In episode 154 of “The JoyPowered® Workspace Podcast,” JoDee and Susan discuss doing comprehensive reviews and evaluations of an organization’s HR services.
HR assessments call out the HR function’s strengths and weaknesses and recommend enhancements. They can be accomplished by contracting with an external HR consultant or tasking an internal HR staff member who has broad and deep experience in the field. It might be appropriate to have one done as ongoing compliance testing, when you’re thinking about hiring a new HR person or have never had an HR department before, or when you’re making a change in HR leadership.
HR assessments can be valuable for a number of reasons, like demonstrating the seriousness of the HR function, committing to continuous improvement, assessing how your team members’ talents are being used and whether you need additional staff members, and risk mitigation, to name a few.
JoDee and Susan walk through some steps for engaging in an HR assessment: data gathering, interviewing stakeholders, analysis, and recommendations. They discuss what they see as the joyful part of doing an HR assessment – Susan enjoys learning about how different HR operations work and using what she learns to make other companies better, while JoDee appreciates the confirmation of good HR practices.
In this episode’s listener mail, a listener asks whether you have to let an employee stay when they resign one day and change their mind a couple days later. In the news, McKinsey Quarterly did a survey that included results on the most common reasons survey participants gave for quitting previous jobs.
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