If you are looking for a partner to assist the organization with an audit of existing Human Resources infrastructure. FSC Engineering represents a formal proposal, and outlines a methodology, approach, timeline, and fees in relation to the HR Audit.
Our understanding of your needs is that the Customer requires a comprehensive review of its Human Resources practice that includes but is not limited to the following:
1. Organizational Structure
2. Job Analysis and Job Evaluation
3. Compensation and Benefits Structure and Methodology
4. Career Paths, Performance Management, and Career Development
5. Talent Management: Resourcing, Onboarding, Training, Employee Retention
6. Policies and Procedures
7. Legal compliance
Our understanding of your needs is that the Customer requires a comprehensive review of its Human Resources practice that includes but is not limited to the following:
1. Organizational Structure
2. Job Analysis and Job Evaluation
3. Compensation and Benefits Structure and Methodology
4. Career Paths, Performance Management, and Career Development
5. Talent Management: Resourcing, Onboarding, Training, Employee Retention
6. Policies and Procedures
7. Legal compliance
Our Methodology
The way organizations are organized plays a crucial role in their ability to apply many other
human capital tools, in order to streamline HR operations. Organizational design and
organizational structure drive the definition of job analysis, job evaluation, career paths, and reward strategy.
We will analyze an existing organizational structure, and will collect necessary data related to all positions within the organization. In particular, we will be looking for reporting relationships, and will analyze the structure on a high level. As an output of our analysis we will, if deemed necessary, present our high level recommendations on how the structure should be organized, and will explain the benefits of a recommended organization.
Interview will be conducted with an HR Manger or another appropriate stakeholder.
human capital tools, in order to streamline HR operations. Organizational design and
organizational structure drive the definition of job analysis, job evaluation, career paths, and reward strategy.
We will analyze an existing organizational structure, and will collect necessary data related to all positions within the organization. In particular, we will be looking for reporting relationships, and will analyze the structure on a high level. As an output of our analysis we will, if deemed necessary, present our high level recommendations on how the structure should be organized, and will explain the benefits of a recommended organization.
Interview will be conducted with an HR Manger or another appropriate stakeholder.
As part of the audit process we will look at each individual position within the organization
through personal interviews with individual department heads and a review of existing job
descriptions (or employment contracts). We will determine an extent of completeness of
available information in accordance with international standards. In particular, we will be
looking at whether job descriptions contain the following information:
We will analyze an existing job evaluation system in place and will determine whether it
accurately reflects organizational structure and needs.
through personal interviews with individual department heads and a review of existing job
descriptions (or employment contracts). We will determine an extent of completeness of
available information in accordance with international standards. In particular, we will be
looking at whether job descriptions contain the following information:
- Purpose and Scope
- Functional Responsibilities and Latitude
- Contacts and Communications
- Supervisory Responsibilities
- Job Specific Competencies
- Work Conditions and Physical Effort
We will analyze an existing job evaluation system in place and will determine whether it
accurately reflects organizational structure and needs.
We will analyze a current reward structure in place. We will determine an overall health of the reward strategy and if deemed necessary, will provide high level improvement recommendations. In particular we will recommend salary ranges that will in our opinion fit
best with Your organizational structure. There may be individual ranges based on a functional breakdown and/or seniority levels.
We will provide general recommendations in regards to existing pay packages offered to
employees.
We will analyze benefits packages in place and will comment on how they relate to marketplace.
best with Your organizational structure. There may be individual ranges based on a functional breakdown and/or seniority levels.
We will provide general recommendations in regards to existing pay packages offered to
employees.
We will analyze benefits packages in place and will comment on how they relate to marketplace.
- Policies and Legal Compliance: We will review existing policies and procedures in place and will determine whether they are in compliance with appropriate legislature. This work can be done either on site or as part of our back office efforts.
- Training and Development: We will analyze Technip FMC’s existing training and development structure and will provide findings of our analysis. In particular, we will look at the way the organization conducts a training needs assessment, appropriateness of a training plan, and quality of training offered.
- Talent Management: We will review policies in regards to Recruiting, Onboarding, and Employee Retention, and will provide our analysis during a final presentation.
- Performance Management: We will audit an existing performance management system in place and will make recommendations in terms of how the system can be enhanced further.
Professional Arrangements
- Review of employment contracts, obligatory HR documentation and internal HR policies
- Review of registration of employment contracts, labour books, internal orders and other HR related documents
- Review of registration of employees’ working time and overtime
- Review of employees’ vacation balance and terms of vacation utilization
- Review of business trip documentation
- Review of employment termination documents
- Basic review of HSE regulations and HSE related paperwork
- Identification of violations and inconsistencies of the Company’s activity with local employment laws
- Identification of mandatory HR documents absent with the Company
- Adaption of the current employment contract templates to employment legislation
- Adaption of the internal HR policies to employment legislation
- Establishing the record keeping system in accordance with local legislation
- Adaption of the current templates of orders to a employment legislation
- Establishing brief HR guidelines relating to recruitment, promotion, termination, vacation utilization, etc.
- Preparation of other missing documents and samples
Contact our Team & Get your Success
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More Info
- Azerbaijan: Baku, 16E Keykab Safaraliyeva str., TIME Business Center, 1st floor
- Turkey: Istanbul, Kadikoy, Merdivenkoy, Bora str., Nidakule Goztepe No: 1-3, 7
- Cell (Baku): (+994 55) 300 0711
- Cell (Turkey): (+90 537) 030 3329
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FSC Engineering Danışmanlık Limited Şirketi Vergi Dairesi: Erenköy – Vergi No: 3881645356 MERSİS No: 0388164535600001
Secure payments are processed through Garanti BBVA Virtual POS.
All transactions on this website are encrypted and secured in compliance with international PCI-DSS standards. All prices include VAT.
FSC Engineering Danışmanlık Limited Şirketi Vergi Dairesi: Erenköy – Vergi No: 3881645356 MERSİS No: 0388164535600001
