News Mar 21, 2024

HR Basics Assessment View

Your HR Basics Assessment Results Good job [788], for completing the HR Basics Assessment! We hope that you found this exercise helpful. Below is a summary report of your results and accompanying resource links to help you develop your internal programs. The results are shared only with you, unless otherwise specified. We have e-mailed you… Continue reading HR Basics Assessment View

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Your HR Basics Assessment Results

Good job [788], for completing the HR Basics Assessment! We hope that you found this exercise helpful. Below is a summary report of your results and accompanying resource links to help you develop your internal programs. The results are shared only with you, unless otherwise specified.

We have e-mailed you a copy of your results, and encourage you to revisit this assessment in the future to continue to develop your program.

[if 661 equals=”Yes”]

Thank you for initiating contact with your Regional HR Consultant ! They have received your assessment and will review the results. They’ll contact you soon to discuss how go2HR can support your HR practices.

[/if 661]

[if 661 equals=”No”]

If you would like to discuss your Assessment with your Regional HR Consultant, you can email them your results and they will contact you to discuss how go2HR can best support your HR practices.

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What is next?

You can review your results below, learn more through the resource links provided for each topic, and use go2HR resources to develop your opportunities for improvement that were identified.

go2HR has another HR Self Assessment, called the HR Policy Checklist. This self assessment dives deeper into specific HR policies and practices in a checklist format, and is meant to be completed after the HR Basics Assessment, which you just did.

You can proceed to this here if you are ready, or you can save this link for later. It takes around 5 minutes to complete.

Q1: Do you have a current, up to date Employee Handbook? [if 575 show=”value” equals=”Yes”]

You answered: Yes – we have an Employee Handbook, it is up to date and given to all workers. That’s a great start! If you are looking to develop your Employee Handbook further, you can check out our Template or review it with your Regional HR Consultant.

[/if 575] [if 575 show=”value” equals=”No”]

You answered:  No OR Not Sure – we don’t have an Employee Handbook or we have an outdated/incomplete handbook. An employee handbook gives your workers their basic expectations in the workplace and is an important document in the overall Employee experience. It also shares basic, need to know information, such as statutory holidays, hours of operation and pay schedule.

[/if 575]

Q2: Do you have up-to-date Job Descriptions for all positions in your business? [if 594 show=”value” equals=”Yes”]

You answered: Yes – we have up to date job descriptions for all positions. Good job! It is a best practice to review the job descriptions at least once a year to keep them updated.  It is often a best practice to do this with your employees during their annual review. [/if 594] [if 594 show=”value” equals=”No”]

You answered: No OR Not Sure – we do not job descriptions in place for all positions, or our existing job descriptions are incomplete/outdated. go2HR can help you implement Job Descriptions.  We have a short how-to guide and Job Description templates to get you started. Job descriptions are critical to the hiring process, setting employee expectations & priorities, as well as performance management & assessment.

[/if 594]

Q3: Do you have a standardized recruitment process in place? [if 654 show=”value” equals=”Yes”]

You answered: Yes – we have a standardized recruitment process in place.

Way to go! For best results, stay consistent with all candidates and review your process periodically to ensure it is up to date with your best practices. Your Regional HR Consultant can help with a review, if you would like. [/if 654] [if 654 show=”value” equals=”No”]

You answered: No OR Not Sure – we do not have a standardized recruitment process in place, or require further development in Recruitment practices.

You can start developing a consistent recruitment process with go2HR resources.

[/if 654]

Q4: Do you have a Probationary Period policy and effectively use Probationary Periods for new employees? [if 797 show=”value” equals=”Yes”]

You answered: Yes – we have a Probationary period policy in place and effectively use Probationary periods.

It is strongly recommended that you have a Probationary Period policy in place and include a Probationary Period clause within employment agreements.

It is also a best practice to have a well-defined onboarding plan that includes monitoring and reviewing employees progress within their first 90 days of employment. This could include documented check-ins or performance discussions at 30, 60 and 90-days to ensure the employee is on track for success and to address any issues quickly.

[/if 797] [if 797 show=”value” equals=”No”]

You answered:No OR Not Sure – We do not have a Probationary Period policy in place or use Probationary periods effectively.

It is strongly recommended that you have a Probationary Period policy in place and include a Probationary Period clause within employment agreements. It is also strongly recommended that you have scheduled check-ins/discussions over the first 3 months so you can make the appropriate decisions before probation expires.

[/if 797]

Q5: Do you have signed employment agreements in place for all employees? [if 598 show=”value” equals=”Yes”]

You answered: Yes – we have signed employment agreements for all staff.

Well done! It is a best practice to make sure they are signed before the employee starts work. If you are interested in reviewing your Employment Contracts to ensure they are up to date, you can access go2HR’s online resources or book a review with your regional HR Consultant.

[/if 598] [if 598 show=”value” equals=”No”]

You answered: No OR Not Sure – we do not have signed employment agreements in place for all staff.

