Diagnostics
Strategic HR and OHS Diagnostics
You know there is room for improvement, but you are not sure where to start. Our hands-on experience, combined with our knowledge of the issues that end up before the courts, allows us to help you identify your strengths, your blind spots and the actions that will have the greatest impact.
What the intervention includes
In all cases, the intervention is adapted to your reality and may include a review of existing practices, legally supported findings, concrete and applicable recommendations, as well as a prioritization of actions where relevant.
Typical deliverables
The deliverable can be detailed or summarized, verbal or written, with or without a formal presentation.
- Review of existing practices, adapted to the scope of the mandate
- Legally supported findings
- Concrete and applicable recommendations
- Prioritization of actions: critical, important, recommended or good practices
HR Dimension
What is written. What is experienced. What really happens.
Our HR diagnostic is designed to understand how your organization truly operates on a day-to-day basis and to assess the consistency between formally established practices and their actual application.
We look at what is written, as well as what is understood, applied and experienced on the field. In particular, we seek to determine whether employees have internalized the messages the organization wants to convey, whether managers have the basic reflexes needed to carry out their responsibilities and whether daily practices truly support the objectives being pursued.
What we can assess
- The consistency between policies, procedures and practices observed on the field.
- Employees’ and managers’ understanding of organizational expectations.
- Management practices applied in sensitive or risk-prone situations.
- The quality of the tools, forms, follow-up mechanisms and decision-making resources made available to managers.
- File documentation and the traceability of decisions made.
- The effectiveness of prevention and intervention mechanisms, including harassment-related matters.
- The alignment of employment contracts, policies and other management documents with the actual responsibilities and the reality of the various employee groups.
- The strength of the documents and mechanisms in place to protect the organization’s interests, particularly with respect to employees holding strategic or key positions.
- The consistency of practices from one manager, team or department to another.
Concrete findings and clear priorities
At the end of the process, we present our findings verbally or in a written report. The report highlights the practices that effectively contribute to achieving your objectives, the gaps observed between the mechanisms in place and their actual application, as well as the issues that may affect your operations. We also provide prioritized recommendations to guide the planning of your short, medium and long-term actions.
OHS Dimension
Beyond compliance.
Our OHS diagnostic is designed to validate whether your organization’s prevention mechanisms truly work in practice. We look at what is written, as well as what is understood, applied and experienced in the field.
In particular, we assess whether workers understand the expectations communicated to them, whether managers have the tools and reflexes needed to assume their responsibilities and whether the mechanisms in place are producing the desired results.
Because the consequences of a gap in OHS often exceed what one might imagine, our objective is simple: to identify vulnerabilities before they become issues.
Experience has shown us that an organization does not need to experience a serious accident or major event to improve its practices. Yet when such events occur, the impacts can be considerable: disruption of operations, difficulty obtaining or retaining certain contracts, deterioration of certain performance indicators, statements of offence, legal proceedings and other consequences that may affect the organization’s sustainability. Prevention is almost always less costly than managing the consequences.
What we can assess
- The consistency between planned prevention mechanisms and their actual application in the field.
- The understanding of roles and responsibilities among workers, managers, supervisors, OHS committee members and employer representatives.
- The alignment of policies, procedures, forms and tools with the operational reality of the various groups of workers.
- The ability of documents and communications to be understood by their audience, taking into account, in particular, education level, experience and work context.
- The effectiveness of OHS trainings and its ability to develop the expected reflexes in day-to-day situations.
- The quality of online training paths, where used, as well as opportunities to improve their effectiveness, accessibility and adoption.
- The compliance of your programs, policies, procedures and practices with applicable legislative and regulatory requirements.
- The effectiveness of mechanisms for identifying, analyzing and controlling risks.
- The quality of investigations, analyses and follow-ups conducted after incidents, accidents or risk-prone situations.
- The functioning of health and safety committees, the quality of discussions, the relevance of actions taken and opportunities for optimization.
- Communication mechanisms and the delivery of prevention messages across the organization.
- The ability of managers and supervisors to fully exercise their prevention role and intervene appropriately when a situation arises.
- Opportunities for improvement that may increase the effectiveness of your prevention mechanisms, sometimes through solutions that move beyond traditionally used approaches.
- The ability of prevention documents, processes and mechanisms to support the organization when it must account for its decisions, demonstrate diligence or justify the measures implemented following an event.
Concrete findings and clear priorities
Depending on your needs, we can analyze a specific issue or develop a more comprehensive picture of your occupational health and safety management.
At the end of the process, we present our findings verbally or in a written report. The report highlights the mechanisms that effectively support your prevention objectives, the elements that limit their reach, as well as the most promising opportunities for improvement for your organization. We also provide recommendations tailored to your reality to help you prioritize your short-, medium- and long-term actions.
Do you have questions about the soundness of your HR and OHS practices? A strategic diagnostic helps identify your risks, prioritize your actions and strengthen your compliance before a dispute, an inspection or an external intervention occurs.