Savvy business leaders demonstrate a keen understanding of the critical role the human resources function plays in support of organizational growth and employee effectiveness. They also recognize the complexity of federal and state employment laws and the need to be in compliance and conformance.
Strategic Performance Group can help ensure that your HR department is operating effectively and efficiently. Through interviews, document analysis and process mapping, SPG conducts a complete audit of the entire HR system, including the following functions.
- Payroll: An examination of the practices pertaining to processing employee wages, withholding appropriate taxes and remitting accurate employer taxes
- Compensation: An analysis of compensation philosophy, equal pay for comparable work, salary grades and ranges, market pay, salary increases and incentives
- Recruitment: A review of processes for sourcing and attracting potential employees, including an analysis of the return on investment of your recruiting sources such as online job postings, traditional advertising, job and career fairs, college recruiting and social and professional networking sites
- Selection and Assessment: An examination of the effectiveness and efficiency of hiring processes, including practices pertaining to preliminary screening, interviews, testing, and reference checking, employment negotiations, and on-boarding
- Termination and Turnover: A review of termination, resignation, retirement, and down-sizing practices to ensure they protect the organization against expensive wrongful termination suits — includes an analysis of exit interview processes and data to determine reasons for turnover, the impact it has on the organization
- Personnel Files: An examination of the HR department’s policies and systems for handling personnel file materials, including appropriate documentation, security, storage, and access
- Legal compliance: A review of the organization’s compliance with federal and state labor and employment laws enforced by agencies such as the U.S. Equal Employment Opportunity Commission and the U.S. Department of Labor, including a review of the extent to which the organization meets statutory and jurisdictional requirements and standards