Human Resources Toolkit

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Partner closely with the Human Resources organization in developing organizational capabilities through Succession Planning, organizational assessment, identification of key skill gaps, Talent Acquisition and Talent Development strategies that link with business goals.

More Uses of the Human Resources Toolkit:

  • Make sure that your organization coordinates production activities with procurement, maintenance and Quality Control activities to obtain optimum production and utilization of Human Resources, machines and equipment.

  • Devise: responsibility for the development or revision and implementation of Human Resources Policies and Procedures designed to effectively support organizational strategy and ensure Regulatory Compliance.

  • Collaborate with the association key departments to lead, coordinate and support implementation of key initiatives related to marketing, Social Media and communications, Human Resources and financial development.

  • Make sure that your strategy
  • Maximize profitability and organizational efficiency through direct management of your organizations administration, finances, operations, Human Resources, tech systems and key Process Development.

  • Secure that your business applies the full range of Human Resources methods, principles, practices, and evaluative methodologies to advise on and/or resolve a range of Human Resources issues.

  • Coordinate with Human Resources and training to identify and execute Continuing Education programs to support officers and Staff Development and licensing compliance.

  • Confirm your team serves as a primary contact with Human Resources, Payroll and Information Technology on a variety of payroll/personnel processing matters.

  • Direct: closely collaborate with Professional Services management, Project Management office (PMO), Project Managers, services resources, and supporting organizations as finance, education services, sales, and the Human Resources group.

  • Arrange that your organization maintains the highest Compliance standards by adhering to your organizations Human Resources guidelines, Compliance Policies and Procedures, professional designation standards, and industrys regulatory standards to Mitigate Risk to your organization.

  • Manage advanced groups shared services team provides Corporate Services as marketing, Human Resources, finance and accounting, it, and operations to each of your brands.

  • Make sure that your organization approves expenditure for supplies, materials, and Human Resources, ensuring that materials, labor and equipment are used efficiently to meet efficiency and Customer Requirements.

  • Systematize: work closely and collaborate with sales leadership, Product Marketing, demand generation, Revenue Operations, enablement, Human Resources and recruiting teams as key partners in hitting Team Goals.

  • Be accountable for evaluating personnel and administrative policy compliance, management and operational matters, and Human Resources related matters.

  • Supervise: work closely with Information Technology (IT), Engineering, Security, Loss Prevention, Safety, Facilities, Supply Chain, Finance, Human Resources, Vendors, General Contractors, Operations, and the Project Team.

  • Make sure that your operation complies;
  • Make sure that your operation develops communication and marketing strategies for addressing the ongoing communication of Human Resources related information to organization employees.

  • Initiate: work closely with sales leadership and Human Resources to establish a sales force Training Plan focused on developing and reinforcing critical sales competencies.

  • Create succession plans, and effectively manage performance and Corrective Action processes in order to drive Human Resources planning.

  • Make sure that your enterprise complies; address all discipline, performance or attendance issues by performing the necessary progressive discipline process with Human Resources and Department leadership support.

  • Initiate improvements locally and support the Local Human Resources Administrators in improving Data Quality of internal Human Resources system.

  • Confirm your project acts in compliance with your organizations Information security policy, vendor contracts/license agreements, administrative regulations and related Standards and Procedures in the Human Resources Policies and Procedures.

  • Coordinate: administrative solutions comprises Human Resources; facilities management; audit; business innovation, technology and security; emergency management; legal; Performance Management; communications; Project Management; and leadership and Organizational Development.

  • Standardize: work closely with corporate teams in Human Resources, accounting, Revenue Management, sales, and leadership to ensure that property and organization goals are being achieved.

  • Secure that your project provides oversight of the activities the Office of the Chief Financial officers, the Office of Human Resources, Information and Technology Services, and the Office of Administration.

  • Oversee: partner with Human Resources to develop, implement, and Measure Effectiveness of employee Performance Management and development initiatives.

  • Establish that your organization develops the multi year strategy for creating and sustaining a diverse supply base across all business functions Restaurant Development, Facilities, Human Resources, Marketing, IT, etc.

  • Collaborate with Human Resources, Risk Management, safety, it, accounting and other departments requiring support of an investigation or projects.

  • Assure your planning assesses your organizational training needs and facilitates Employee Development in conjunction with the Human Resources Department.


Save time, empower your teams and effectively upgrade your processes with access to this practical Human Resources Toolkit and guide. Address common challenges with best-practice templates, step-by-step Work Plans and maturity diagnostics for any Human Resources related project.

Download the Toolkit and in Three Steps you will be guided from idea to implementation results.

The Toolkit contains the following practical and powerful enablers with new and updated Human Resources specific requirements:

STEP 1: Get your bearings

Start with...

  • The latest quick edition of the Human Resources Self Assessment book in PDF containing 49 requirements to perform a quickscan, get an overview and share with stakeholders.

Organized in a Data Driven improvement cycle RDMAICS (Recognize, Define, Measure, Analyze, Improve, Control and Sustain), check the…

  • Example pre-filled Self-Assessment Excel Dashboard to get familiar with results generation

Then find your goals...

STEP 2: Set concrete goals, tasks, dates and numbers you can track

Featuring 999 new and updated case-based questions, organized into seven core areas of Process Design, this Self-Assessment will help you identify areas in which Human Resources improvements can be made.

