Human Resources gap analyses have become a critical element in demonstrating an organization’s commitment to growth in two main respects.
The first is ensuring compliance to minimize legal and regulatory liabilities. Many organizations are simply not prepared if the Department of Labor or the Nevada Labor Commissioner decides to audit their payroll practices, or if there is an EEOC complaint leveled against their hiring practices. SHRP will review your policies and documentation and provide you with the most up-to-date recommendations on best practices.
The other is creating and maintaining a positive workplace culture, one that is not only attractive for recruitment purposes but also places retention at a premium.
There are many reasons to outsource an HR gap analysis. Perhaps you have limited internal resources; or you plan to transition to an automated HRIS platform; or you have had significant turnover; or your HR needs are simply increasing, and you recognize the need to have a more strategic approach to HR. Whatever the case, SHRP’s HR Gap Analysis provides your organization with a results-oriented approach to align your HR functions with your long-term strategic plans.
Audits can include any, or all, of the following:
- Form I-9 compliance
- Personnel files
- HR policies and procedures
- Employee handbook
- Aspects of the employee lifecycle (what about changing to: employee lifecycle components)