Audit of existing HR system
CTC consultants start construction of a holistic HR system from study of existing practices. To ensure qualitative and quantitative evaluation of the existing HR system, we suggest four stages:
- Comparative analysis of key performance indicators of HR system (HR KPIs) with best indicators of other companies (HR benchmarking)
- Evaluation of cost-effectiveness of personnel expenditures and of individual HR functions;
- Evaluation of HR system by key users (does it help company managers to achieve current business objectives?)
- Defining perception of the company by its staff (how much is the HR system oriented towards needs and desires of promising staff?)
Personnel Audit
Current state and human potential of the company are assessed with a focus on management level, optimal proportion of managerial and non-managerial staff is determined, effectiveness of existing HR system is analyzed. On the basis of this evaluation, conclusions are made concerning sufficiency of staff, need in lay offs or new recruitment.
Personnel assessment in the company and its divisions
Diagnosis of individual psychological types of employees and group evaluations. Evaluation of staff potential by division (e.g. evaluation of staff of sales department), by level (e.g. middle-level managers), or specific management tasks (e.g. assessing readiness of managers for new area of work).
Assessing social and psychological climate and informal relations
Determining structure of formal and informal relations between staff, channels of communication, social and psychological climate in the company and in divisions. Causes and sources of tensions are identified.
