Case Study:
Developing an HR Policy & Procedure Assessment
to Train Company Managers and Document Key Processes

Challenge

During the past ten years, a Dallas Service Company had three HR managers. The first manager, who was “self-taught”, had strong relationship skills. When she resigned, the position was vacant for 6 months and a new manager took over the role for about a year. Upon her departure, the Safety and Training Manager was promoted to HR Manager. Executive management then requested an evaluation of their current HR systems, followed by a strategic plan for HR's future role within the company’s development and the specific steps needed to get there.

Due to turnover, we found inconsistent administration and a lack of key processes. The HR department was operating in a “fire-fighting” mode, and the company lacked the knowledge and time to address these concerns.

Solution

HR Dallas reviewed the functional areas including staffing, termination, performance management, discipline, human resources procedure manual, employee relations, EEO, employee handbook, job descriptions, and record keeping. The company provided HRD with existing forms, policies, and formal processes. HRD met with the HR Manager to document current practices where no written documentation existed. This information was reviewed by HRD (and client’s employment attorney) for compliance, efficiency and consistency. HRD also evaluated the HR process for employee communication and its effect on performance.

HRD presented a comprehensive report detailing the department’s functional strengths and areas for improvement. HRD provided a detailed action plan for addressing each area, along with a suggestion for prioritizing the work. Sample forms were provided where applicable.

Result

As a result of HRD's assessment, new long-term HR goals, plans, and processes were developed. The assessment process and report also served as valuable training tools for the new HR Manager, educating him on standard practices and giving him direction on how to proceed. HRD also identified professional training and resources to continue his development in human resources. As each new process is implemented, the HR department will become more proactive, the workplace will become more equitable, and cross-company communications and morale will improve.

HRD was asked to follow-up with the progress of the HR department throughout the next six months, and has become a continuing resource for the HR manager as he moves into a strategic corporate role.

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