How strong is your first line of defense, your First Line Supervision, when it comes to representing your Company? Are they appropriately balanced while serving as a fair and credible resource to your employee population? Are you comfortable with the skill set of your First Line Supervisors in terms of people skills, and have you considered whether or not they have the right cultural “fit” to compliment their technical “fit”? We invite you to visit our website at WINGS' Seminars for a preview of one of our high impact one-day training course outlines. We also encourage you to preview the rest of our services offerings at www.wingshr.com or by simply clicking on “Return to W.I.N.G.S. HR” in the menu bar across the top of this email.

Are you comfortable with your current Human Resource portfolio of policies and procedures from a legal or regulatory perspective, and are they state-of-the-art? Regardless of your circumstances, for an audit to lead to organizational learning and improvement, the target audience must be heavily involved in the auditing activities, and concur with -- in fact, own -- the audit's goals and objectives. Achievement of tangible operating benefits, moreover, must be made a concurrent purpose.

Audits are typically conducted for the following:  

1. To assess organizational compliance with established regulations and/or company policies.

2. To measure effectiveness or satisfaction of the end users -- management, employees, or the community.

3. To streamline work processes used to carry out functional work, such as recruiting, compensation, training, benefits, etc.

4. To establish an "early warning system" to spot problems or identify issues before they become crises.

5. To measure continuous improvement by asking whether things have gotten better or worse because of a functional initiative.

YOU KNOW WHAT YOUR EMPLOYEES ARE THINKING?

DO YOU CARE?

Your employee’s attitudes are influenced by what they are thinking. Our employee opinion survey techniques are effective in identifying key attitudes and evaluating these responses numerically. Our feedback process provides training and tactics to involve supervisors and managers in meaningful and high impact feedback meetings. Our surveying process can be used to design strategic communications programs to focus and control employee opinions on critical issues.  

The purpose of this material and relating articles is to both provide information and facilitate general dialogue about various employment-related topics. No legal advice is being given and no attorney-client relationship is created. Please visit http://www.wingshr.com/hraccess/disclaimer.asp for further limitations and conditions.