7 Steps to Completing an Effective and Strategic HR Assessment (2024)

Writing for HR.BLR.com®, Lori Kleiman, SPHR, emphasizes that it is critical that all managers look at their programs and processes on a regular basis. Evaluation will identify weaknesses and confirm compliance with relevant laws and policies.

7 Steps to Completing an Effective and Strategic HR Assessment (1)

HR is no different, and with its compliance obligations, evaluation is even more critical. An assessment generally involves an audit, writes Kleiman, but its purpose is to provide measurement rather than just to express an opinion. The terms “assessment” and “audit” are often used interchangeably in HR, and HR projects include a full scope of both.

Kleiman’s definition of an “audit” is a planned and documented activity performed by qualified personnel to determine the adequacy of the HR function and its compliance with established procedures, or applicable documents, and the effectiveness of implementation—this audit is done by investigation, examination, or evaluation of objective evidence. That’s quite a mouthful, but Kleiman provides seven simple steps to performing this assessment effectively.

The 7 Steps to Assessment

Kleiman writes that your HR audit should proceed in an objective and linear fashion. Here are her seven steps to completing an effective assessment of your HR function.

  1. Purpose. Define the reason you are undertaking this project. Do you want to understand compliance, best practices, strategy, or another issue that may be facing your organization? Once you have clearly defined the goal of the initiative, you can move onto the next steps.
  2. Scope. A full-scale assessment can be a daunting task. Consider if your focus should be one functional area of HR or the full lifecycle of employment. If compliance is the main concern, consider a recordkeeping audit as a first step. If your organization has a budget for the assessment, you might be able to conduct a full-scale assessment utilizing external resources.

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  1. Process. Be very deliberate in outlining the procedure for the assessment. You will want to alert members of the leadership team that you will be evaluating processes and speaking to members of their team during the assessment. Consider a project kick-off meeting to invite team members to buy into the initiative.
  2. Data collection. Collecting the data can be the most time-consuming part of the assessment. Work with your internal teams and provide specific guidelines and deadlines based on your requirements. Where the budget allows, consider external sources for benchmarking of critical data.
  3. Analysis. Being able to objectively review your findings is a critical piece of the assessment. Consider involving additional resources, such as peers in the HR community or such trusted advisors as an attorney or accountant.
  4. Action plans. Your action plans should be appropriate for your audience. The plans presented to the executive team should be at a very high level and provide confidence that compliance is in order—or how you are handling the issues you found. Your own action plans should be more detailed and identify the resources you need and timeline of expected completion.
  5. Evaluate. As with any new initiative, review the successes and failures of the assessment project. A 3-month timeline is generally appropriate to take a step back and consider what went well and what might be improved.

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Assessments Can Demonstrate Leadership

An audit can be an exhausting task and may seem overwhelming. But Kleiman points out that while you will find that it takes time and energy away from other projects, it will provide a depth of knowledge into your HR function that you may have even forgotten existed.

At the same time, Kleiman notes that an assessment should be used to ensure that HR is strategically aligned with your organization’s goals and providing the services required to move the organization forward. She encourages HR pros to think of the assessment as a way for them to gain visibility as a leader in their organization focused on organizational triggers.

In tomorrow’s Advisor, a Q&A with Lori Kleiman regarding the HR function, plus we introduce the free (thanks to sponsor Kronos) interactive webcast, Beyond Time and Attendance: The Transformative Power of Workforce Management.

7 Steps to Completing an Effective and Strategic HR Assessment (2024)

FAQs

7 Steps to Completing an Effective and Strategic HR Assessment? ›

Human Resource activities fall under 7 core functions: Recruitment and Selection, Training and Development, Performance Management, Employee Relations, Employment Law and Compliance, Compensation and Benefits and Administration, Payroll & HR Systems.

What are the 7 HR processes? ›

Human Resource activities fall under 7 core functions: Recruitment and Selection, Training and Development, Performance Management, Employee Relations, Employment Law and Compliance, Compensation and Benefits and Administration, Payroll & HR Systems.

What is the HR assessment process? ›

First, a questionnaire with detailed questions about the HR department or the identified area that needs to be reviewed is established and given to the people involved. This way is simple, easy, and needs some time to be applied. Second, the assessors might tend to do interviews for more detailed findings.

What are the 7 principles of human resource management? ›

What Are The 7 HR Processes?
  • Recruiting & Selection.
  • Performance Management.
  • Learning and Development.
  • Succession Planning.
  • Compensation and Benefits.
  • Human Resource Information System (HRIS)
  • HR Data and Analytics.
Apr 22, 2022

What are the 7 C's of HRM? ›

The 7Cs of IHRM are- change, cosmopolitans, culture, communication, consultants, competence, and co-ordination.

What is HR assessment tool? ›

HR assessment tools help an HR team evaluate the skills, personality traits, cognitive abilities, and other relevant facets of potential hires. These tools encompass a broad range of assessments, including: Cognitive ability tests. Personality inventories. Skills assessments.

What is an HR needs assessment? ›

A HR needs assessment is a systematic process of gathering and analyzing information about your current and future HR requirements, challenges, and opportunities. It can help you align your HR strategies with your business goals, improve your HR practices, and enhance your organizational performance.

What is an HRM assessment? ›

PuRPOSE. This assessment approach is intended to help users identify and address HRM systems issues. It promotes the collection and analysis of information on defined key HRM challenges, and informs the development of effective policy, strategy, systems, and process interventions to respond to these challenges.

What are the 7 core functions of HRM? ›

On this page, you'll find the main functions of an HR department, and what each entails:
  • Recruitment and hiring.
  • Training and development.
  • Employer-employee relations.
  • Maintain company culture.
  • Manage employee benefits.
  • Create a safe work environment.
  • Handle disciplinary actions.

What are the 7 nature of human resource management? ›

- HRM involves recruitment, development, compensation, integration, and maintenance of employees to achieve organizational goals. - Important functions of HRM include strategic planning, staffing, training, compensation, risk management, and employee relations.

What are the 8 functions of HR? ›

What are the main functions of HR? The main functions of HR in an organization include HR planning, managing the recruitment and selection process, and overseeing employee relations, compensation, benefits, performance management, and learning and development programs.

What are the 5 P's of HR strategy? ›

The 5P's HR Model focuses on five key components: Philosophy, Policies, Programs, Practices, and Performance. This model emphasizes the importance of having a clear HRM philosophy that aligns with the organization's goals and objectives.

What are the strategic HR processes? ›

Strategic HR management (SHRM) is a key step to ensuring that businesses are resilient and sustainable in the long run. Key steps of the process include: analyzing current capacity, forecasting needs, gap analysis, HR strategy implementation and monitoring.

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