In previous posts, we have discussed how important it is for a company to have an established performance review process. In most cases, the records pertaining to this process are filed and tracked by Human Resources employees. However, it should be noted that Human Resources staff should not be exempt from the performance review process themselves. After all, these employees are providing your company with highly specialized and individualized work that requires constant professional development to stay up to date on local, state, and federal laws regarding employment and taxes.
Since the nature of the work in your Human Resources Office is quite different from the work being done elsewhere in the company, you might consider having the office as a whole provide you with an honest self-assessment as part of their performance review. For this assessment, they should be considering the following items to get started.
- What does the Human Resources (HR) office believe the needs of the company to be, and how do they feel they are meeting those needs?
- What processes are the HR employees following when they need to enforce company policies? Do they have any suggestions for policy changes?
- What do the HR employees see as the biggest challenges they face on a daily basis?
- What suggestions do they have for changes to, or improvement upon, the company’s hiring, training, and compensation processes?
- What is their impression of the state of the company’s employee morale, and what suggestions do they have to improve it?
- Does your HR team feel that your company is adequately staffed in all areas?
- How does your HR team feel about the current state of communication between their office, management, and employees, and what suggestions do they have for improvement?
- What is the system being used to maintain employee records? Is it adequate for your company’s needs as the business grows?