HR Risk Needs Analysis
Name
*
First Name
Last Name
Company
*
Cellphone number
*
Please enter a valid phone number.
Format: (000) 000-0000.
Email
*
example@example.com
Back
Next
Strategic alignment
Assess the business strategy viz integration and alignment of the HR strategic plan and framework.
Rows
No evidence
Partial evidence
Satisfactory
Meets standards
Best practice benchmark
n/a
Is there a company strategic plan and / or balanced scorecard that references people’s goals as a strategic driver?
Is there a focused HR strategy with clear HR goals in place that aligns to the business plan and goals?
Human Capital Compliance
Assess the company's focus and commitment to HR governance, systems, procedures, and policies that drive consistent practices.
Rows
No evidence
Partial evidence
Satisfactory
Meets standards
Best practice benchmark
n/a
Does the business have a clear, articulate and updated employee HR manual in place with clear defined HR processes and procedures?
Does the company assess HR compliancy through its internal audit procedures?
Digital E-HR Platforms
Has the business transformed its systems and processes through the implementation and use of digital HR platforms or does it still rely on traditional methods i.e. excel etc.?
Rows
No evidence
Partial evidence
Satisfactory
Meets standards
Best practice benchmark
n/a
Is there an integrated digital E-HR system that integrates payroll and ESS functionality?
Does the company have a digital E-HR system that drives employee engagement and communications?
Organisational Design
Assess the company's structure, hierarchy, and leadership / matrix reporting lines.
Rows
No evidence
Partial evidence
Satisfactory
Meets standards
Best practice benchmark
n/a
Is there a clear and updated organogram in place that reflects updated names and roles / functions, grades, and levels of work?
Does the company review and re-align its company organogram on a regular basis and when operational restructure changes take place?
Does the company adopt a clear structured approach to company re-engineering of processes, s189 / s197 operational restructuring steps, M&A's, JVs, etc.?
Employee Performance
Does the company have clear OKRs / KPAs in place that filter down to all levels of employees that are clear, smart, and measurable?
Rows
No evidence
Partial evidence
Satisfactory
Meets standards
Best practice benchmark
n/a
Are there business goals in place per role that align to the business strategy?
Is there a digital performance management system in place that is integrative and aligned to levels of work and role functions?
Back
Next
Employee Development
Does the company have a clear training development framework and strategy that supports employee growth, succession, and manpower planning needs?
Rows
No evidence
Partial evidence
Satisfactory
Meets standards
Best practice benchmark
n/a
Are there defined job descriptions in place with clear competencies against which employee development is planned and executed on?
Does the company have an in-house training division / centre or is training largely outsourced?
Is leadership training prioritised and aligned to a clear competency framework as well as the company culture and values framework?
Does the company have an online learning system in place that enables staff to self develop and grow.
Employee Assessment / Psychometrics
Does the company adopt / use assessment techniques to profile for talent succession and development purposes?
Rows
No evidence
Partial evidence
Satisfactory
Meets standards
Best practice benchmark
n/a
Does the company use assessment methods for senior level recruitment, appointments, etc.
Does the company have a policy in place that ensures assessments are used across all levels of work for recruitment and development purposes?
Employee Remuneration & Reward
Does the company adopt a clear remuneration & reward and benefits policy and strategy that is governed by a REMCO board?
Rows
No evidence
Partial evidence
Satisfactory
Meets standards
Best practice benchmark
n/a
Is employee remuneration benchmarked against local/ international market and does this contribute to annual salary ranges being reviewed?
Does the company apply an annual review adjustment exercise?
What is the company's pay point policy viz compa ratio management?
Is there a performance bonus programme in place?
Is there a profit share incentive scheme / policy in place?
Is there an employee share scheme in place?
Change Management
What approach and methodology does the company apply when implementing changes in the business viz operational restructured, new implementations, etc.
Rows
No evidence
Partial evidence
Satisfactory
Meets standards
Best practice benchmark
n/a
Is change management a key leadership competency for the business?
Is change management well communicated, well managed and well trained?
Employee Relations
Assess the company's approach to addressing discipline, misconduct, employee unrest, etc.
Rows
No evidence
Partial evidence
Satisfactory
Meets standards
Best practice benchmark
n/a
Does the company have a clear disciplinary code of conduct in place that underpins all disciplinary procedures?
Does the company enter into regular collective bargaining / annual negotiations with unions / employee forums, etc..?
Are there clear processes in place to manage in-house forensic investigations, disciplinary management hearings, etc.?
Is there a clear policy and clear guidelines to manage arbitrations, conciliations, alternate resolution and conflict management?
Is there a clear process to managing poor performance, grievances, etc.?
Back
Next
HR Analytics and Reporting
What digital HR scorecard measurement system is in place that provides the necessary insights and data inputs for eco decision making purposes?
Rows
No evidence
Partial evidence
Satisfactory
Meets standards
Best practice benchmark
n/a
Is HR reporting a critical contributor to monthly / quarterly / annual reporting?
Is HR reporting interactive viz Artificial Intelligence system and platforms?
Manpower Recruitment & Resourcing
The strategic approach taken to identify and recruit / onboard talent for the company.
Rows
No evidence
Partial evidence
Satisfactory
Meets standards
Best practice benchmark
n/a
Does the company work with and mandate recruitment firms / headhunters to source talent?
Is there a clear and defined end to end internal recruitment procedure that enables and supports talent and succession planning?
Is there a structured employee onboarding and induction programme in place for new employees?
Talent Management
The methods and procedures that a company adopts to identify, manage, and retain talent for growth and succession.
Rows
No evidence
Partial evidence
Satisfactory
Meets standards
Best practice benchmark
n/a
Is there a talent management framework and matrix model in place that measures talent viz potential and performance indicators?
Is there regular talent engagement processes in place that drive mentoring, coaching, and development initiatives?
HR Policy & Procedure
Does the company have clear employee policy and procedure manuals that align to legislation, country & global benchmark standards?
Rows
No evidence
Partial evidence
Satisfactory
Meets standards
Best practice benchmark
n/a
Do staff have access to the employee policy manual via digital platforms?
Are policy and procedures regularly reviewed and updated to ensure alignment to best practice/s.
Employee Wellbeing
Does the company place emphasis on the importance of work-life balance, viz how it treats and supports staff to manage self and others.
Rows
No evidence
Partial evidence
Satisfactory
Meets standards
Best practice benchmark
n/a
Is there a recognised in-house employee wellbeing programme & process in place that staff have direct access to support.
Is there an outsourced contract in place with a recognised employee wellbeing provider eg. ICAS
Company Culture & Values
Understand the DNA of a company viz the mission, vision, values that define the company's culture.
Rows
No evidence
Partial evidence
Satisfactory
Meets standards
Best practice benchmark
n/a
Are there clearly defined values that define the company's leadership culture and environmental commitments to ERG.
To what extent does the company reinforce the values and leadership drivers that define success and commitment.
Submit
© 2022 Crowe DNA (Pty) Ltd. All rights reserved.
Should be Empty: