Les2allan
Managing Director
Ajsahib
Service
Pawan Kumar Ponia
Sr.executive-hr

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Hi, I have been assigned a task of conducting HR Audit of other units of the organisation. Can somebody help me on this matter. regards pawan
From India, New Delhi
Hi Pawan,

Pls note that audit happens to check whether you follow the policies and processes and if yes what are the records (evidence) you maintain as a proof.

HR audit or any audit start from asking about the roles and responsibilities of individual and accordingly auditor ask question as how you do your job and what are the evidence available ti check whether you are doing it and doing it correctly. In the process he also checks if you follow prescribed policy and processes.

In audit, if you are fail to produce the records/ evidence, auditor mark NC (non-conformity) or observation for that activity. Auditor gives NC for major issues and observation for minor issues. Major issue like no evidence of activities being performed or violation of policy observed, minor issue like old annexures/formats are still being used.

Based upon NC/observation, you have to take CA/PA (corrective action/ preventive action) to close the NC within 15 working days and subsequently send the conformity report to quality team for further check. QA team checks the conformity and if satisfied, close the NC accordingly. The same NC may again be cross checked during repeat audit and you will have to produce the proper evidence to avoid NC.

Its good to have periodic audit as it gives you chance to know the gaps and improve upon. The basic importance is that if your company as whole receive no or minor NC, it saves its quality certification e.g. ISO 9000, 14000, TL9000 etc..

Pls do not make/create false evidences just to satisfy the auditor. Pls remember auditor is there to help you, not to judge upon your performance.

Best of luck for your audit.

Regards,

Anup

From India, Hyderabad
I think I have replied you both the ways as to what are the duties of an auditee and Auditor!
Being auditor, pls remember that don't take things personally and don't ask any question which is not relating to specific policy/ processes.
Regards,
Anup

From India, Hyderabad
Hello Pawan. We have a good article on all aspects of human resource audits at http://www.businessperform.com/artic...ce_audits.html
Hope this helps.
Les Allan
Business Performance P/L - Human Resources Templates
http://www.businessperform.com

From Australia, Glen Waverley
Hi!Pawan

Is your company covered under any quality system i.e ISO,GMP,OSHAS,etc.If it is there then replies from our friends to this mail would suffice your purpose.If you are not covered under any system then my advice for conducting HR Audit would be to divide the HR activates in three parts. A) Statutory B) Non Statutory/Welfare C) Developmental.

In statutory you can cover all the Compliances of Labour Laws.If you have faced an Inspection by GLO /PF/ESIC Inspectors then you can Audit other depts easily.

In Welfare you can cover activities like recreation,canteen,transport,etc.

In development activities you can cover Training Identificn of all employees,Appraisals guidelines properly followed or not,Training to all employees done or not,whether training feedback is taken or not,whether effectiveness of training is calculated or it is only discussed,whether Exit interview procedures are followed or not.The List for all three mentioned above is exhaustive.Based on the list prepare open ended ques & proceed to do audit jobs.

Regards,

Ashish

From India, Mumbai
Hi Mr Anoop
I have a quiry on this? When I was working in a small import company Director of the company had appointed a auditor to audit the working of the different department .but before auditer start there work the same director gave us instructions to update all the doucments of the departments how ever it was possiable.I was not able to understand why he had given us such instructions when he himself dicided to appoint an auiditor?

From India, Lucknow
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