhance their skills and grow professionally. This comprehensive approach to performance management helps foster a culture of continuous improvement and supports your employees' personal and professional growth.
08. ATTENDANCE MANAGEMENT
Effective attendance tracking and management system in place with occasional absences that are addressed promptly. Try to make some competitions somehow linked to the attendance system. This helps you to increase culture and employee loyalty. This will also give you interesting content for your social network and PR.
Competitive employee benefits are offered that are tailored to employee needs and preferences. To perform even better than others, think about unique benefits, like, e.g., dinner with the CEO or something similar. Something that will resonate is possible to use on social promotion; meantime can be very valuable for employees.
Highly competitive and transparent compensation packages are offered that attract and retain top talents on the market. Continue the same approach and try to offer valuable employees advanced compensation in Training, PR, or career growth programs.
11. HEALTH & SAFETY
You should ensure robust health and safety protocols and foster a strong culture of safety awareness among all employees. This can be achieved by regularly conducting training and awareness initiatives that educate employees on safe work practices, potential hazards, and emergency procedures. By prioritizing health and safety, you can create a safe and productive work environment that minimizes the risk of accidents and injuries.
12. TERMINATION OF EMPLOYMENT
You have implemented highly effective termination processes that prioritize fairness, respect, and minimizing negative impacts on your employees. When it becomes necessary to part ways with an employee, you strive to handle the situation with sensitivity and empathy.
TOTAL SCORE DEFINITION
Level 1 - Strategic
The company has poor organization and management of its human resources and recruitment processes. There is a lack of clear communication and transparency regarding compensation and benefits, and employee training and development is minimal.
Level 2 - Preferred
The company has some structure in place for human resources and recruitment, but there are still areas that need improvement. There is a basic understanding of the importance of employee training and development, but it is not fully implemented or utilized effectively.
Level 3 - Maintained
The company has a strong focus on human resources and recruitment, with well-defined processes and procedures in place. Communication is transparent, and employee training and development is prioritized and regularly implemented. The company provides competitive compensation and benefits packages to attract and retain talent.
Level 4 - Excellence
The company excels in its management of human resources and recruitment, with a clear organizational structure, effective communication, and comprehensive training and development programs. The company is a leader in offering competitive compensation and benefits packages, and is committed to providing a safe and healthy work environment for all employees.