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Welcome from HR Strategy Group
We're just barely past Labor Day and school is in session! (I can hear the cheers from all of the parents!) Time to get you and your business organized! And one of the best ways to do this is to run an HR Audit. Find out what areas of your business are/are not compliant with current regulations, what best practices options others utilize, and pinpoint what needs to be addressed now and what can wait.
Our main article this month will give you information about the various kinds of HR audits available. Read through it and contact us when you're ready to begin.
Our Compensation Corner provides a great review of why so many in HR choose PayScale and why we are so proud of our partnership with them. Learn how you can utilize PayScale to effectively support your compensation needs.
Finally, in Spot Check, we offer you everything you need to know about background checks and why they are so important to employers. Our partnership with NCS allows you great access to affordable and fast processing.
So, let us help you get "everything HR" back into shape so you can focus on growing your business. Whenever you need assistance, we are here to help you.
Best,
 Amy Polefrone, President HR Strategy Group, LLC
410-505-8723
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Audit: What is an HR Audit?
by Society for Human Resource Management, SHRM, 12/11/12
An HR audit involves an objective look at the company's HR policies, practices, procedures and strategies to protect the company, establish best practices and identify opportunities for improvement. An objective review of the company's "current state" can help you evaluate whether specific practice areas are adequate, legal and/or effective. The results can provide decision-makers with the information necessary to decide what areas need improvement.
An HR audit can be structured to be either comprehensive or specifically focused, within the constraints of time, budgets and staff. There are several types of audits, and each is designed to accomplish different objectives. Some of the more common types are:
- Compliance: Focuses on how well the company is complying with current federal, state and local laws and regulations.
- Best Practices: Helps the organization maintain or improve a competitive advantage by comparing its practices with those of companies identified as having exceptional HR practices.
- Strategic: Focuses on the strengths and weaknesses of systems and processes to determine whether they align with the HR department's and/or the company's strategic plan.
- Function-Specific: Focuses on a specific area in the HR function (e.g., payroll, performance management, records retention, etc.).
For additional detail information on this topic or if you would like to schedule an audit, please contact Amy at HR
Strategy Group at 410-505-8723
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One last, important "food for thought":
If your employment handbook has not been updated in 2+ years, it is essential that you talk with your HR consultant to update your handbook to ensure that your policies are compliant with state and federal law.
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Spot Check
Why Should You Perform Background Checks?
- $15-25 billion is lost each year due to employee theft (Bureau of National Affairs)
- 34% of all job applications contain lies (Wall Street Journal)
- $36 billion is lost to employers each year due to on-the-job violence
Our partnership with NCS allows you to access the following services:
- Instant Multi-State Criminal Background Searches
- SSN Validation and Address Tracker
- Sex & Violent Offenders Search
- Motor Vehicle Records
- Drug Screening
- Employment Credit Reports
- Healthcare Industry Search Services
- Tenant Screening
- Volunteer Screening
- Alias Search
- Employment and Education Verification
For more information on our partnership with NCS, click here. Contact us today to get your background checks underway!
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Why PayScale?
We conducted a survey and the results are in. PayScale is the preferred choice in compensation market data, software and intelligence. 7 of 10 HR professionals choose PayScale over traditional surveys.
Traditional surveys, such as Salary.com, Mercer or Towers/Watson, gather data from employers, combine it and publish a report on an annual or other periodic cycle. As a participating employer, you get the reports for free, but they are costly in terms of time spent answering elaborate surveys to participate, and then, once you receive the survey, time spent aging all the data to make it relevant. They also use broad profiles of jobs and geography, forcing you to make best guesses about where your specific positions fit best.
PayScale gathers data directly from employees at companies like yours who complete a survey to find out how they compare to peers. Employees have an inherent motivation to provide accurate data because they truly want to know their own value. Over 2,200 organizations use PayScale's software and intelligence to get the greatest return on their talent. Smart businesses use PayScale insights to recruit, retain and motivate their people.
To find out the top 10 reasons HR professionals choose
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