The Importance of a Human Resources Audit

How well is your organization handling the human elements of resources and risks? The best way to find out is with a Human Resources Audit.

Before getting too involved in the specifics of a HR Audit, I recommend a SWAT Analysis, to get an overview of where the organization is currently.
S- What are the organization's internal strengths?
W- What are the organization's internal weaknesses?
O- What external opportunities might move the organization forward?
T- What external threats might hold the organization back?

After we have spent some time (not much… I like to go through this process quickly to get onto the next step!) answering these big picture questions, it is time to get more specific.

The HR Audit looks at 4 areas:
1. Legal Compliance
2. Obtaining Human Resources
3. Maintaining Human Resources
4. Developing Human Resources

An extensive check-list is used and at the end of the Audit a clear picture is presented of exactly where an organization is in regards to it’s HR function. The next step is to make a plan to create and implement procedures, and policies that will support the organization in moving towards their unique business goals and objectives.

Bay Area Commuter Benefit

Did you know that effective September 30, 2014 all San Francisco Bay Area employers with 50 or more full-time employees within the Bay Area Air Quality Management District (Air District) geographic boundaries were required to register and offer commuter benefits to their employees?

The first thing you should do is check to see if your employees are within the geographic boundaries or the requirements. If they are, then participation is mandatory. If not, you might still consider offering this benefit. There are potential payroll tax savings, and this benefit can encourage a healthy lifestyle, as well as being a recruiting and retention tool. See the map to determine if the program is mandatory for your organization.

Now, if you have discovered that the program is mandatory in your location, and you have nothing in place... don't panic! The first thing you'll want to do is request an extension from the Air District while you develop your plan.

You'll also want to check out the Employer Guide for helpful information about how to set up this new benefit for your employees.

Harassment Training Changes for 2015

Harassment prevention training is required by law for California employers with 50 or more employees. Supervisors must be given anti-harassment training within six months of hire or promotion, and every 2 years after that. California law also requires that non-supervisory employees receive information about harassment prevention and and the complaint process as well. Effective January 1, 2015, in addition to sexual harassment, and religious diversity, now supervisors must also be trained about preventing abusive conduct in the workplace (such as bullying). I recommend that Harassment Training be a yearly part of training for all employees. Even though it is only required every 2 years, if it becomes part of an annual training program, it becomes engrained in the company culture, and ensures compliance. Workplace harassment can not only damage employee morale, but it can also be costly in the form of lost productivity and lawsuits. If you would like help with your workplace anti harassment training program, please contact me. www.krug.consulting

Website www.krug.consulting

Please visit www.krug.consulting to learn more.