hello All,
Can anybody send the details of HR audit and what all things should be covered under the same and if possible please send the sample copy along with it for my reference.
thanks,
regards,
roopalie
From India, Pune
Can anybody send the details of HR audit and what all things should be covered under the same and if possible please send the sample copy along with it for my reference.
thanks,
regards,
roopalie
From India, Pune
Hi Roopalie,
A human resource audit reviews an organization's policies, procedures, and practices. Its purpose is to examine the technical and practical dimensions of the HR function and to create a comprehensive system that adds value to the organization.
Elements included in an audit are:
- Personnel Policies
- Personnel Files Review
- Performance Appraisal
- Evaluation Processes
- Termination Processes
- Unlawful Harassment Compliance
Assess your human resources needs with this handy checklist of important questions.
EMPLOYEE RELATIONS
Is there a formal Performance Improvement Program policy?
Are terminations handled in a manner that complies with applicable laws and association policy?
Is written performance documentation maintained?
Are performance reviews done on a regular basis?
Do employees clearly know upon what their appraisals will be based?
Do you have an open door policy for employee complaints?
Is the sexual harassment policy clearly communicated to all employees?
Are employees provided with a comfortable work environment?
Are personnel files retained in compliance with applicable laws?
Are I-9 forms complete for all employees?
Have all employees received a copy of the employee handbook? Have they signed a statement that they have received, read and understand its contents?
RECRUITMENT
Is a standard application form used?
Do job descriptions exist for open positions?
Does the job description drive the writing of the employment ad?
Does the job description drive the selection of behavioral interview questions?
Are all qualified candidates interviewed?
Is the selection decision made in compliance with the applicable employment laws?
Have candidates given written permission to contact references?
Are references checked before offers are made?
LEGAL
Are all employee decisions based on Bona Fide Occupational Qualifications?
Are required employment law posters displayed in an appropriate place?
Are you making employment decisions based on applicable employment laws and compliance thresholds?
TRAINING
Is an orientation conducted for all new hires?
Do all new hires receive job-specific training?
Are current employees allowed to take skills-based training as needed?
COMPENSATION
Are employees appropriately classified (exempt vs. nonexempt, employee vs. independent contractor)?
Is there compliance with the Fair Labor Standards Act in terms of minimum wage, overtime pay and record keeping?
Is there compliance with other applicable employment laws?
Are employees paid a competitive rate?
Is there internal equity among current employees?
Is compensation tied to performance?
BENEFITS
Are the benefits offered sufficient to attract the desired level of talent?
Are the benefits offered in compliance with appropriate laws?
I hope it's clear to you now, further you may see the attached file for details, is anything strikes to your mind, feel free to compose an email.
warm regards,
Umesh Chaudhary
(welcomeumesh@yahoo.com)
From India, Delhi
141A human resource audit reviews an organization's policies, procedures, and practices. Its purpose is to examine the technical and practical dimensions of the HR function and to create a comprehensive system that adds value to the organization.
Elements included in an audit are:
- Personnel Policies
- Personnel Files Review
- Performance Appraisal
- Evaluation Processes
- Termination Processes
- Unlawful Harassment Compliance
Assess your human resources needs with this handy checklist of important questions.
EMPLOYEE RELATIONS
Is there a formal Performance Improvement Program policy?
Are terminations handled in a manner that complies with applicable laws and association policy?
Is written performance documentation maintained?
Are performance reviews done on a regular basis?
Do employees clearly know upon what their appraisals will be based?
Do you have an open door policy for employee complaints?
Is the sexual harassment policy clearly communicated to all employees?
Are employees provided with a comfortable work environment?
Are personnel files retained in compliance with applicable laws?
Are I-9 forms complete for all employees?
Have all employees received a copy of the employee handbook? Have they signed a statement that they have received, read and understand its contents?
RECRUITMENT
Is a standard application form used?
Do job descriptions exist for open positions?
Does the job description drive the writing of the employment ad?
Does the job description drive the selection of behavioral interview questions?
Are all qualified candidates interviewed?
Is the selection decision made in compliance with the applicable employment laws?
Have candidates given written permission to contact references?
Are references checked before offers are made?
LEGAL
Are all employee decisions based on Bona Fide Occupational Qualifications?
Are required employment law posters displayed in an appropriate place?
Are you making employment decisions based on applicable employment laws and compliance thresholds?
TRAINING
Is an orientation conducted for all new hires?
Do all new hires receive job-specific training?
Are current employees allowed to take skills-based training as needed?
COMPENSATION
Are employees appropriately classified (exempt vs. nonexempt, employee vs. independent contractor)?
Is there compliance with the Fair Labor Standards Act in terms of minimum wage, overtime pay and record keeping?
Is there compliance with other applicable employment laws?
Are employees paid a competitive rate?
Is there internal equity among current employees?
Is compensation tied to performance?
BENEFITS
Are the benefits offered sufficient to attract the desired level of talent?
Are the benefits offered in compliance with appropriate laws?
I hope it's clear to you now, further you may see the attached file for details, is anything strikes to your mind, feel free to compose an email.
warm regards,
Umesh Chaudhary
(welcomeumesh@yahoo.com)
From India, Delhi
Hi good day.
I am dawnie from the Philippines.
I am currently with an energy company and it is starting to go. I am doing OD and currently conducting an HR Audit for the company.
As part of my interview with our employees what are the essential questions should be ask?
Thanks
From Philippines, Manila
I am dawnie from the Philippines.
I am currently with an energy company and it is starting to go. I am doing OD and currently conducting an HR Audit for the company.
As part of my interview with our employees what are the essential questions should be ask?
Thanks
From Philippines, Manila
Hi.....
Can anybody send me a detailed information on HR Audit and a sample project report on the same? I am doing a project on HR Audit with an automotives manufacturing concern and urgently require the information.Attached here is a Audit form, on which i am currently doing the project.please help me by sending the necessary information on reeja111444gmail.com
Thanks & Regards,
Reeja
From India
Can anybody send me a detailed information on HR Audit and a sample project report on the same? I am doing a project on HR Audit with an automotives manufacturing concern and urgently require the information.Attached here is a Audit form, on which i am currently doing the project.please help me by sending the necessary information on reeja111444gmail.com
Thanks & Regards,
Reeja
From India
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Admin-HR AUDIT.zip
HR Audit questionaire (2).xls
HR Audit Questionnaire.d oc