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EVALUATING YOUR HR NEEDS

Effective HR requires up-to-date knowledge…and a lot of time. Schlabig & Associates can help assist your organization in tracking and fulfilling your needs in each of the following areas:

  • Establishing/Maintaining Policies and Procedures
  • Employee Recruitment and Retention
  • Compensation and Benefits Plans
  • Training
  • Legal Compliance

To determine whether your HR function needs additional attention, review the following self-audit checklist:

PLEASE NOTE: Only you will see your score and no one will contact you unless you make a specific request.

Instructions:
Choose the circle which closely fits the current state of affairs in your company.

True
= 2 points		 Maybe/Partially
= 1 point		 False/Unknown
= 0 points
  Answer the Following Questions: T M F
1. We have up-to-date job descriptions which accurately capture the essence of the job without violation of any laws prohibiting discrimination.
2. Our application emphasizes the right to terminate an employee at-will and does not ask questions that are prohibited by EEO legislation.
3. We only ask interview questions based on skill, experience, education and other job-related qualifications. We are aware of the legal restrictions on interview questions.
4. Completed I-9 Forms are on file for all active employees and are retained for terminated employees based on legal requirements.
5. A pay scale is in place so employees receive a fair and equitable wage and is also in line with the overall financial health of the company.
6. Offer letters specify salaries as weekly or biweekly but are never offered on an annual basis.
7. Employees are correctly designated as exempt or non-exempt per the Fair Labor Standards Act (FLSA).
8. Overtime is always paid to non-exempt employees for any hours worked over 40 in one week.
9. Medical benefits offered are in compliance with the Health Insurance Portability and Accountability Act (HIPAA).
10. We have an up-to-date employee handbook so employees are familiar with basic policies and practices.
11. All employees receive an employee handbook and are required to sign a document which acknowledges receipt of the handbook.
12. There is a personnel file for every employee and any confidential or medical information is kept in a separate file.
13 Employee files are kept in a secure location with limited access.
14. Up-to-date employment and legal notices are posted on at least one bulletin board in each facility.
15. Managers are trained each year regarding anti-discriminatory practices.
16. Managers have been trained on the performance evaluation program to learn how to set goals, communicate with employees and complete the form each year.
17. Employee and managers work together each year to set goals outlined in the performance evaluation.
18. A progressive discipline policy is in place including verbal warnings, written warnings, probation, suspension and discharge.
19. Managers discuss performance issues with an employee when the situation occurs and documents the conversation.
20. If medical benefits are offered, a Certificate of Group Health Plan Coverage and a COBRA letter are given to all terminated employees.
         
Total Points:

Interpreting Your Results:

35-40 points
You have a thorough understanding of the human resource function and apply it to your company. You are doing a good job of striking a balance between the strategic needs of the business and basic employee needs - who are your most valuable asset.

30-34 points
Your understanding of human resources is adequate, but there is room for improvement. Continue working towards increasing employee satisfaction as well as keeping pace with the legal and regulatory side of human resources.

23-29 points
You have some understanding of human resources but should develop a plan of action to reduce your risks. A human resource professional should conduct an audit of all human resource functions to determine where improvements can be made.

0-22 points
Your lack of human resource expertise may result in the loss of key employees, diminished productivity and profitability; or a lawsuit. The service of a human resource professional is essential at this point.

Please contact Kelly Bates at Schlabig & Associates to discuss any of the items outlined above.