Human Resources Audit Submission Format

• Spec the Organization
o What does it do?
 USAA (United Services Automobile Association) is a financial services company primarily serving military members, veterans, and their families. It offers various financial products and services, including banking, insurance, investments, retirement planning, and financial advice.
o Size: number of employees, revenues, and sources.
 Number of employees: USAA employs 36 thousand full-time employees and contracts another 30 thousand employees across its various locations.
 Revenues: USAA generates significant revenue annually, although exact figures must be kept private due to its status as a private company.
 Sources: USAA derives its revenue from various sources, including insurance premiums, banking services, investment products, and membership fees.
o Location(s)
 USAA has operations in various cities across the United States, with its corporate headquarters located in San Antonio, Texas. It also has offices in cities such as Charlotte, North Carolina; Chesapeake, Virginia; Colorado Springs, Colorado; Plano, Texas; Phoenix, Arizona; Tampa, Florida; and remote locations.
o Age
 USAA was founded in 1922, making it over a century old. It has a long history of serving military members and their families and has evolved over the years to meet their changing needs and technological advancements.
o Legal form, e.g., S Corp, C Corp, LLC, sole proprietorship, Coop, not-for-profit, etc.…
 USAA operates as a reciprocal inter-insurance exchange, a unique legal structure that allows its members to share in the company’s profits and losses. It is not publicly traded and does not have shareholders traditionally. Instead, its members can receive dividends and other benefits based on their insurance policies and membership with USAA.
• Spec Human Resources function.
o Where it reports
 The Human Resources (HR) function at USAA reports to the Chief Human Resources Officer (CHRO), and their subordinate senior executives are responsible for human capital management.
o Headcount
 The headcount within the HR function at USAA varies depending on organizational needs and priorities. It typically includes HR professionals specializing in various areas such as recruitment, talent management, employee relations, compensation and benefits, training and development, HR analytics, and HR administration. Currently, more than 1500 HR employees exist throughout the entities at USAA via multiple sites.
o Operating budget
 The operating budget allocated to the HR function is private. However, it is substantial, given the size and complexity of USAA as a large financial services organization.
o What it does day to day
 The HR function at USAA is responsible for a wide range of activities aimed at attracting, developing, and retaining talent and ensuring compliance with employment laws and regulations. Day-to-day activities may include:
• Recruiting and hiring new employees
• Developing and implementing HR policies and procedures
• Managing employee benefits programs
• Conducting performance management processes
• Providing training and development opportunities for employees
• Resolving employee relations issues and conflicts
• Ensuring compliance with employment laws and regulations
• Analyzing HR data and metrics to inform decision-making.
• Supporting organizational change initiatives
• Communicating with employees on HR-related matters
• Collaborating with other departments to support organizational goals and objectives.
• Your assessment (and how you made that determination) of its performance in the 11 areas identified: (The answers to the questions are provided in the next section)
o Human Resources Strategy and Planning
o Equal Employment Opportunity and Job Design
o Recruiting/Selection/Employment
o Training
o Individual/Organizational Relations and Retention
o Performance Management
o Career Development
o Compensation
o Benefits
o Risk Management and Safety
o Employee Relations/ Labor Relations/ International HR
• Areas you would target to improve and why.
• Your Recommended Action Plan and the measures you would use to assess improvement.

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