Free Checklist Templates for Human Resources

Human Resources

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Accounting
Advertising
Agriculture
Construction
Consulting
Customer Onboarding
E Commerce
Education
Employee Onboarding
Engineering
Financial Services
Hotel And Hospitality
Information Technology
Insurance
Law Firm
Manifestly Onboarding
Manufacturing
Marketing
Other
Property Management
Realtors
Restaurant
Retail
Software Development
Transportation

Data Security Checklist

Ensure that user accounts are only granted access to the data they need.

Implement multi-factor authentication for all user accounts.

Establish a comprehensive data security policy.

Encrypt all sensitive data.

Ensure that all employees understand the data security policy.

Conduct regular security audits to identify and address any potential security vulnerabilities.

Regularly update software and hardware to ensure their compatibility with the latest security protocols.

Implement a system of access controls to restrict unauthorized access to data.

Ensure that all data is backed up regularly and stored in a secure location.

Implement strict data disposal policies to ensure that data is securely deleted when no longer needed.

Monitor user activity to detect any suspicious activity.

Educate employees on the importance of data security and the consequences of data breaches.

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Employee Benefit Checklist

Employee Benefits

Health Insurance

Dental Insurance

Vision Insurance

Retirement Plan

Life Insurance

Disability Insurance

Flexible Spending Accounts

Commuter Benefits

Health Savings Accounts

Long-Term Care Insurance

Tuition Reimbursement

Employee Assistance Programs

Wellness Programs

On-Site Child Care

Paid Time Off

Vacation Days

Sick Days

Holidays

Jury Duty Leave

Employee Discounts

Pet Insurance

Relocation Assistance

Employee Stock Purchase Plan

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Employee Handbook Checklist

Introduction

Company mission/vision

Company values

Equal opportunity/non-discrimination/harassment policies

Workplace safety policies

Employment Policies

Hours of operation

Time off/vacation/sick leave

Payroll procedures

Expense reimbursement

Workplace safety

Dress code

Benefits

Health insurance

Retirement savings

Life insurance

Other benefits

Miscellaneous

Use of company resources

Social media

Employee conduct

Company property

Conflict of resolution

Termination/separation policies

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Employee Onboarding Checklist

Pre-Onboarding

Collect and review employee documents such as identification and tax information.

Send employee onboarding materials, such as policies and manual.

Create an employee file and enter employee information into the HR system.

Onboarding Day

Provide a tour of the office and introduce the employee to team members.

Provide a computer and office equipment for the employee to use.

Review company policies and procedures with the employee.

Post-Onboarding

Schedule follow-up meetings with team members.

Provide additional training as needed.

Schedule performance reviews and check-ins with the employee.

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Employee Records Checklist

Personal information

Name

Job Title

Date of Birth

Home Address

Contact Information

Tax Information

Employment Information

Hire Date

Contract Details

Salary Details

Benefits

Leave of Absence

Performance Reviews

Professional Development

Training and Education

Certifications

Business Travel

Records of Conduct

Disciplinary Action

Grievance Reports

Internal Investigations

Confidentiality Agreements

Other

Emergency Contact Information

Dependent Information

Job Transfer/Promotion Records

Union Participation Records

Religious Accommodations

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Employee Termination

Update Systems

Turn off building access

Shutdown and archive email

Remove server and system access

End access to any company credit card accounts

End access to other cloud software systems

Change passwords to shared systems if necessary

Retrieve Items

Secure ID badge, key card, and similar items

Retrieve company car, keys, etc.

Check with IT for inventory of smartphones, laptops, and tablets you need returned

Make sure employee returns actual company credit cards

Ask for company uniforms and any other company accessories you ideally would like back

Provide Information

Provide all necessary health insurance information, especially COBRA forms.

Present severance package details and agreement forms to sign

Give information on options for 401K and any other savings plans.

