Online HR How Would You

online HR

How would you modify your staffing plan, if at all, to make the move from "sales-based" to "solutions-based?"(Interclean) sales-based staff tends to focus simply on raising sales figures. It is often commissions-driven. In contrast, a solutions-based staff focuses on improving service and overall organizational productivity. It focuses on increasing overall effectiveness and generating returning customers, rather than dollar figures on a month-to-month basis. It stresses setting long-term benchmarks, improving effectiveness in all organizational standard operating procedures and attempts to find solutions to the problems that arise in meeting benchmarks.

Setting long-term rather than short-term goals for continuous improvement is essential. For example, rewarding sales staff who generate repeat customers rather than who simply meets month-by-month individual goals is an important step. Periodic audits of all standard operating procedures that contribute to overall organizational effectiveness are also critical, as they can suggest possible improvements in the use of new technology, ways to generate a more efficient supply chain, or more equitable compensation system.

What methods and processes would you recommend if attempting to audit HR?

An HR audit should evaluate the ability of the department to meet critical requirements, and to meet organizational benchmarks. Reviewing workplace safety to see if the environment is in compliance with Occupational Safety and Health Administration (OSHA) standards and if worker compensation programs are in line with state and federal regulations is critical. Then, reviewing employee files, to see if a random sample shows that the files are in compliance with company requirements, such as having an accurate employment history and if the company as a whole is in compliance with Equal Employment Opportunity (EEO) and Americans with Disability Act (ADA) regulations is another critical part of an audit ("Auditing your HR department," 2007, the HR Team).

Reviewing the efficacy of the organization's compensation practices in retaining good employees, and for compliance with the Fair Labor Standards Act, and conducting random sample of time records is essential good business practice. Of course, the company's benefits must be in compliance with Consolidated Omnibus Budget Reconciliation Act (COBRA) and HIPPA regulations, and all employees must have been notified of the company's Family and Medical Leave Act (FMLA) policy. Finally, there should be effective and established recruitment, grievance, and exit procedures for employees, and these procedures should be clearly communicated to employees in a handbook ("Auditing your HR department," 2007, the HR Team).

What could or should be done at Interclean to make the move to "organizational effectiveness?"

The first step to maximizing "organizational effectiveness" is to conduct an audit of how the company is doing in terms of its overall productivity. While before the individual was the traditional unit of HR audits, it is also crucial to examine the organization's design, effective use of technology, the way that labor is organized and delegated, and how decisions are made by management ("Quantifying and Fostering Organizational Effectiveness," 2004, Herman Miller, pp.1-2)