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General Fundamentals |
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1 |
The HR business plan deliverables are directly and measurably linked to the company's financial and business objectives. |
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2 |
There are sufficient funds/resources to realistically achieve the HR business plan deliverables. |
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3 |
Senior HR management fully participates in the executive planning and management process. |
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4 |
There are current Job Descriptions (JDs) for each position within the organization. |
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5 |
Job postings, standardized interview questions, and selection process criteria are all defensibly based on JDs. |
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6 |
A comprehensive and legally-vetted employment contract is always used as part of the hiring process. |
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7 |
A user-friendly performance management process is consistently used with all employees. |
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8 |
A progressive discipline process is documented and consistently followed. |
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9 |
A manual documenting policies, procedures and practices (key operational data and reference sources) is updated regularly and reviewed with employees on an annual basis. |
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10 |
Employee benefits are documented, updated regularly and reviewed with employees on an annual basis. |
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11 |
All required proprietary, safety and other training is identified, delivered and successful completion documented. |
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12 |
Labor force and succession plans have been developed and progress/status is regularly monitored. |
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Health & Safety |
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13 |
If there are 20 or more employees, or if there are hazardous materials in the workplace, a Joint Health & Safety Committee (JHSC) is established. The JHSC minutes and action log are documented and followed up, as appropriate. |
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14 |
The required number of employees are currently SFACPR-certified (Standard First Aid & and CPR), and have completed WHMIS, Level 1 and Level 2 Workplace training. |
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15 |
WSIB documentation, including Form 7s and Back-To-Work plans is timely and complete. |
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16 |
An Emergency Response plan is documented, “practiced” and reviewed annually. |
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Organizational Learning & Memory |
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17 |
A mechanism exists to regularly capture and action employee feedback. |
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18 |
A mechanism exists to regularly capture client feedback. |
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19 |
A mechanism/s exists for regular, meaningful employee and client communication. |
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20 |
Success measures and benchmarks are specific and progress (or lack thereof) regularly monitored and acted upon. |
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21 |
A user-friendly change management process is followed, as appropriate. |
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Best Practices |
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22 |
We celebrate our successes via team or company recognition events. |
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23 |
We incent and recognize superior performers through bonuses and other means (e.g., congratulatory letters). |
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24 |
Individual goals and development plans are tied to department and company goals. Appropriate training and coaching is available. |
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25 |
HR proactively leads in developing a positive, distinctive corporate culture. |
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To score results: award one point for each YES and multiply your total by 4 to convert to percentage figure.
80%-plus: congratulations; strive to enhance best practices
64%-76%: marginal to adequate service level
Below 64%: inadequate service level |
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