The ambiguity that exists when you do not have signed contracts in place does not favor your business.  You can limit your potential liabilities by clarifying all relevant employment details in writing, signed by workers before they start work. If you have workers working without contracts today and you want to rectify this, we recommend contacting us before proceeding.  There are some procedural and legal considerations to consider in this scenario.

[/if 598]

Q6: Do you have a standardized orientation and onboarding process and procedures in place for all new employees?  [if 603 show=”value” equals=”Yes”]

You answered: Yes – we have a standardized onboarding for all staff in place.

Super! Best practice is to have an onboarding checklist to make sure you cover all steps, and that it is reviewed regularly. go2HR offers training that may help streamline your onboarding process.

[/if 603] [if 603 show=”value” equals=”No”]

You answered: No OR Not Sure – we do not have a standardized onboarding in place, it is not consistent or it requires further development.

Developing a standardized onboarding process offers many benefits for your business. Your new hires will perform faster, safer, and stay longer.  This allows you to spend less time recruiting and more time working on what drives your business. NOTE: Safety Orientations are a regulated requirement of WorkSafeBC.  Workers need to receive an orientation when they start a new job, move to a new department or location, and face new hazards such as working with new equipment or when given new tasks.

[/if 603]

Q7: Are your payroll procedures fully compliant, including mandatory deductions and payroll records as required by BC Employment Standards? 

[if 607 show=”value” equals=”Yes”]

You answered: Yes – our payroll procedures are fully compliant.

That’s great! Payroll compliance and consistency is an excellent foundation for any business [/if 607] [if 607 show=”value” equals=”No”]

You answered: No OR Not Sure – our payroll procedures are not fully compliant in all areas.

This is a common reality in many small businesses as they grow and mature. To get started, check out our resources on this topic: go2HR Payroll Basics [/if 607]

Q8: Do your hours of work and overtime pay policies, procedures and practices comply with BC Employment Standards?  [if 613 show=”value” equals=”Yes”]

You answered: Yes – we meet the requirements for Hours of Work and Overtime pay.

Fantastic! If you have any unique circumstances or situations that you are unsure of exactly how to interpret or apply the regulations, always feel free to reach out to your Regional HR Consultant. Contact your Regional HR Consultant [/if 613] [if 613 show=”value” equals=”No”]

You answered: No OR Not Sure – we do not fully meet the requirements for Hours of Work and Overtime Pay, or have some uncertainty regarding how it applies.

Inaccuracies in this area are a financial liability for your business, and it is always a best practice to be compliant.

If you are dealing with a unique circumstance and are unsure how the regulations apply, you can always reach out to your Regional HR Consultant.

[/if 613]

Q9: Do you have an Equity, Diversity and Inclusion Policy in place? [if 588 show=”value” equals=”Yes”]

You answered: Yes – we have an Equity, Diversity and Inclusion Policy in our workplace.

Way to go!  Practicing EDI in the workplace has many positive benefits, including profitability. go2HR offers EDI training and resources that can support your ongoing efforts.

[/if 588] [if 588 show=”value” equals=”No”]

You answered: No OR Not Sure – we do not have an Equity, Diversity and Inclusion policy.

Practicing EDI has many positive effects in the workplace. It leads to improved employee performance & collaboration, diversifies the talent pool you are able to hire from, and fosters greater job satisfaction & wellbeing.

[/if 588]

Q10: Do you have a consistent method or philosophy to determine employee compensation?  [if 618 show=”value” equals=”Yes”]

You answered: Yes – we have a standardized method or philosophy to determine Compensation Levels.

Excellent work! Being deliberate and thoughtful in regards to your Total Compensation levels is a sign of a mature, well positioned business. go2HR’s new Compensation section can provide tips and pointers to help fine tune your Compensation Strategy.

[/if 618] [if 618 show=”value” equals=”No”]

You answered: No OR Not Sure – we do not have a standardized method or philosophy to determine Compensation Levels.

While this may be working for you currently, but you should consider providing some structure and thought into your overall Total Compensation. Below are links to our Compensation page, our intro to setting wages for small business and a how to guide to setting a Total Compensation Strategy.

[/if 618]

Q11: Do you offer employee Perks and Benefits that encourage attraction, retention and engagement? [if 623 show=”value” equals=”Yes”]

You answered: Yes – we offer Perks and Benefits to our staff.

That’s awesome!  Offering Perks & Benefits to your staff is a great step towards worker wellbeing and retention. Are you effectively communicating the value of your Perks & Benefits to your workers?  You can use go2HR’s Compensation Worksheets to quantify the value of your Perks/Benefits to your business, your staff and job candidates.

It is also important to get feedback from your staff regarding how they feel about your perks/benefits.  If they do not value what you are offering, maybe you need to reposition your benefits to get a better bang for your buck. [/if 623] [if 623 show=”value” equals=”No”]

You answered: No OR Not Sure – we do not offer Perks and Benefits to our staff.

