HR Quality Management
1. Why invest in HR Quality?
Competitiveness means attaining and maintaining a unique position in today’s world market. And although most companies will achieve results in their respective fields, the real issue remains: Will these companies really achieve the best results?
Which ones are set to become market leaders? Which are being the most effective in what counts? And which ones will continuously work on improving their products and services?
In today’s highly-driven environment, organizations must continuously improve their offerings in order to keep a firm grip on what makes them distinct from the competition. Successful performance is no longer solely dependent on the effectiveness of a firm’s processes, but also on its ability to efficiently maintain the continuous development and improvement of its products and services, and of the people behind these products and services.
That is why a constant emphasis is being placed on human capital investment – on improving the skills and competencies of the people who drive the business forward – ensuring that they become and remain important assets to the company’s success.
By creating internal and standardized administrative policies and procedures, a company should be able to streamline its operations and put in place top-notch standards for its HR department. Through the utilization of effective tools that allow managers to monitor and control quality across all HR activities, companies can achieve and benchmark consistent performance and services.
2. Services Provided
Services provided are segregated into multiple phases:
a. Phase 1: Assessment
i. Assessment of the company’s current HR environment and practices based on organizational objectives
ii. Determining weak points in existing HR systems, current work practices, operation work flows and documentation
iii. Delivery of the existing HR infrastructure and gap analysis report
b. Phase 2: Enhancing and Documenting Procedures
Based on findings from the assessment phase, and in collaboration with the company’s management team and heads of departments, improvements to the HR system are then made based on organizational objectives.
Areas covered during this process are:
- Writing/reviewing the book of internal rules and regulations
- Company organizational chart
a) Employee request form
b) Job description template form
c) Job application form
d) Employment offer
e) Handbook acknowledgment form
f) Training reimbursement form
g) Interview evaluation form
Employee Orientation Procedure:
a) Orientation presentation/document/process
a) Employee physical file structure and content
b) Leave Request procedure
c) Leave request form
d) Disciplinary measure procedure
e) Additional transportation form
f) Employee termination procedure
a) Training request form
b) Training evaluation form
c) Employee training history form
a) Performance appraisal procedure
c. Phase 3: Implementing Procedures
The implementation of procedures is carried out through planned training sessions. Training can be delivered through two models:
- Intensive training sessions for all company employees
- Training company key users identified by the client
3. Form of Deliverables
Final deliverables will be in the form of:
- Written procedures and flow charts respective to each HR activity
- Template forms related to HR procedures
- Final handover report
4. Services benefits:
- Offering a competitive edge through tailored employee skills
- Better quality management to help meet customer needs
- More efficient ways of working that save time, money and resources
- Cutting costs by improving operational performance
- Motivating and engaging staff with optimized internal processes
- Wining more high-value customers with better customer service
- Widening business opportunities through compliance with best practices and standards
- Setting a solid base for international ISO certification
- Establishing a solid platform to start process automation