Human resource audits assist in identifying whether a HR department’s specific practice areas or processes are adequate, legal and effective. The results obtained from this review can help identify gaps in HR practices, and HR can subsequently prioritize these gaps in an effort to minimize lawsuits or regulatory violations, as well as achieve and maintain world-class competitiveness in key HR practice areas.
Why Conduct a HR Audit?
- Identifies HR department contributions in the company;
- Helps align HR goals to corporate strategy and goals;
- Develops and improves professional image of the HR department;
- Helps identify critical HR problems and reasons for low productivity;
- Stimulates identity and alignment of HR policies and practices within the company;
- Reduces HR costs, through encouraging function for more effective forecasting and planning.
- Provides specific, measurable and verifiable data of the current state of the function;
- Ensures timely compliance with legal requirements, company and mandated regulations, and professional standards;
- Reviews employee’s files, records, registers and information to identify areas that need to be updated
We use the following seven key steps model:
- Determine the scope and type of audit.
- Develop the audit questionnaire.
- Collect the data.
- Benchmark the findings.
- Provide feedback about the results.
- Create action plans.
- Foster a climate of continuous improvement.
We take one month to conduct a thorough HR Department Audit
An HR audit can be structured to be either comprehensive or specifically focused, within the constraints of time, budgets and staff. There are several types of audits, and each is designed to accomplish different objectives.
Call us for a free consultative meeting to determine and understand your needs.