Maturity Model
Maturity Model
Maturity Model
HR Audit
Compliance Driven Solution-Focused HR Strategic HR Integrated HR
Offering services as the Following best practices Aligning with business and Driving decisions with data
need arises seeing employees as assets and insight
Role
• Is there an HR resource for the • Is HR relied upon for advice • Is HR seen as a champion for • Is a member of the HR team part of
organization’s HR needs? related to personnel issues? employees? the executive team?
• Does HR conduct a salary • Does HR conduct an annual or • Does at least one member of HR
survey each year? biannual employee engagement attend strategic planning meetings
survey? with top leadership?
• Does HR have a focus on risk
management? • Does HR participate in creating • Is HR seen as an agent who drives
plans to build engagement? change?
• Does HR participate in labor
relations and negotiations? • Do employees understand how • Is HR part of developing and carrying
their job contributes to out key business processes?
• Does HR have basic systems in
organizational success?
place to ensure talent • Do functional business units rely
management practices are • Does HR have business partners on and trust HR to lead the people
manageable? with dedicated support for strategy?
functional work units/divisions?
• Does the organization tap into
• Does HR play a role in proactively and leverage people management
managing risk for the organization? technology infrastructure?
• Does HR support development • Does HR use recruiting best • Does HR use metrics (for example, • Are metrics used to make business
of job descriptions and job practices instead of simply posting percentage of jobs filled from decisions?
requisitions? job postings? within, percentage of jobs filled
• To what extent have we adopted a
from different recruiting avenues,
• Does HR screen candidates? • Are we posting marketing-like competency model as a basis for
time to fill)?
job ads (that is, instead of job hiring, promoting, and developing
• Does HR provide guidance on employees?
descriptions)? • Does HR know future staffing
safeguarding against accusations
needs based on the organization’s
of harassment or discrimination in • Do we consider job restructuring or • What future staffing needs did we
strategic plan?
the interview and hiring process? other options before recruiting? discover as we participated in
• What are the gaps hindering creating the business’ strategic plan?
• Is there a method for interviews • Do we train interviewers on how to
organizational growth?
that is followed by all involved in best conduct an interview? • Is there a succession planning
hiring? • Do we have a strategic plan for program in place?
• What is the turnover rate? Are some
recruitment?
• Is the recruitment, screening, and departments higher than others? • What are the gaps hindering
selection process documented? Why? Is it in line with industry • Do we have and execute a strategy organizational growth and how
standards? If not, why? How can it for employer branding? do we solve them?
• Does HR assist the final authority
be improved?
to decide who is hired? • What is our employer brand? • What is the ROI on our recruiting
• Do recruiting methods encourage a automation programs and
• Is pay fair and consistent, and is it • What recruiting automation do we
diverse pool of applicants? processes?
on par with industry standards? have in place?
• Do we ask interview questions that • Do we have an employer branding
• Are references checked? • How do we measure the success of
address culture fit? program in place, and do we
our recruiting processes?
• Are conversations documented? measure ROI in terms of turnover
• Do we offer career pathing in order and employee satisfaction?
• Once the decision for hiring is
to promote from within?
made, does HR contact the
candidate and how? • Do core competencies include core
values, and do we ask questions
about those competencies turned
values in interviews?
• Are salary ranges established? How? • Are merit increases tied to • Do we have metrics in place to • Are metrics used to make business
performance evaluations? measure how compensation, decisions?
• Is sick and vacation time offered
benefits, and total rewards affects
and in compliance with federal • Are compensation levels fair and • How is compensation tied into our
recruitment, turnover, and
and state laws? consistent and internally equitable company culture, mission, vision,
satisfaction?
across the organization? and values?
• Are required insurance benefits
• Do we have a total rewards
provided and explained to • Are salary allocations periodically • Are merit increases and incentives
communication/marketing plan
employees? reviewed for competitiveness and tied to performance?
that is measured for success?
appropriateness?
• Are the eligibility requirements for • Is HR facilitating employee
• Are benefits and other perks for
benefits programs communicated to • Is paid time off or vacation time competencies that are rewarded
employees periodically evaluated
employees in a timely manner? consistent with industry standards? and that result in organization’s
for recruitment and retention
ability to achieve its objectives?
• Do we offer retirement plans? purposes?
Performance Management
• Who manages personnel files? • Are job descriptions reviewed on a • Is the policy handbook written in
Are items stored in compliance consistent basis? How often? a tone that matches our corporate
with federal and state laws? culture?
• How do we document training and
• Is the process for documenting professional development? • Do we have an internal auditing
time off, vacation, sick time, etc., process for proper records
• How do we document performance
in compliance with federal and retention?
conversations?
state law?
• Do we seek competitive bids
• What is the process for updating and
• Does HR hold interview notes, for our payroll service provider
communicating corporate policies?
resumes, and personnel files for each year?
required periods of time? • Is the corporate policy handbook
up to date?
• Does HR document receipt of
updated corporate policies and • Has an attorney reviewed and
other types of communications? approved our policy handbook?
• Are mandated posters updated in • Are we in compliance with required
all locations? Does HR ensure safety training?
updated posters are available at
all times? • Is a cost-efficient payroll process
established?
• Are we compliant with all state and
federal laws (ADA, Title VII, FMLA, • Are we using our payroll service
OSHA, etc.)? provider to the fullest extent in
terms of services they offer?
• Do we document injuries and
illnesses on the job? • Are documents, policies, and
procedures available to employees
• Do we have all of the appropriate online or in some type of eformat?
insurance (employment practices
liability, etc.)?