• OML AFRICA SME HR RISK CHECK

  • A practical HR diagnostic tool designed to help SMEs identify potential gaps and risks in their HR documentation, payroll, employee relations, policies and people-management systems.

  • SECTION 1 -RESPONDENT DETAILS

  • Format: (000) 000-0000.

  • SECTION A — BUSINESS PROFILE

  • 3. Do you have a dedicated HR person or department?*
  • 4. Who currently handles HR matters in your business?*
  • 5. What is your biggest HR concern at the moment?*

  • SECTION B — EMPLOYMENT CONTRACTS & STAFF DOCUMENTATION

  • 6. Do all your employees have signed employment contracts?*
  • 7. Are your employment contracts up to date and aligned with the actual roles employees perform?*
  • 8. Do you issue appointment letters before employees start work?*
  • 9. Do you have proper job descriptions for all employees?*
  • 10. Do you maintain employee files for all staff?*
  • 11. Do you have a staff handbook or employee manual?*
  • 12. Do employees acknowledge receipt of company policies or handbook?*
  • 13. When staff roles change, do you update their job description, contract or appointment records?*

  • SECTION C — PAYROLL & STATUTORY COMPLIANCE

  • 14. Do you process payroll on a fixed date every month?*
  • 15. Do employees receive payslips?*
  • 16. Do you have a clear payroll approval process before salaries are paid?*
  • 17. Are salary changes, allowances, deductions and overtime approved before payroll is processed?*
  • 18. Do you maintain payroll records every month?*
  • 19. Are statutory deductions and contributions handled properly?*
  • 20. Do you have a payroll checklist to confirm new hires, exits, unpaid leave, deductions, allowances and changes before payment?*
  • 21. Have you had payroll errors in the last six months?*
  • 22. Is one person responsible for checking payroll accuracy before payment?*
  • 23. . Do you have a process for handling employee payroll queries?*

  • SECTION D — HR POLICIES & PROCEDURES

  • 24. Do you have written HR policies?*
  • 25. Do you currently have the following policies: leave, attendance, disciplinary, grievance, code of conduct, harassment, health and safety, data protection/confidentiality, performance management and remote/flexible work?*
  • 26. Are staff aware of the policies that apply to them?*
  • 27. Do managers know how to apply company policies consistently?*
  • 28. Have your policies been reviewed within the last 12 months?*

  • SECTION E — DISCIPLINE, GRIEVANCE & EMPLOYEE RELATIONS

  • 29. Do you have a written disciplinary procedure?*
  • 30. Do you have a written grievance procedure?*
  • 31. When employees misconduct themselves, do you follow a documented process before taking action?*
  • 32. Do you keep records of warnings, investigations, disciplinary meetings and decisions?*
  • 33. Have you had any staff complaints, disputes or disciplinary issues in the last 12 months?*
  • 34. Have any staff threatened to report the business to a labour office, lawyer or external authority?*
  • 35. Do managers know what to do before suspending, warning or terminating an employee?*
  • 36. Do you seek HR advice before terminating employment?*
  • 37. Do you have standard templates for disciplinary invitation letters, warning letters, grievance letters and termination letters?*
  • 38. Are employee relations matters handled confidentially?*

  • SECTION F - PERFORMANCE, PRODUCTIVITY & STAFF MANAGEMENT

  • 39. Do employees have clear performance targets?*
  • 40. Do you conduct performance reviews?*
  • 41. How often do you review employee performance?*
  • 42. Do you document performance discussions?*
  • 43. Do you have a process for managing poor performance*
  • 44. Are supervisors trained to manage performance, attendance, discipline and staff behaviour?*
  • 45. Do employees understand what is expected of them?*
  • 46. Do you have repeated issues with lateness, absenteeism, poor performance or low productivity?*
  • 47. Do you have a system for recognising good performance?*
  • 48. Do you have a succession or backup plan for key roles?*

  • SECTION G — LEAVE, ATTENDANCE & WORKING HOURS

  • 49. Do you keep proper leave records?*
  • 50. Do employees apply for leave using a formal process?*
  • 51. Do managers approve leave before employees take it?*
  • 52. Do you track lateness and absenteeism?*
  • 53. Do you have clear working hours?*
  • 54. Do you have rules on overtime, weekend work or work outside normal hours?*
  • 55. Do you have attendance records or timesheets?*
  • 56. Do you have disputes about leave, working hours, lateness or absence?*

  • SECTION H — HR STRUCTURE & OUTSOURCING READINESS

  • 57. Is HR becoming too much for the business owner, admin officer or finance officer to manage?*
  • 58. Do you need HR support but cannot justify hiring a full-time HR manager?*
  • 59. Would your business benefit from monthly HR support?*
  • 60. Which HR activities would you consider outsourcing?*
  • 61. Would you prefer HR support that is*
  • 62. How urgent is your need for HR Support?*

  • SECTION I — TRAINING & MANAGER CAPABILITY

  • 63. Do your managers or supervisors understand basic HR responsibilities?*
  • 64. Have your managers received training on discipline, grievance, performance, leave and employee communication?*
  • 65. Do managers sometimes make staff decisions without consulting HR or management?*
  • 66. Would your managers benefit from practical HR training?*
  • 67. Which training topics would be most useful?*

  • SECTION J — HR SYSTEMS, RECORDS & CONFIDENTIALITY

  • 68. Do you use any HR software or digital HR system?*
  • 69. Are employee records stored securely?*
  • 70. Who has access to employee records?*
  • 71. Do you have a system for tracking contracts, leave, attendance, payroll changes and staff documents?*
  • 72. Do you have confidentiality rules for staff information?*
  • 73. Have you ever lost employee records, payroll information or important HR documents?*

  • SECTION K — FINAL RISK QUESTIONS

  • 74. Have you had any labour-related complaint, staff dispute or legal issue in the last 12 months?*
  • 75. Have you terminated any employee in the last 12 months without formal HR advice?*
  • 76. Are you confident that your current HR documents can protect your business if challenged?*
  • 77. Are you confident your payroll records and employee records are complete?*
  • 78. Would you like OML Africa to recommend the right level of support for your business?*

  • ASSESSMENT SUMMARY - RISK LEVEL

  • LOW RISK ( 0–25 )


    Based on your responses, your business has some HR structures in place, but there may be areas that require strengthening.


    Recommended Solution

    OML HR Templates and Toolkit + Independent HR Audit.

    To find out more, please contact us on peopleservices@omlafrica.com or +233 50 355 1926.

     

     

  • MODERATE RISK — 26–50

    Based on your responses, we identified some HR gaps that should be addressed to reduce potential risks as your business grows.

    Recommended Solution

    OML Independent HR Audit.

    To find out more, please contact us on peopleservices@omlafrica.com or +233 50 355 1926

  • HIGH RISK — 51–80

    Based on your responses, we identified potential HR, payroll, documentation and employee relations risks that may expose your business to avoidable challenges.

    Recommended Solution

    OML Independent HR Audit + Monthly HR Advisory Support.

    To find out more, please contact us on peopleservices@omlafrica.com or +233 50 355 1926.

  • CRITICAL RISK — 81+

    Based on your responses, we identified significant HR risks that may require immediate intervention to prevent disputes, compliance issues or disruption to your business.

    Recommended Solution

    OML Outsourced HR Support, Payroll Support or Urgent HR Advisory.

    To find out more, please contact us on peopleservices@omlafrica.com or +233 50 355 1926

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