Compliance

Many organizations still believe that the human resource profession is made up of the rule makers when in fact we are the “guardians of culture.” Leaders establish the vision and set the tone of the organization. It is up to the HR professionals to ensure that the vision and customs of the organization permeate all levels.

Using compliance tools, while regulatory in nature, can be used as a means to attract, develop and retain the most qualified candidates. As noted in Good to Great by Jim Collins, it is important to get the right people on the bus and in the right seats. First Who, Then What. Developing a plan of how to source and select candidates becomes just as important as how to develop and discipline them. First Who, Then What.

Simple checklists may be developed for a variety of human resource processes. Consider the following when determining how well the company strategy is communicated to employees:

Do you utilize systems that make it easy to accurately and efficiently access essential information about and for your workforce?
Do you keep current and disseminate essential information to keep business compliant with federal, state and local employment regulations?
Do you have an objective advocate to assure the business maintains a diverse workforce that is well respected and engaged?
What do the written policies and procedures say?
What do the HR managers say?
What do the line managers say?
Where is the organizational chart for the organization?

In the coming months, we will continue to revise and update our Compliance page. Future topics will include Affirmative Action Planning, I-9 documentation and Job Descriptions.

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