Hello members! :)
I'm a Summer Intern and I'm working on HR Audit. So, could you please share information on various companies that are currently having HR Audit as one of their HR Processes. It would be nice if you could share basic details, if not more, as to how HR Audit works in that particular company.
Thank you! :)
From India, Mumbai
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I'm a Summer Intern and I'm working on HR Audit. So, could you please share information on various companies that are currently having HR Audit as one of their HR Processes. It would be nice if you could share basic details, if not more, as to how HR Audit works in that particular company.
Thank you! :)
From India, Mumbai
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Human resource audit helps senior management to:
- Ensure compliance with wage-and-hour laws and the myriad of other employment and benefits-related statutes.
- Examine the effectiveness and costs of HR policies and practices and their role in the organization's strategic planning.
- Benchmark actual against desired performance and develop an action plan for addressing shortfalls.
- Save money by identifying and correcting inefficiencies and compliance problems.
Progressive organizations will embrace a well-executed HR audit as an important tool for creating, updating, and executing HR strategies and best practices that will provide long-term support to the organization's big picture.
The HR audit process
Auditing a human resource department is a systematic process that involves at least two steps:
1. Gathering information to determine compliance, effectiveness, costs, and efficiencies.
2. Evaluating the information and preparing a written report, with an action plan based on exposures, priorities, and a timeline for instituting changes. In order to reduce exposure to legal liability, some changes will need to be implemented immediately, while others can be completed in three to six months.
Like a financial audit, an HR audit must be comprehensive to be effective. The audit review includes but is not limited to:
- Department infrastructure
- Compliance with local employment laws
- Recruitment and selection processes
- Employment-related tests
- Employee relations
- Performance evaluation processes
- Documentation, including employee handbooks
- Job descriptions
- Personnel records and files
- Benefits administration practices
- Benefit costs
- Exempt and non-exempt classifications
- Time-keeping and pay practices
- Recordkeeping and posting requirements
- Policies governing independent contractors
- Training and Development
- Technology
- Safety and security
- Labor relations
Cheers.....
Nawas
From Kuwait, Kuwait
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48- Ensure compliance with wage-and-hour laws and the myriad of other employment and benefits-related statutes.
- Examine the effectiveness and costs of HR policies and practices and their role in the organization's strategic planning.
- Benchmark actual against desired performance and develop an action plan for addressing shortfalls.
- Save money by identifying and correcting inefficiencies and compliance problems.
Progressive organizations will embrace a well-executed HR audit as an important tool for creating, updating, and executing HR strategies and best practices that will provide long-term support to the organization's big picture.
The HR audit process
Auditing a human resource department is a systematic process that involves at least two steps:
1. Gathering information to determine compliance, effectiveness, costs, and efficiencies.
2. Evaluating the information and preparing a written report, with an action plan based on exposures, priorities, and a timeline for instituting changes. In order to reduce exposure to legal liability, some changes will need to be implemented immediately, while others can be completed in three to six months.
Like a financial audit, an HR audit must be comprehensive to be effective. The audit review includes but is not limited to:
- Department infrastructure
- Compliance with local employment laws
- Recruitment and selection processes
- Employment-related tests
- Employee relations
- Performance evaluation processes
- Documentation, including employee handbooks
- Job descriptions
- Personnel records and files
- Benefits administration practices
- Benefit costs
- Exempt and non-exempt classifications
- Time-keeping and pay practices
- Recordkeeping and posting requirements
- Policies governing independent contractors
- Training and Development
- Technology
- Safety and security
- Labor relations
Cheers.....
Nawas
From Kuwait, Kuwait
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Hello Nawas,
Thanks for the information. I can definitely incorporate it into the theoretical aspect of my project, but what I'm essentially looking for is the practical aspect.
It would be really nice if someone could share some information about HR Audit being implemented in companies. Even names of such companies would be of much help. Thanks.
From India, Mumbai
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Thanks for the information. I can definitely incorporate it into the theoretical aspect of my project, but what I'm essentially looking for is the practical aspect.
It would be really nice if someone could share some information about HR Audit being implemented in companies. Even names of such companies would be of much help. Thanks.
From India, Mumbai
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Hi Urvisha,
I am doing my main project in HR audit framework only. If you want, give me your mail id, and I will send you my questionnaire. Within two months, I will share my findings on the effective implementation of HR audit in MNCs.
With regards,
Priyanka
From India, Bharat
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I am doing my main project in HR audit framework only. If you want, give me your mail id, and I will send you my questionnaire. Within two months, I will share my findings on the effective implementation of HR audit in MNCs.
With regards,
Priyanka
From India, Bharat
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Admin-HR AUDIT.zip
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HR Audit Questionnaire.d oc