Human Resources, Audit, Analysis, Training and Analytics

HR Department Audit & Analysis

Periodic audits are recommended to ensure human resources policies and procedures are updated as laws and regulations change.  Human resources department audits performed by forWord Connections will include an in-depth examination of policies, procedures and practices to determine strengths and weaknesses and provide recommendations for improvements. 

The results of human resources department audit will provide an objective view of the regulatory compliance, consistent application, and strategic alignment with the mission and vision of the organization.  Other results may include a determination of efficiency and effectiveness of human resources processes and procedures measured against best practices.  Audit results will include recommendations for compliance, strategic alignment and minimizing liability risks.

Audits may be comprehensive or target specific human resources functions.  Areas to audit may include (but are not limited to):

Onboarding Programs Include:

Safety And Risk Management

• Safety Programs
• Workers’ Compensation

Compensation And Benefits

• Salary Structure
• Pay Equity
• Benefits Plans

Staffing

• Job Analysis/Job Descriptions
• Recruitment and Selection
• Onboarding
• Exiting

Our approach:

• examine the organization’s strategic plan and operational goals to determine the baseline for alignment.
• examine human resources policies, operational practices, documents and systems to gain an objective view of the organization’s degree of regulatory compliance, efficiency of HR processes, policies and procedures, as well as the department’s use of best practices and strategic alignment.
• compile and analyze all data gathered and prepare an audit report that will include recommendations.
• discuss the findings of the audit and the impact of proposed changes with designated staff.
• develop a plan with management to address the recommendations and assign internal staff to implement necessary changes.

HR Analytics development

Gathering data is critical to understanding and evaluating the effectiveness of various programs.  Systems must be in place to gather data and allow it to be accessed.   HR can then analyze the data and report the findings in a format that provides meaning.  Trend analysis and other forms of HR analytics allows managers, armed with valuable information, to base decisions on data rather than opinion or anecdotal information. 

Data gathering tools can be easily integrated into most HR functions and processes.  Surveys and checklists may be used to gather data from recruiting, onboarding, training, performance management processes.  Once compiled and analyzed, managers can make better, strategic decisions regarding the workforce structure rather than simply filling vacancies as they occur.

Our approach:

• review information systems to determine what data is currently gathered and update or create reports that will compile general employee information such as: Number of employees, turnover ratios, EEO/AA data.
• develop a two-part new employee orientation survey to measure satisfaction and effectiveness. Part 1 will be completed at the end of the formal session (day 1) and Part 2 will be completed on or near the 6-month anniversary.
• develop training and development evaluations of training quality.
• develop exit interviews; compile qualitative data into useful reports while protecting privacy of participants.
• develop additional HR data gathering tools, as needed.

Human Resources-related Skills Training

Human resources teams are required to assume a greater leadership role, contributing to the strategic direction of their organizations all while maintaining a level of innovative skills and proficiency that create environments that foster professional satisfaction for employees and builds organizational unity.

Human resources skills training includes strategies for:

• Ethics and Public Service
• Recruiting and retaining a talented, flexible and diverse workforce employees
•  Employee satisfactions and reducing turnover
• Promoting employee development
• Risk management