Hr Audit

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What is an HR Audit?

An audit is a means by which an organization can measure where it currently stands and determine what it has to accomplish to improve its human resources function. It involves systematically reviewing all aspects of human resources, usually in a checklist fashion, ensuring that government regulations and company policies are being adhered to. The key to an audit is to remember it is a learning or discovery tool, not a test. There will always be room for improvement in every organization.

Objectives of Audit

1.To insure the effective utilization of an organization’s human resources.

2.To review compliance with a myriad of administrative regulations.

3.To instill a sense of confidence in management and the human resources function that it is well managed and prepared to meet potential challenges.

4.To maintain or enhance the organization’s and the department’s reputation in the community.

5.To perform a "due diligence" review for shareholders or potential investors/owners.

HR Audit Format # 1

What is the Purpose of the Audit?
To look for potentially serious problems (land mines)?
To find areas needing improvement?
To document processes for use in merger or reorganization? •To address compliance issues?
Sources of Data
1.What do the written policies and procedures say?
2.What do the HR managers say?
3.What do the line managers say?
Basics
How many staff are there in HR (and related departments e.g. training)? •What is the org chart for the HR department?
What is the HR budget?
Recruitment
How are candidates sourced?
How are candidates selected?
Are legal requirements met?
Are the same processes used for all jobs, all locations? •Are processes followed consistently?
Compensation and Benefits
What are the different policy groups (e.g. management, clerical, union)? •How is base pay policy set?
What grading/job evaluation systems are used?
Are there up-to-date job descriptions?
What variable pay practices are in place?
How are pay increments decided?
What is the benefits plan?
Are the same processes used for all jobs, all locations? •Are processes followed consistently?
Workforce Review
Are there any critical skills shortages?
Are there any critical succession issues?
Is there anything unusual in the distribution of worker age, gender etc.? •What workforce planning processes are used?
What succession planning processes are used?
Are the same processes used for all jobs, all locations? •Are processes followed consistently?
Training and Development
How much training is given?
How is the training program managed?
Are there any staff development programs?
Are the same processes used for all jobs, all locations? •Are processes followed consistently?
Industrial Relations
What unions exist and what jobs are covered?
What collective agreements are in place, when do they expire? •How many grievances are there per year?
Are there any outstanding grievances?
Legal
Are processes in place to manage compliance issues for all relevant jurisdictions? •Is there any outstanding litigation?
Are the same processes used for all jobs, all locations? •Are processes followed consistently?
HR Technology
What technology is installed?
How up-to-date is the technology?
Is the data clean?
Are there any important technology projects in progress? Strategic HR
Where does the most senior HR person report in to?
How much interest does top management have in HR issues? Some Other Audit Techniques to Consider
Audit of corporate culture.
Competency audit of HR staff.
Metrics based audit using metrics such as those proposed by the Saratoga Institute. •Audit of customer satisfaction with HR.

HR Audit Format #2

HR Audit Questions

Company information

Company name:

Business unit name...
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