CASE STUDY: ALIGNING MULTIPLE LOCATIONS WITH AN HR ASSESSMENT
The Challenge
The client partnered with two offices that had distinctly different HR practices, largely due to their origins as separate organizations. However, the client wanted to unify the two practices to create consistency across both entities. By standardizing HR processes and aligning them under one cohesive framework, the client wanted to streamline operations and enhance the overall effectiveness of the HR function.
The Solution: HR Assessment
With the goal of uniting both locations, the client partnered with HRG to complete an HR assessment. The primary objectives were to evaluate the current HR structure and processes at both locations, identify key strengths and challenges, and provide recommendations to align HR practices between both offices. HRG led a thorough evaluation of the client’s HR processes and strategies based on the 13 HR dimensions HRG finds most critical to the success of any organization. The 13 HR dimensions include:
Strategic Planning and HR Strategy
Human Resource Information System
Recruiting
Onboarding
Compensation
Training
Benefits
Performance Management
Employee Relations
HR Metrics
Engagement & Communication
Employment Law Compliance
Labor Relations
The assessment was conducted through a combination of virtual and onsite meetings, interviews, and focus groups with various stakeholders. A random selection of personnel files and HR-related documents were reviewed on-site at both locations, and various other HR-related materials were reviewed off-site. Three focus groups were conducted at one location with employees representing administrative and clinical staff, mid-level management, and senior management. One focus group was conducted at the other location that included both clinical and administrative staff. Once HRG collected all the information from the assessment, they presented a comprehensive review of the findings to the client’s stakeholders.
HR Assessment Findings
At the time of the engagement with HRG, the HR department for both locations consisted of a solo HR Manager based at one of the locations. That lone HR Manager had significant responsibilities for both locations including payroll processing, onboarding of new hires, and benefits administration.
Strengths
Both locations demonstrated several strengths, including a strong commitment to patient care as a top priority. In 2022, a new payroll system was successfully implemented, reflecting the client’s dedication to modernizing operations. Additionally, there was a renewed emphasis on improving recruitment and onboarding processes, positioning the organization for continued growth and success in attracting top talent.
Weaknesses
The HR department of one was overburdened and overwhelmed with too many responsibilities, particularly for an organization of that size. This understaffing placed a significant strain on operations and limited the HR department’s effectiveness.
Additionally, there was no succession plan in place to ensure continuity when the HR Manager was unavailable, leaving the organization vulnerable during absences. Another key issue was the absence of a market-based compensation structure at both locations, which hampered consistency and competitiveness in employee pay. Addressing these challenges would be essential for the HR function to operate smoothly and support the organization’s growth.
HRG’s Recommendations
After concluding the HR Assessment of both locations, and identifying strengths and weaknesses, HRG provided the following recommendations:
Add more resources to the HR department to support organizational growth, ensure smooth operations, and maintain compliance.
Avoid legal penalties by addressing the urgent compliance issues that were identified during the HR assessment.
Optimize the HRIS system by evaluating Paycom's HR modules and prioritizing features that enhance consistency and efficiency across the organization.
Develop market-based compensation plans for both locations.
Evaluate ATS options and consider a fully integrated system for improved effectiveness.
Build a workforce plan based on projected growth to improve recruitment planning efforts.
Create standardized interview guides for each position to ensure consistent interviews that focus on role-specific competencies.
Develop a standardized onboarding and training process to be implemented across all locations.
HRG’s recommendations provide a clear path forward, emphasizing the need to expand HR resources, resolve compliance issues, and standardize key HR processes in onboarding, training, and recruiting. By implementing these strategies, the client can create a more cohesive, efficient, and scalable HR function, positioning both orthopedic practices for continued success as they grow and evolve.
Start a Conversation with an HRG Consultant
Take the first step towards addressing your HR concerns, protecting your organization from future complications, and enhancing your organization’s HR effectiveness. Determining which set of assessments are best for your organization begins with a conversation with our team. Schedule a call with one of our HRG consultants, and they will take it from there!