Good Job done!
But I feel you are lacking here one very important area of "HR Statutory Compliance Audit" in your HR Audit. This will ensure compliaces of all statutory requirements related to an employee like PF, ESIC, TDS, IT, Bonus, Gratuity, Wages Register, Mustor Roll etc.
You must incorporate the same. Feel free to contact at .
13th October 2008 From India, Bhilai
Thanks for your correction but i share one thing if i wrong then i also include Statutory provision in the format. This format is based on theory of HRM which cover core HR function which i include in format at present time where we r talking about LPG so it(HRM) make sapration to Statutory provision & Statutory provision is not small thing it is so large. when we give advertisement for the post of HR then we also mention that we r require person for specially who knows leagl activity like PF ESI & other Statutory Compliance & Statutory Compliance is not a thing which is going on any type of audit. the factory inspector or labour commissionar already take care of these thing they visit the company & doing inspection & there r many thing which make sepreation between Statutory Compliance & HR
14th October 2008 From India, Bhopal
As rightly pointed out by Mr Shekhar, the statutory check points also can be included. We can escape by saying that the audit is done by Factory Inspector / Labour Inspectors. There are many obligations by the principal employer. If any body wants to have 100% compliance on stat. issues,than we need to have such check / audit points.
17th October 2008 From India, Madras