| Business leaders often say, "Our most important asset | | | | HR functions are handled in your organization (i.e., |
| is our people" or "Our employees are our strength." | | | | payroll, benefits, salary administration, performance |
| Think about it. If HR programs and processes were | | | | review, recruitment and selection, training, labor |
| improved at your work place, would your business | | | | relations, professional development, safety, etc.)o Legal |
| experience growth? Would morale be improved? | | | | compliance and documentationo Employee morale and |
| Would you have less turnover and absenteeism? | | | | job satisfaction. |
| If you suspect things could be better yet, don't know | | | | You may wonder, why choose a VA? The Alliance |
| what to do or where to begin the best place to start is | | | | for Virtual Businesses provides this definition. "Virtual |
| by analyzing and improving the HR functions in your | | | | Assistants (VAs) are independent entrepreneurs |
| organization. | | | | providing professional administrative, creative, |
| If you are a small business, you may not have an | | | | managerial, technical, business office and/or personal |
| experienced HR manager on board to provide advice, | | | | support services. VAs use the most advanced means |
| guidance and support for your organization's | | | | of communication, and the newest and most efficient |
| management of employee resources; yet alone handle | | | | and time saving office products and work delivery, |
| the day-to-day personnel-related administrative work | | | | regardless of geographic boundaries. Virtual Assistants |
| practices. Ask yourself this question, "If the process of | | | | work from their own offices, on a contractual basis, |
| completing an HR Audit can positively impact our | | | | and abide by an established Code of Ethics requiring |
| business, what am I waiting for?" | | | | integrity, honesty and due diligence." Remember, Virtual |
| To clarify terminology, The Society for Human | | | | Assistants establish long term associations with their |
| Resource Management (SHRM) has developed this | | | | clients and will remain invested in your organization's |
| explanation, "An HR audit measures HR effectiveness | | | | success. |
| and efficiency and demonstrates the value of HR in | | | | Discover if your HR program and initiatives really treat |
| helping an organization meet its strategic goals. The | | | | your employees as valued assets! |
| main functions of an HR audit are to:o Help | | | | The results of your HR Audit will indicate strengths and |
| organizational decision makers understand what is | | | | weaknesses in your employee policies, procedures, |
| happening with various human resource activities.o | | | | documentation, systems and practices. The findings will |
| Allow HR managers to determine programs/positions | | | | identify issues needing resolution or potential change. |
| to eliminate/enhance." | | | | Your VA will work with you to develop a work plan, a |
| Don't do this alone! A qualified Virtual Assistant (VA), | | | | strategy for handling follow-up and correction. Because |
| credentialed and specializing in HR Services, will lead | | | | you have an ongoing work relationship established, |
| your business through the steps in an HR Audit. The | | | | your VA can also provide the guidance and |
| VA acts as an unbiased evaluator, using objective | | | | administrative support services needed during the |
| criteria and assessment instruments to measure and | | | | transitional period or longer. |
| review the management and performance of your HR | | | | DON'T WAIT! Reap the rewards that come when |
| initiatives. A systematic study can focus on one part | | | | employees know they are appreciated! Complete the |
| of your program, or it can include all of the following:o | | | | audit, and begin implementing HR initiatives that will add |
| Your organization's overall design and structureo How | | | | value to your organization! |