Should I conduct an Organisational Review?

Taryn Heinrich

As we settle into the new year, our conversations with businesses have been showing a common theme; strategic people planning for 2024. Recently we have been working with new and existing clients on undertaking an HR organisational review. This review helps with understanding the current state of HR practices in the business, highlighting areas where HR is excelling and areas where significant improvement may be needed.

Undertaking a review can offer several key benefits. It allows for the identification of strengths and weaknesses within HR practices and procedures, which enhances employee satisfaction.  It ensures compliance with employment laws and regulations, helping to avoid any legal issues. It facilitates the assessment of staff skills and competencies, highlighting any training needs and providing development opportunities. And it can identify any technological advancements and innovative solutions leading to increased efficiency and cost saving solutions.

The process we undertake for a HR organisational review includes:

  • Reviewing and analysing organisational documentation, including employment contracts, position descriptions and policies and procedures
  • Talking to your people. Gathering direct feedback from employees to gain insights into the culture, morale and operational challenges
  • Preparing a report with our findings and recommendations

Generally, the review is summarised under the following headings; Structure, Systems and Processes, People, Rewards and Recommendations.

Assessing the organisational structure helps identify any inefficiencies or areas where roles and responsibilities may be unclear. Understanding what’s working well and what’s not enables organisations to make informed decisions about potential restructuring or realignment.

Systems and Processes
This includes identifying inefficiencies, or areas where automation or streamlining could improve effectiveness. This can include areas such as recruitment, onboarding and offboarding, performance management and employee development.

Understanding the needs, motivations and concerns of staff is critical for maintaining a positive work environment and driving employee engagement. This involves talking all team members, including management, about factors such as employee satisfaction, alignment with the organisational culture, opportunities for growth and development, and addressing any potential issues related to workplace culture. Employees often have valuable perspectives on what’s working well and areas for improvement.

Employee retention is often closely tied to compensation, benefits and recognition programs. Assessing the effectiveness of existing reward structures, helps identify whether your business is competitive in the current market and aligned with employee preferences.

A comprehensive HR organisational review leaves organisations with a clear action plan with goals and timeframes for the year ahead. This ensures that efforts are focused on any urgent areas of improvement and that progress can be measured effectively.

If you would like to discuss implementing a HR organisation review for your business contact Inspire HQ to set up your free Inspire HQ People Hour or for more information, visit our Human Resources page.

About The Author
Taryn Heinrich

Taryn’s passion is working with businesses and individuals to bring out their best. Taryn developed her HR generalist skills working on investigations, strategic planning, employment contracts, and developing and implementing HR policies and procedures.

Working closely with your business and employees, Taryn has a distinctive talent for setting people up with the tools they need to do their job safely and helping your business operate successfully. If you need help with anything HR related, Taryn is your go-to person!

On the weekend, you’ll find Taryn spending time with her family and friends – she’s always the first to arrive and the last to leave.

For more useful information, follow Taryn on LinkedIn.

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