HR audits

A periodic HR audit can qualify its effectiveness within an organization. HR audits may accomplish a variety of objectives, such as ensuring legal compliance; helping maintain or improve a competitive advantage; establishing efficient documentation and technology practices; and identifying strengths and weaknesses in training, communications and other employment practices.
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Negative into positive

Persistent negative attitudes among employees can cause serious impacts on the success of an organization. Turn negative into positive with the following initiatives: empower employees to make decisions, solicit employee opinions, provide consistent and fair treatment, eliminate exclusionary habits, provide leadership, and provide appropriate rewards and recognition.
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Recurrent training

Recurrent training is training that is scheduled at periodic intervals in order to keep employee skill abilities at a maximum level. Recurrent training often occurs in certain industries, like health care and aviation where human safety is involved. Recurrent training can be outsourced, provided by a visiting instructor, or performed by instructors from a corporate training department.
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Employee referral programs

According to a Society for Human Resource Management survey of human resources professionals, employee referral programs (ERPs) were found to be one of the most cost-effective recruiting methods available. Eight of ten survey respondents said that ERPs are more cost-effective than job search firms. Seven of ten said they are more cost-effective than other recruiting practices.
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Point-factor job evaluation system

The point-factor job evaluation system is a quantitative means of evaluating a specific job by compiling and weighting compensable factors or criteria that constitute its performance. Compensable factors are such things as problem solving ability, willingness to assume responsibility, and ability to plan. The Hay system is used worldwide and is the most popular of the point-factor schemes.
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Defined benefit retirement plan

A defined benefit retirement plan is a company retirement plan that promises the participant a specific monthly benefit at retirement based on salary history and years of service. The employer bears the investment risk and usually makes the contributions. An example of a defined benefit plan is a company sponsored pension plan.
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Employee turnover

Employee turnover costs can significantly affect the financial performance of an organization. On average, it costs a company about one-third of a new hire's annual salary to replace an employee. The cost to replace a minimum wage employee is about $3,700.
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