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Stockholm HR
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HR Audit and Compliance
Do you really need an HR Audit?
Probably.
Organisations change. Always. An HR audit can help you stay in tune with your changes and help you with your present and prepare you for the future, without losing your history.
An HR audit is a review of an organisation’s policies, practices, procedures, and processes to ensure they are aligned with legal regulations, industry best practices, and the organisation’s current objectives, or strategic goals.
There are some common situations when you might want to consider an HR audit:
Experience Growth or Change: HR practices and policies help you navigate your day to day. If the day-to-day changes, perhaps because you grow or shrink the organisation, then an audit can help you assess whether HR practices are still effective, legally accurate, and scalable to accommodate the changing workforce.
Understand your Employee concerns: If you find yourself faced with employee complaints or perhaps even legal disputes related to HR practices, an HR audit can help identify areas of concern and how to address and improve them.
Assess Risks: No one wants to be in harm’s way for any potential risk at work. So it is important to assess all potential risks related to issues like workplace safety, harassment, discrimination, or inadequate employee training. An HR audit can highlight gaps to fill to ensure a safe working environment and compliance to regulatory rules on your location.
Workforce Diversity and Inclusion: It is always wise to promote diversity and inclusion but for example old routines from a time when an organisation was much smaller might become inadvertently biassed, as you grow. An HR audit can help you identify gaps to consider in order to continue to be inclusive and fair for any size, culture or company objective.
Why Engage Stockholm HR
in an Audit?
We will help you by bringing our specialised knowledge and objectivity to the process. We offer:
Expertise and Knowledge: Up-to-date information and insights that ensure compliance and effective HR Management. We help you minimise the changes of legal disputes, penalties and reputational damage.
Objective Assessment: We are impartial and can give you a fresh perspective on your process as well as give you an unbiased recommendation for improvement based on insights into industry best practices.
Tailored and Comprehensive Evaluation: We provide thorough assessment of your HR policies, procedures, documentation and practices and we ensure an aligned recommendation to your specific unique organisational structure, culture and needs.
Organisational Development
When should you think of
Organisational Development?
Anytime.
The road can be winding at times. Perhaps you are not sure if – or know that – the road your organisation is on might not lead you where you want to be. Engaging in Organisational development can help. In particular if you want to improve overall performance, adapt to change, enhance your culture, or foster a more productive and healthy work environment.
Organisational development (OD) is a planned and systematic process aimed at improving an organisation’s effectiveness and health. Through a variety of strategies, interventions and techniques you can help push different aspects of your organisation, such as your structure, culture, processes and your people.
There are some typical scenarios when you might want to think of Organisational development:
Align Culture: When your organisation changes or matures, behaviours and practices shift as well. If you notice that this causes a misalignment with your stated values, mission or other written statements on who and how you are, then Organisational development can help you align again.
Boost your people: When there is a decline in your employee engagement, job satisfaction, and motivation, Organisational development can introduce initiatives to improve your work environment, enhance your employee well-being and boost your engagement levels again.
Resolve conflict: Sometimes conflicts or disputes linger and even fester no matter what you do. Organisational development can facilitate open communication, mediate conflicts, and establish processes for resolving disputes constructively both now and for the future.
Planning Successions: When your organisation is growing, needs a change, or key people are leaving, Organisational Development can help plan how to develop talent and leaders within or recruit with a strong future purpose, rather than spend time, resources and money on reactive hiring.
Why engage Stockholm HR in
Organisational Development?
If you are ready to discuss any of the above, let us help you on your organisational development journey. We will bring our specialised knowledge and open-mindness and can offer:
Assessment and Analysis: We take the time to conduct a thorough assessment of your current situation. We help you highlight strengths, weaknesses, and areas of improvement.
Team Building and Collaboration: We will facilitate team-building activities and workshops to improve collaboration, communication, and alliance within your organisation.
Sustainability: We ensure to tailor our approach to your unique needs and challenges and create a framework that is relevant, lasts over time and adapts to your evolving needs.
Performance Management
When is Performance Management
effective?
When it fits.
Your organisation is nothing without your people. They are the heart and soul that makes the machinery work. You can never take them for granted and they should always be seen and valued. Considering when and how to best align individual and team goals with your organisation’s strategic objectives depends on your specific context and culture. Introducing a performance management approach early and letting it evolve helps your people be tuned in to your organisational journey.
Performance management is a systematic approach to creative a positive feedback culture, setting expectations, assessing progress, and offering ways and opportunities for development and advancement for your people. It involves communication structures, goal setting and check-ins on progression or performance. It is not an HR process but a way to align your organisation’s and your people’s growth journeys and it can be either rather informal with coaching and mentoring or quite formal systems.
Here are some key considerations and factors to keep in mind when determining the timing for introducing your preferred performance management approach:
Your Organisational Size and Complexity: Start small if you are still small. When you grow or find yourself larger and more complex it can become beneficial with a more rigid approach but until then, don’t overthink the processes.
Strategic Alignment: If you have clear strategic goals and values, then a systematic approach to align them can be really effective and beneficial.
Accountability and Recognition: There is always a benefit knowing how you are progressing either as an organisation or individual. A Performance Management approach can facilitate the discussions around results and help give and take feedback to highlight opportunities for both improvement and recognition.
Legal and Compliance Requirements: If you are operating in an industry that legally or regulatory requires certain record-keeping, then a Performance management approach might easily help you be compliant.
Why engage Stockholm HR
in Performance Managment?
Are you curious about exploring your options to facilitate open and transparent feedback to foster a culture of continuous improvement. We can help you find a structure that fits your unique organisation in your current situation and for the future.
We can offer:
Process Review and Design: We can review your existing performance management process and help you identify areas of improvement. We aim to suggest an approach that aligns with your organisation’s goal and culture.
Performance Metrics and KPIs: We can help identify the areas that a performance management approach can tackle and measure. It can include setting key performance indicators (KPIs) to measure desired progress and success and provide valuable insights.
Feedback and Coaching: We will train you on how to provide regular feedback and coaching, offering techniques and strategies for constructive feedback that aligns with the way information flows in your organisation already.
Change Management
Change is just change, right?
No.
Change is dynamic and requires flexibility. Remembering and engaging in Change Management guidelines can help you accelerate and succeed in the transition from a current state to a desired future state.
Change Management is a framework for managing the people side of change. There is a structured approach but it will vary depending on the nature and scope of the change. Successful Change Management has a real impact, contributing to the organisation’s resilience, adaptability and long-term success.
It is always good to adapt a Change Management mindset for all various types of changes that impact your structure, processes, culture, or overall operations. Here are some scenarios:
Restructuring: If you are looking to introduce a new hierarchical order, perhaps in response to outside or inside forces, you might find it difficult to get buy-in to and acceptance. A change management approach can help you identify and navigate any challenges and foster lasting team dynamics and reporting relationships.
Technology Implementations: An upgrade or other changes in systems and applications can have a huge impact on how you and your team work. Facilitating the adoption in an open, deliberate and structured approach helps address concerns early and eliminate as many as possible.
Process Reengineering: New processes to improve efficiency, reduce costs, or enhance quality can lead to both actual but also perceived changes in how work is done. Keeping in mind how the human mind works when faced with change, can help quicker adaptation of new procedures and workflows.
Cultural Transformation: Perhaps your organisation is ready for a more innovative culture, wants to promote diversity & inclusion, or instil a customer-centric mindset. They are not light-switch changes but with a deliberate approach addressing both the positives and any mental and physical obstacle, you can accelerate the transition.
