How Would You Rate Your HR Practices?

2012 www.hrthatworks.com
Topic Poor Average at Best Great!
HR Expertise
- Ongoing HR training
- Strategic initiatives
- Seat at the table
No formal HR expertise
HR solely at
administrative level
No outside support
Some HR knowledge
Basic compliance covered
No outside support
Constant training
Strategic HR
Works with executive
team
Backed up with
professional support
Hiring
- Identifying need
- Recruitment process
- Testing and assessing
- Background, criminal, credit, work history, I-9,
schooling, degrees/certifications verified
- Interviewing process
- Offer letters
- Pre-hire physicals
No process
Wrong people on the bus
Hiring losers, criminals,
and work comp claims
Hiring viewed as
something to get over
with
No process
Average hiring practices
Still hiring too many
losers and claims
Conduct background
checks
No testing or assessments
Hire only from top 10-
20%
Great hiring process
Right person on every
seat of the bus
Hiring viewed as
managements #1 job
Onboarding/Orientation
- Orientation to company and team
- Employee handbook, policies, and procedures
- Benefits orientation
- Defining job performance expectations
- 60-Day survey
No formal orientation
process
No time allotted for truly
understanding job
expectations, policies,
procedures, and benefits.
Some orientation process

Great, formal orientation
process
Employer takes the time
and resources needed to
come on to the team at
full speed
60 Day Survey used
Performance Management
- Stated goals for increase in performance
- Performance system in place that increases
performance
- Time management training
- Team building
No formalized
performance management
No team building or time
management training
Performance management
process in place but out of
date
No time management or
team building
Systems in place that
actually drive
performance
Time management
training and team
building
2012 www.hrthatworks.com Page 2
Employee Retention
- System in place that focuses on key performers and
high potential employees
- Surveys of employees/engagement
- Management trained on motivation and retention
- Exit interviews
High turnover
No surveys, management
training, retention
systems, etc.
No exit interviews
Average turnover
Minimal surveying and
management training but
no formal retention
program
Low turnover
Formal retention program
in place
Discipline and Termination
- Proper documentation of poor performance
- Poor performers on performance improvement plan
- System for termination process
- All terminations checked first
Wrong employees still on
the bus
No documentation of
poor performance
Exposed to termination
claims
Employees terminated
with minimal
documentation or formal
process
Poor performers off the
bus with complete
documentation
Formal termination
process
Compliance
- Cyber exposures
- Wage & hour
- Discrimination/harassment
- Leave management (ADA, FMLA, USERRA)
- Immigration
- Investigation of claims
No process in place
No training
Outdated handbook,
policies and procedures
Basic training in place
Minimal training
Current handbook,
policies and procedures
up-to-date
Excellent training
IPP
Cutting-edge handbook,
policies, and procedures

Work comp
- Pre-hire physicals
- Safety training
- Claim management
- Return to work
Minimal or no
compliance in place
No training
No IPP
High MOD
Basic compliance in place
Minimal training
IPP
Average MOD
Basic compliance in place
Excellent training
Culture of safety
Great MOD
Benefits
- Competitive benefits
- Flexibility of use
- Wellness
- Administration
- COBRA
Non-competitive benefits
with poor admin.
No wellness program
Competitive benefits,
average admin
Minimal wellness
Great benefits, great
admin
Great wellness