Bring all government forms needed to file for unemployment

Address remaining wages or salary to be paid

Update employee payroll and other important company records to reflect the termination

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Hiring Checklist

Job Description

Attracting potential candidates

Posting job description

Reviewing applications

Screening

Reviewing resumes

Phone screening

Conducting interviews

Background Check

Verifying references

Conducting background checks

Hiring Decision

Making offer

Negotiating terms

Preparing contracts

Onboarding

Gathering paperwork

Training

Orientation

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Job Interview Checklist for Employers

Before the interview

Define the ideal candidate for the position; what type of qualifications, experience, and skills should the candidate possess.

Map out the interview process; the number of interviews and how you are going to conduct them.

Decide the time frame for the interview process.

Familiarize yourself with the candidates’ resumes; their background, work history, career goals, etc.

Mark any areas in the resume that is vague or unclear so that you can ask the candidate to elaborate on them during the interview.

Compile a structured interview questionnaire. Here are some best tips that are worth checking out.

Develop an interview scorecard with a rating scale so that you can easily compare interviewees while avoiding any biases.

Assemble the hiring team to have an initial discussion about the interview so that it can run smoothly.

Schedule the interview and inform the candidates about the time, venue, and method of contact.

Communicate to the candidate how to prepare for the interview, guidelines to follow, dress code so that they can demonstrate their best at the interview.

Assign a responsible person to answer any queries that the prospects might have about the interview.

Get all materials required for the interview in handy; applicant resumes, interview questionnaire, scorecards, a notebook to take notes, etc.

Assemble the interview panel to the scheduled venue at least 15 minutes before and get ready.

Send meeting invites to all involved

During the interview

Introduce yourself and the interview panel.

Have a short informal chat to make the candidate feel at ease without jumping directly to the questions.

Explain the interview process, its objectives, and the intended duration.

Sell your company by giving an overview of your organization.

Sell the position that needs to be filled explaining what the job role entails and the benefits that the candidate can reap if selected.

Commence the interview by asking more general questions first.

Give the candidate the opportunity to elaborate on his/her ambitions, interests, and opinions so that you can pinpoint certain behaviors that may have an effect on job performance and identify if their personality traits match your culture.

Next, ask personalized questions that help you clarify anything about the candidate.

Behavioral and context-based questions that let the candidate shine.

Welcome questions from the candidate to show them that you genuinely care.

Explain the next steps of the interview process. This should cover the following.

Conclude the interview in a way that appreciates the candidate’s time and interest in the job.

After the interview

Schedule time with the panel to review the notes taken during the interview.

Assess which candidates stood out the most and discuss why they can be a great addition to your organization.

Discuss everyone’s opinion about which candidate to be hired supported by evaluations.

Make the final decision.

Debrief with your interview panel to see what worked well and what did not and discuss suitable measures to improve the interview process in the future.

Convey the good news to the selected candidate while congratulating him/her.

Notify the other candidates politely that your organization has decided not to proceed with their applications.

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Performance Evaluation Checklist

Attendance: - Regular attendance - Punctuality

Quality of Work: - Accuracy - Attention to detail - Meeting deadlines

Productivity: - Ability to multitask - Ability to work efficiently and effectively

Communication: - Listening skills - Verbal communication - Written communication

Teamwork: - Ability to work with others - Conflict resolution - Collaborative problem-solving

Leadership: - Ability to motivate others - Ability to delegate tasks - Creative problem-solving

Professionalism: - Respect for coworkers - Respect for company policies - Adaptability to change

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Recruiting Remote Workers Checklist

HIRING NEED

First of all, understand the hiring requirement. Is it to fill a vacated position or is it a new position created due to business expansion initiatives?

If it is a new position, decide how to align the job with the organizational goals.

Compile a comprehensive recruitment plan that covers the following.

JOB ANALYSIS

Conduct a thorough job analysis to gather information about the job activities, and responsibilities attached to the position, and the persona of the most suitable candidate.

Prepare a job description for the new position or update the existing one considering the requirements for a remote working position. This should include the following.

Decide what you need to look for in a remote employee and map out the skills and qualities that a candidate should ideally possess to be effective in the role.

