Constructing a human resources report requires a close examination of departmental functions. Areas to include in a comprehensive report are compensation and benefits, workplace safety, employee relations, recruitment and selection, training and HR strategic management. An article published by Workforce Management advises: "For both the large public organisation and the small private company, the annual human resources report is a response to the evolving role of human-capital management." Human resources leaders position themselves to become a part of executive leadership, and an HR report conveys the relationship of human capital management goals to organizational goals.
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Draft an introduction to your human resources report. Describe the purpose of the report, a summary of the contents, the positions and roles of your audience, and what you intend to accomplish by producing this examination of the human resources department. The first draft of the HR report may be done in advance of actually compiling the information; however, you may want to refine the draft after you've completed the report.
Examine documents in your employee relations files. This section of human resources handles employee concerns, opinion surveys and satisfaction levels. In some departments, the employee relations section also addresses matters such as performance management and turnover analyses. In addition to routine human resources departmental functions such as these, the employee relations also participates in the resolution of official employee complaints, including labour and employment lawsuits. Details about lawsuits to which the organisation is party should be shared only with parties entitled to sensitive and confidential information.
Review your compensation structure and benefits administration. Discuss salaries, wages, employee benefits costs, and employment trends related to compensation. Another approach to this section of the human resources report includes critical analysis of your organisation's compensation practices in comparison to competitors and other industries. In some cases, compensation analyses are part of a separate report because of the complex nature of salary structures and benefits. Comments about the financial aspects of human resources functions should be detailed enough for the company's financial officers to incorporate HR budget allocations into the organisation's overall budget.
Construct an analysis of workplace safety issues, including employee training and leadership training pertaining to OSHA regulations, state laws and workers' compensation matters. Your report should also focus on activities to improve workplace safety and trends regarding workplace violence. Organizational risk management is pertinent to workplace safety and workers' compensation -- these components of an HR department can affect the company's liability and, thus, its profitability. In addition, address pending legislation that will possibly affect workplace safety and changes to workers' compensation insurance and experience ratings.
Review the recruitment and selection process to determine how effective it is concerning workforce planning, hiring decisions and attention to labour market trends. The employment section of a HR department also focuses on how the company positions itself as an employer of choice. Recruiting and retaining talent requires the expertise of employment specialists who understand the implications of trends and positions available within the company. Include a discussion about the relationship between employment specialists and hiring managers -- hiring managers may seek advice from recruiters and employment experts, therefore, there must be frequent contact and trust between the two.
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