HR Health Check

With continuous changes in employment law and the ever increasing need to keep up to date with ‘hr best practice’, organisations are finding valuable management time is spent reacting to HR situations rather than dedicating time to proactive business solutions.

An HR health check can assist your organisation in identifying those areas where you are at risk as an organisation and areas where changes are recommended to ensure you not only comply with legislation but to improve the efficiency and effectiveness of your hr practice.

What are the benefits of conducting an hr health check?

An hr health check can bring improvements in business performance and has many benefi ts which include:

• Identifying organisational risk in relation to employment legislation
• Identifying areas that require attention with immediate effect
• Obtaining feedback on company policies and procedures in relation to legislation and best practice
• Aiding the process of improving staff morale
• Assessing the effectiveness of communication
• Identifying potential improvements in HR KPI measures
• Identifying and developing structures to support the HR strategy
• Highlighting areas of under performance
• Identifying potential improvements in employee retention/recruitment

The results of such an HR health check are - it can inform an organisation of the ways in which its employees think and feel and in turn improve performance and morale. It is therefore more beneficial if this is incorporated into the normal business cycle as part of the development of the business plan and hr strategy.

Why choose Criteria Consulting?

We have a team of highly qualified hr consultants who have extensive experience of conducting such health checks in various organisations, as such they can:

• Design the means of approach to suit your organisation
• Assist with the communication to employees about any review/survey and its purpose/benefits
• Undertake research independently and confidentially for the organisation including meeting with individuals to elicit their views
• Analyse the findings and report back on high, medium and low priority/risks to the organisation
• Make recommendations for future action and advise on incorporating the findings within the hr strategy