Devise the job specification for the remote position. This should cover the following in order to ensure job-fit and organization-fit.

CANDIDATE EVALUATION STRATEGIES

Determine the strategies that you can adopt to evaluate the candidates.

Get the test questions and the interview questionnaire ready.

Craft a rubric, customized for each job position, with measurable indicators to assess the candidates on core competencies.

JOB ADVERTISEMENT

Identify alternative advertising platforms and choose the most feasible ones for your business to advertise remote jobs.

Get the videos, visuals, and content ready for the job advertisement.

Create a professional and attractive job advertisement highlighting the remote employee value proposition (EVP).

Advertise the position on selected platforms.

Directly reach out to potential candidates via social media platforms.

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Recruitment Checklist

Job Posting

Create job posting

Post job online

Post job in job boards

Share job posting on social media

Follow up with job posting

Screening

Review applications

Conduct initial phone screenings

Schedule in-person interviews

Check references

Interviewing

Conduct in-person interviews

Ask behavioral and situational questions

Gauge interest and fit for the role

Provide feedback on the candidate

Evaluation

Evaluate candidates against criteria

Compare candidates against each other

Check references

Conduct background check

Offer

Extend offer

Negotiate salary and benefits

Gather additional information

Present offer to candidate

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Termination Checklist

Termination Process

Notify employee of termination

Confirm termination date

Terminate access to all systems

Collect company property

Return access cards

Cancel work email and voicemail

Collect employee keys

Provide final paycheck

Administrative Process

Finalize employee records

Submit COBRA notification

File exit paperwork

Inform department heads

Notify vendors

Legal Process

Review legal requirements

Ensure compliance with state/federal regulations

Submit relevant documents to legal department

Follow up with legal department

Human Resources Process

Conduct exit interview

Review employee handbook

Update employee files

Notify payroll department

Update internal databases

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Training and Development Checklist

Identify the training and development needs of the organization

Develop a training and development plan that meets the organization's goals and objectives

Identify and select training and development professionals to provide the training

Create a budget for training and development

Select appropriate training materials and methods

Develop a schedule for the training

Provide feedback and evaluation of the training

Ensure that the training program is documented and updated regularly

Provide resources for employees to continue their training and development

Monitor the effectiveness of the training and development program

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Workplace Safety Checklist

General Guidelines

Ensure that all employees understand the safety protocols established by the company.

Provide employees with proper personal protective equipment (PPE).

Ensure that all employees are adequately trained in safety policies and procedures.

Regularly inspect the work environment to identify potential hazards.

Perform periodic safety audits to ensure compliance with company safety policies.

Ensure that all employees follow established safety protocols.

Safe Work Practices

Establish safe work practices for employees to follow.

Encourage employees to report any safety issues or concerns.

Provide employees with the necessary tools and equipment to perform their job safely.

Ensure that all employees adhere to the proper use of tools and equipment.

Enforce safe work practices and correct any unsafe practices.

Emergency Procedures

Establish emergency procedures in the event of an accident or injury.

Provide employees with emergency contact information.

Train employees on how to respond to emergency situations.

Ensure that employees are aware of the location of fire extinguishers and safety exits.

Reporting Requirements

Ensure that employees know how to properly report injuries, illnesses, and hazardous conditions.

Ensure that all injuries, illnesses, and hazardous conditions are documented and reported to the appropriate authorities.

Ensure that all employees are aware of the company’s reporting requirements.

Equipment Safety

Ensure that all equipment is properly maintained and in safe working condition.

Ensure that employees are properly trained on the proper use of equipment.

Train employees on how to identify potential hazards associated with equipment.

Inspect all equipment frequently and replace any worn or damaged parts.

Hazard Identification

Train employees on how to identify potential hazards in the workplace.

Ensure that employees are aware of the proper procedure for reporting potential hazards.

Inspect the work environment regularly to identify potential hazards.

Encourage employees to report any safety issues or concerns.

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