FREE, EDITABLE HR RESOURCES
Eleven Excel, Word and PDF downloads for the everyday work around hiring, onboarding, employee records, training and manager follow-up. Choose a starting point, read the guide, and adapt it to your team.
No signup required. Includes fictional examples and practical instructions.
Plan the first week and later check-ins with task owners, editable timing, calculated target dates, and a completion summary. The PDF is a one-page printable version.
Start here: Enter the start date, then assign an owner to each task before setting deadlines.
Every form and deadline for a new hire at a Texas dental practice, from the I-9 and workers' comp notice to the 20-day state report.
Start here: Put an owner and a due date on every line before the first day.
Organize packet preparation, review, status, and secure record references in one editable checklist.
Start here: Confirm which documents your process requires. Record their status here; keep sensitive originals in approved storage.
Collect contact details, job details and two emergency contacts. Leaves tax, bank and immigration details to the official forms.
Start here: Fill in the job details section before you send it, then file the signed form in the employee record.
Rate each candidate against the same job criteria with evidence, then compare the panel's ratings in a weighted Excel scorecard.
Start here: Agree on four to eight criteria from the job description before the first interview.
Put the job, pay, benefits and what the offer depends on in writing, with RDA and CPR conditions for dental roles.
Start here: Fill in pay and hours first, then check only the conditions that really apply to the role.
Work through inventory, classification, access review, cleanup, and handoff with owners and next actions.
Start here: Choose one record set to inventory, then resolve unclear ownership before moving files.
Write specific observations, expectations, employee responses, support, and follow-up in an editable form with a fictional example.
Start here: Record an observable event and the relevant expectation. Agree on the next action and a follow-up date.
Document a warning with the facts, the policy that applies, the employee's response, an improvement plan and signatures.
Start here: Describe what happened with dates, and name the expectation before you write the plan.
Document an issue at the practice, from sterilization to the first patient of the day, without putting patient details on the form.
Start here: Name the procedure or rule that applies before you describe what happened.
Prepare a review and development conversation with accomplishments, feedback, goals, and a fictional worked example.
Start here: Confirm the review period and expectations before collecting examples and discussing goals.
Organize a manager's preparation and 30/60/90-day follow-up with editable owners, timing, status, and target dates.
Start here: Set the supervisor's start date and clarify decision responsibilities with their manager.
Map people or roles to training topics, assignment owners, due dates, completion status, and evidence references.
Start here: Confirm the required training for each role with the responsible owner, then enter dates and evidence references.
Log completed training for the whole team. Renewal dates calculate and flag as due soon or overdue; print any employee's record on one page.
Start here: Enter one row per completed training and fill in the renewal period only where one applies.
MAKE IT YOURS
Save a working copy, replace the fictional examples, and review the tasks with the people responsible for them. Each spreadsheet or document is editable; the sample tasks and dates are starting points.
These are general planning tools. Confirm the requirements for your organization and location with the appropriate owner or adviser. A completed checklist does not establish legal compliance, training qualification, or an employee decision.
Need an exit checklist? Use the offboarding guide to coordinate the final handoffs.
SEE HOW THE WORK CONNECTS
Explore the fictional employee journey in the OdyHR demo, or tell us about your team to discuss product fit and pricing.