Examples; 10 of the 999 standard requirements:

  1. What Human Resources data do you gather or use now?

  2. How do you gather Human Resources requirements?

  3. When should you bother with diagrams?

  4. What is a feasible sequencing of reform initiatives over time?

  5. How do you deal with Human Resources risk?

  6. How do you identify specific Human Resources investment opportunities and emerging trends?

  7. What causes investor action?

  8. What improvements have been achieved?

  9. Do you have a Human Resources success story or case study ready to tell and share?

  10. What is the kind of project structure that would be appropriate for your Human Resources project, should it be formal and complex, or can it be less formal and relatively simple?

Complete the self assessment, on your own or with a team in a workshop setting. Use the workbook together with the self assessment requirements spreadsheet:

  • The workbook is the latest in-depth complete edition of the Human Resources book in PDF containing 994 requirements, which criteria correspond to the criteria in...

Your Human Resources self-assessment dashboard which gives you your dynamically prioritized projects-ready tool and shows your organization exactly what to do next:

  • The Self-Assessment Excel Dashboard; with the Human Resources Self-Assessment and Scorecard you will develop a clear picture of which Human Resources areas need attention, which requirements you should focus on and who will be responsible for them:

    • Shows your organization instant insight in areas for improvement: Auto generates reports, radar chart for maturity assessment, insights per process and participant and bespoke, ready to use, RACI Matrix
    • Gives you a professional Dashboard to guide and perform a thorough Human Resources Self-Assessment
    • Is secure: Ensures offline Data Protection of your Self-Assessment results
    • Dynamically prioritized projects-ready RACI Matrix shows your organization exactly what to do next:


STEP 3: Implement, Track, follow up and revise strategy

The outcomes of STEP 2, the self assessment, are the inputs for STEP 3; Start and manage Human Resources projects with the 62 implementation resources:

  • 62 step-by-step Human Resources Project Management Form Templates covering over 1500 Human Resources project requirements and success criteria:

Examples; 10 of the check box criteria:

  1. Cost Management Plan: Eac -estimate at completion, what is the total job expected to cost?

  2. Activity Cost Estimates: In which phase of the Acquisition Process cycle does source qualifications reside?

  3. Project Scope Statement: Will all Human Resources project issues be unconditionally tracked through the Issue Resolution process?

  4. Closing Process Group: Did the Human Resources Project Team have enough people to execute the Human Resources Project Plan?

  5. Source Selection Criteria: What are the guidelines regarding award without considerations?

  6. Scope Management Plan: Are Corrective Actions taken when actual results are substantially different from detailed Human Resources Project Plan (variances)?

  7. Initiating Process Group: During which stage of Risk planning are risks prioritized based on probability and impact?

  8. Cost Management Plan: Is your organization certified as a supplier, wholesaler, regular dealer, or manufacturer of corresponding products/supplies?

  9. Procurement Audit: Was a formal review of tenders received undertaken?

  10. Activity Cost Estimates: What procedures are put in place regarding bidding and cost comparisons, if any?

Step-by-step and complete Human Resources Project Management Forms and Templates including check box criteria and templates.

1.0 Initiating Process Group:

2.0 Planning Process Group:

3.0 Executing Process Group:

  • 3.1 Team Member Status Report
  • 3.2 Change Request
  • 3.3 Change Log
  • 3.4 Decision Log
  • 3.5 Quality Audit
  • 3.6 Team Directory
  • 3.7 Team Operating Agreement
  • 3.8 Team Performance Assessment
  • 3.9 Team Member Performance Assessment
  • 3.10 Issue Log

4.0 Monitoring and Controlling Process Group:

  • 4.1 Human Resources project Performance Report
  • 4.2 Variance Analysis
  • 4.3 Earned Value Status
  • 4.4 Risk Audit
  • 4.5 Contractor Status Report
  • 4.6 Formal Acceptance

5.0 Closing Process Group:

  • 5.1 Procurement Audit
  • 5.2 Contract Close-Out
  • 5.3 Human Resources project or Phase Close-Out
  • 5.4 Lessons Learned



With this Three Step process you will have all the tools you need for any Human Resources project with this in-depth Human Resources Toolkit.

In using the Toolkit you will be better able to:

  • Diagnose Human Resources projects, initiatives, organizations, businesses and processes using accepted diagnostic standards and practices
  • Implement evidence-based Best Practice strategies aligned with overall goals
  • Integrate recent advances in Human Resources and put Process Design strategies into practice according to Best Practice guidelines

Defining, designing, creating, and implementing a process to solve a business challenge or meet a business objective is the most valuable role; In EVERY company, organization and department.

Unless you are talking a one-time, single-use project within a business, there should be a process. Whether that process is managed and implemented by humans, AI, or a combination of the two, it needs to be designed by someone with a complex enough perspective to ask the right questions. Someone capable of asking the right questions and step back and say, 'What are we really trying to accomplish here? And is there a different way to look at it?'

This Toolkit empowers people to do just that - whether their title is entrepreneur, manager, consultant, (Vice-)President, CxO etc... - they are the people who rule the future. They are the person who asks the right questions to make Human Resources investments work better.

This Human Resources All-Inclusive Toolkit enables You to be that person.


Includes lifetime updates

Every self assessment comes with Lifetime Updates and Lifetime Free Updated Books. Lifetime Updates is an industry-first feature which allows you to receive verified self assessment updates, ensuring you always have the most accurate information at your fingertips.