Whether you are an owner of a small service company or an HR Director for a large manufacturing firm, it is imperative to evaluate your current HR Department frequently.

1. April 2008
section HumAn resources
Performance reviews, another aspect of an
effective HR Department, can cause many
Evaluating Your Human Resource Department supervisors to groan inwardly. Why? Because
they take a lot of time! However, minutes
Does it Need an Internal Audit?
spent now, can retain employees in the long
run. Performance reviews are necessary to
provide feedback, allocate rewards, and review
by Lisa Powers, PHR - President/Owner of Career Options employee goals. They must be done in order
for employees to truly understand how they
are doing. One important aspect is to be
complimentary on strengths and detailed on
W
hether you are an owner of a occurrences, then be sure to follow that areas for improvement. Many times, managers
small service company or an Hr policy. Companies get into trouble when one are too afraid to discuss poor performance
Director for a large manufacturing employee is treated differently than another. or attendance. However, if the employee is
firm, it is imperative to evaluate your current If you feel you cannot realistically follow a eventually terminated due to these reasons,
Hr Department frequently. As laws constantly specific aspect, rewrite it so that it works for and he/she files a lawsuit, your company could
change, it becomes almost impossible to stay your company. Lastly, all employees should lose if performance reviews did not address
on top of every issue, but there are some be required to sign the handbook at the time any of those concerns. Because of this,
key areas that a person can review to help of orientation. This will help you to show that managers need training on conducting effective
increase efficiency, reduce turnover, or most the employee did indeed read the manual and performance reviews so they can benefit the
importantly, avoid lawsuits. understood the terms for employment. employee and encourage improvement in a
positive manner.
Most companies these days already have Job descriptions are another aspect of
employee handbooks, but often, after the evaluating your Hr Department. As a person Lastly, when evaluating an HR Department,
creation, the handbook just sits idle, without who has talked to hundreds of different many companies fail to look at their
ever being updated. Updating the employee companies to determine staffing needs, I am orientation and training period. I am amazed
handbook can protect the employee and the amazed at how many companies don’t really at the number of employees who have rated
employer while avoiding misunderstandings know what they need or what they are looking the orientation program at their last company
between both parties. While some are for. If the HR Department or owner doesn’t as fair or poor. Some of the biggest concerns
more complex than others, many handbooks know, how will an employee truly understand that employees have is the company doesn’t
include wording on at-will employment, the expectations? Job descriptions provide explain acceptable or unacceptable behaviors,
benefits, sexual harassment/violence in the structure and organization, along with help the company doesn’t have a person to train
workplace, worker’s compensation, AODA conducting performance reviews, determining the new employee, and there hasn’t been
and disciplinary procedures. It is important hiring requirements, and giving promotions. any follow up after the first day. Use your
to provide a lot of relevant information, yet orientation period to show interest in the
try to keep components simple and to the Be sure to include job title, location, summary employee and offer a positive mentorship, and
point. You don’t want to overwhelm a new of duties, responsibilities, essential skills, you will have less turnover, guaranteed!
employee with information that is irrelevant. experience required and physical demands.
And as always, before giving the final draft to Essential duties are important as they relate Evaluating your HR Department is an ongoing,
employees, be sure an attorney reviews and to the Americans with Disabilities Act, ADA. difficult, and timely adventure. However, by
approves it to be sure you are compliant with (It is illegal to discriminate as long as a person failing to do so, you could be setting yourself
all state and federal laws. can do the responsibilities with reasonable up for unforeseen legal headaches. It is best
accommodations.) One excellent idea is to to be proactive now, rather than spending
Just as it is crucial to create and update an involve current employees when creating or thousands of dollars in attorney fees, countless
employee manual, it is equally important to updating job descriptions! These employees hours in prep work, and large amounts of
follow it and relate back to it when it comes know better than anyone what the job entails. stress on an issue that could have been
to discipline, harassment, attendance, or other By involving employees, you show you value handled correctly in the first place. The time
key issues. If your attendance policy states their opinions and ideas on how to make a is now…….. Is your HR Department ready for
that a termination will result after seven stronger, more efficient company! the upcoming year?
Did you know? The first TV show ever to be put into reruns was “The Lone Ranger.” 23