Total Compensation refers to the totality that the worker receives for their efforts and labour.  It is typically made up of wages/salary, perks/benefits and incentive-based rewards. Understanding your compensation through a Total Compensation lens allows you to be more competitive for candidates in the job market. Get started here:

[/if 623]

Q12: Do you have a Tips & Gratuities policy that protects your business from potential financial liabilities associated with CPP and EI?  [if 628 show=”value” equals=”Yes”]

You answered: Yes – we have a compliant Tips & Gratuities policy.

Nice work! Tips & Gratuities have become more complex to manage with CRA changes in 2019.  The landscape has continued to evolve with recent court decisions regarding this topic, putting more pressure on employers to apply payroll deductions to their staff’s Tip income. go2HR recommends that you review our Tips & Gratuities resources below and ensure that your policy is in line with the evolution of this topic.

[/if 628] [if 628 show=”value” equals=”No”]

You answered: No OR Not Sure – we do not have a Tips & Gratuities policy, or we have a policy but are not sure it is fully compliant.

The CRA changes in 2019 put a clear distinction on Controlled Tips where employer bears the responsibility of deductions and Direct Tips where the employee bears the responsibility to report the income. To ensure compliance, please read go2HR’s resources on this.  Also, you are always welcome to contact your Regional HR Consultant for guidance.

[/if 628]

Q13: Do you offer Professional Development and/or Ongoing Training to your staff? [if 660 show=”value” equals=”Yes”]

You answered: Yes – we offer Professional Development and/or Ongoing Training to our staff.

Good job! Offering ongoing professional Development or Training leads to better quality staff and retention. Our go2HR Training offerings are a great resource for industry specific training. [/if 660] [if 660 show=”value” equals=”No”]

You answered: No OR Not Sure – we do not offer Professional Development and/or Ongoing Training to our staff.

Our go2HR Training provides a best in class resource for tourism/hospitality specific training to offer your workers. We offer training in:

[/if 660]

Q14: Do you have a Progressive Discipline policy? [if 633 show=”value” equals=”Yes”]

You answered: Yes – we have a Progressive Discipline policy and use it to manage substandard employee performance or conduct.

Well done! Be sure to implement your Progressive Discipline policy consistently and fairly across your workforce. If you encounter a unique situation or have questions about a specific circumstance, you can always contact your Regional HR Consultant.

[/if 633] [if 633 show=”value” equals=”No”]

You answered: No OR Not Sure – we do not have a Progressive Discipline policy, or we do not use it consistently to manage substandard employee performance or conduct.

Managing employee performance without a Progressive Discipline policy in place is a liability for your business. Progressive Discipline is also about coaching employees in a fair, transparent process aimed at improving their workplace performance. Get started here:

[/if 633]

Q15: Do you have a Workplace Accommodation Policy? [if 638 show=”value” equals=”Yes”]

You answered: Yes – we have a Workplace Accommodation Policy and we are comfortable dealing with Accommodations as they arise.

Excellent work! Being able to accommodate your staff as their needs change and evolve helps you keep valuable staff longer and reduces the amount of time you invest in recruitment and training.

[/if 638] [if 638 show=”value” equals=”No”]

You answered: No OR Not Sure – we do not have a Workplace Accommodation Policy, or we are unsure how to deal with Accommodation requests as they arise.

Workplace Accommodations are legally required and important to accommodate your staff as their needs change.

Check out our links below, or contact your Regional HR Consultant for support.

[/if 638]

Q16: Do you have a standardized & documented approach to offboarding Employees as they leave your business? [if 649 show=”value” equals=”Yes”]

You answered: Yes – we have a standardized & documented approach to offboarding employees.

Good work! It is best practice to have an Offboarding checklist and review it annually or seasonally.  You can use go2HR’s template to review or develop yours. Offboarding Template [/if 649] [if 649 show=”value” equals=”No”]

You answered: No OR Not Sure – we do not have a standardized/documented approach to offboarding employees, or we require further development in this area.

Developing a documented procedure to employee Offboarding is key to business continuity. You can use go2HR’s template to develop yours. Offboarding Template [/if 649]

Q17: Do you conduct temporary layoffs in accordance with BC Employment Standards?  [if 799 show=”value” equals=”Yes”]

You answered: Yes – we conduct temporary layoffs to help manage your seasonal staffing levels.

Great work! If you have any questions, feel free to contact your Regional HR Consultant if you have any questions.

Visit our resources to learn more about:

[/if 799] [if 799 show=”value” equals=”No”]

You answered: No OR Not Sure – we do not conduct temporary layoffs, or we have uncertainty about our policy or practices.

If you are unsure about your current practices, consider reviewing the legislation on the BC Employment Standards website.

Be sure to contact your Regional HR Consultant if you have any questions or would like support for your business, contact your Regional HR Consultant to discuss if this strategy makes sense for your business.

Visit our article to learn more about:

Thank you for completing go2HR’s HR Basics Assessment. We hope you found this exercise to be worthwhile.

If you are ready, you can take our next HR Self Assessment, the HR Policy Checklist here.