Due to the high regulatory requirements, a comprehensive review and evaluation of an organization’s Human Resources (HR) department and infrastructure is essential to efficiency and compliance. The review and evaluation will encompass standard operating procedures (SOPs), systems, process effectiveness, policies, employee handbook, hiring process, job descriptions, recruitment practices, onboarding procedures, employee benefits, payroll, staff training, professional development, organizational culture, and associated software, security, storage/cloud servers, and hardware. This review and evaluation are crucial for several reasons. It ensures compliance with legal and regulatory standards, optimizes HR processes for better efficiency and effectiveness, enhances employee satisfaction and retention, identifies areas for cost savings, and supports strategic planning and organizational growth.

The review and evaluation process will be conducted in three main phases: Planning/Preparation, Performing the Review, and Post-Review activities. The process will begin with a kick-off meeting with key stakeholders to outline the scope and objectives of the review. It is strongly recommended to include a local HR representative who can assist in gathering the necessary information. During this meeting, the tasks involved in the HR review will be briefly discussed, and any questions, concerns, or comments will be addressed. The scheduling of the post-review meeting will also be tentatively planned during this call or decided to be arranged later once the review is completed.

In the performing review phase, interviews will be conducted with HR personnel and relevant stakeholders to gain insights into the current HR systems and processes. Remote access will be utilized to gather detailed information and perform tasks aimed at identifying gaps, vulnerabilities, and opportunities for improvement. This phase will involve a comprehensive evaluation of the HR infrastructure, including the effectiveness of processes, policies, the employee handbook, hiring processes, job descriptions, recruitment practices, onboarding, employee benefits, payroll, staff training, professional development programs, organizational culture, and the associated software, security, storage/cloud servers, and hardware.

After the review activities are completed, the post-review phase will commence. A detailed discovery report will be prepared, outlining the findings from the review, and highlighting any identified issues and risks. The HR review and evaluation will provide a comprehensive assessment of the current HR infrastructure, uncovering areas for improvement and offering actionable recommendations to enhance overall performance, compliance, employee satisfaction, and organizational growth.

Conducting this HR review and evaluation offers several key benefits. It enhances compliance by ensuring adherence to legal and regulatory standards, optimizes HR processes for greater efficiency and effectiveness, improves employee satisfaction and retention by identifying and addressing pain points, identifies opportunities for cost savings through improved resource utilization, and supports strategic planning by providing valuable insights into HR practices and their alignment with organizational goals.

Tools we use for data gathering are but not limited to current reports, audits, policies, procedures, surveys, focus groups, 1:1 dyad, and qualitative observation by MKCircle team members. Each area report is presented to Executive Leadership, Board, and/or Stakeholders at the end of each review and evaluation. Actionable recommendations will be provided for addressing the identified gaps and vulnerabilities. The findings and recommendations will then be presented in the report, ensuring a clear understanding, and addressing any initial concerns.