When the Company engaged the services of OML, the Company did not have an HR function. Some of the highlights of some of OML’s HR audit findings included: Absence of a documented and communicated vision, mission, core values, and objectives of the company. Lack of essential HR documents such as contract of employment, HR policies and procedure handbook, clearly defined job descriptions, inadequate attendance management system, and lack of clearly defined key performance indicators (KPI).
There was an absence of an HR department or designated personnel with direct responsibility and oversight for human resource management and related matters.
As a result, there were high rates of absenteeism, lack of sufficient direction and sometimes supervision of employees, exposure to legal compliance issues including labor issues, statutory filings regarding employees, lack of cohesion and synergy of teams.
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