Creating a Pro-active Labor Relations Environment - Part Twelve in a Series: Periodic Personnel Audits

A work force audit to determine whether the employees are adapting to the employer’s pro-employee method of operation should be conducted at least once a year.  Work force, or personnel, audits differ substantially from employee opinion surveys.  Employee opinion surveys ask employees for their individual views, but work force audits solicit information from supervisors, preferably through interviews.

Work force audits:

  • Track individual employees.
  • Monitor employee performance, satisfaction and dissatisfaction.
  • Help spot trends (e.g., turnover, absenteeism, or substance abuse).
  • Identify and document problems associated with troubled or disgruntled employees.

By requiring supervisors to respond to a series of questions about employees, audits compel supervisors to become more aware of those whom they supervise and to take an interest in them.  Personnel audits serve as a barometer for determining how well the employees are adapting to the pro-employee method of operation.  The audit might include the following questions:

  • Does the employee lack motivation?
  • Does the employee frequently complain about the job, salary, or supervisor’s treatment?
  • Is the employee openly disrespectful of authority?
  • How often and how recently has disciplinary action been taken against the employee?
  • Does the employee perform work duties inefficiently?

In addition to the ideas discussed above, creating a pro-active work environment should also include the components to be discussed in upcoming blogs as part of a comprehensive strategy.

 

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