Gap Analysis Report
Our goal is to manage the HR aspects of your business, allowing you to concentrate on your core operations. Our plan ensures your business meets all legislative and staff requirements. This report provides a detailed assessment of your current status, from which we create a prioritised agenda with clearly priced items.
We seek your approval for each item before starting any work, ensuring all tasks are pre-approved. We provide monthly reports outlining the progress of the plan.
We understand the HR audit is a comprehensive review of your business, and we assure you that our team operates with complete confidentiality. We are also willing to sign a Non-Disclosure Agreement if required.
Non-compliance in this area can result in substantial fines from Fair Work and/or Workplace Health & Safety. Ensuring your business is compliant with HR requirements is crucial to avoid legal issues and ensure a safe and fair workplace.
Here's a detailed plan of what is included in our HR Audit & Gap Analysis Report:
- AIM
- Objectives
- Priority
- Immediate
- Within 3 months
- 3 to 6 months
- Strategic Human Resource Management
- Communication
- Budget
- Position Descriptions
- Employee Activities
- Employee Policies & Procedures
- Employee Review (Return on Investment)
- Employee Survey
- Law & Legislation
- Contracts
- Awards
- Legislation
- Performance Management & Appraisal
- Review
- Induction
- Probation
- Recruitment & Selection
- Employee Value Proposition
- Workforce Planning
- Occupational Health & Safety
- Audit & Report
- Workshops
- Policy Development
- Grievance & Discipline
- Counselling and Workshops
- Termination of Employment
- Counselling & Workshops
- Policy Development
- Knowledge Management/Intellectual Property
- Policy & Procedures
- Workshops
- ISO Certification
- Learning & Development
- Skills Analysis
- Workshops
- Training Days
- Risk & Compliance
- Business Continuity
- Insurance
- Software & Systems
- Backup
- Attraction & Retention
- Career Planning and Development
- Succession Planning
- Motivation
- Moral
- Work life Balance/Flexible Work Practice
- Remuneration Management
- Change Management
- Employee Survey
- Development Plan
- Payroll Audits
- Audit & Report
- Outsourced Payroll
- Review of Systems
- Understand and Stay Updated on Regulations
- Fair Work: Familiarise yourself with the Fair Work Act 2009, which sets out workplace rights and obligations.
- WH&S: Understand the Work Health and Safety Act 2011, which outlines the duty of care for providing a safe work environment.
- WorkCover: Know the requirements for workers' compensation insurance and reporting workplace injuries.
- Develop Comprehensive HR Policies
- Employment Contracts: Ensure all employees have written contracts that comply with Fair Work standards.
- Employee Handbook: Create a handbook outlining company policies, procedures, and employee rights.
- Code of Conduct: Establish a code of conduct that addresses acceptable behaviour and workplace ethics.
- Implement Robust Workplace Health & Safety Practices
- Risk Assessments: Regularly conduct risk assessments to identify and mitigate potential hazards.
- Safety Training: Provide ongoing WH&S training to all employees and ensure they are aware of safety procedures.
- Emergency Procedures: Develop and communicate clear emergency procedures for fire, evacuation, and other incidents.
- Ensure Fair Work Compliance
- Minimum Wage: Pay employees at least the minimum wage and ensure all entitlements are met.
- Working Hours: Adhere to regulations regarding working hours, overtime, and breaks.
- Leave Entitlements: Ensure employees receive their entitled leave, including annual, sick, and parental leave.
- Maintain Accurate Records
- Payroll Records: Keep accurate records of wages, deductions, and superannuation contributions.
- Employee Details: Maintain up-to-date records of employee information, including contracts and performance reviews.
- Incident Reports: Document all workplace incidents and near misses, and report notifiable incidents to the relevant authorities.
- Regular Audits and Reviews
- Internal Audits: Conduct regular internal audits to ensure compliance with HR, WHS, and WorkCover requirements.
- External Audits: Consider periodic external audits by a third party to validate compliance.
- Continuous Improvement: Regularly review and update policies and procedures to reflect changes in legislation and best practices.
- Seek Professional Advice
- Legal Counsel: Consult with legal professionals specialising in employment law to ensure compliance and address any legal concerns.
- HR Consultants: Engage HR consultants to provide expert advice and support in implementing best practices.
- Training Providers: Partner with training providers to offer specialised WHS and compliance training for staff.
- Foster a Culture of Compliance
- Leadership Commitment: Ensure leadership demonstrates a commitment to compliance and sets a positive example.
- Employee Involvement: Encourage employees to participate in safety committees and compliance initiatives.
- Open Communication: Maintain open lines of communication for employees to report concerns and suggest improvements.
By implementing these steps, you can create a compliant, safe, and fair workplace, reducing the risk of visits from regulatory bodies such as Fair Work, WH&S, or WorkCover.