Pranati
Hr Manager
Aarti M
Student Of Mba
Simrankhorana
Hr Professional
+1 Other

Thread Started by #santoshbolar82

Hi Any one having good iinformation about: Audit of Organisation Structure Audit of Personal Policy Audit of HR Budget Audit of HR Department Structure Pla mail at santoshbolar@gmail.com
22nd August 2007 From India, Delhi
part of hr audit , for more info on hr audit look into
https://www.citehr.com/search_new.php?q=hr+audit
that will help u get d basic idea for more relevant info contact me on my personal id...
22nd August 2007 From India, Mumbai
here is some info on hr audit.

hope it helps you :)

Auditing the Human Resources Function

The purpose of a Human Resources audit is to assess the effectiveness of the Human Resources function and to ensure regulatory compliance. The audit can be conducted by anyone with sufficient Human Resources experience. Having experience working in more than one company is a plus, as it provides the auditor with a broader perspective. There's an advantage to having the audit conducted by an external consultant. Because the external consultant has fewer biases about the organization and has less personal interest in the outcome than an employee of the company, the external consultant may be more objective.

Collect Data:-

Assess the mission, vision, strategy, and culture of the organization, from whatever written material there is in the company (check with the department or person who handles public, customer, or shareholder relations).

Collect existing data such as:

Hiring statistics (acceptance rate, hiring rate, hiring projections)

Turnover

Compensation and benefits philosophy and practice

Exit interview summaries

Employee complaints (discrimination, harassment, safety, other)

Promotion and advancement practices and trends

Human Resources budget and expenditures

Where possible, compare the data you collected with market data. This information will provide you with a point of view for the next phase of the audit: the interviews. If, during the interview, discrepancies arise between the data and the interviewee's answer, you can explore the reasons for the discrepancy(s).

Conduct Interviews:-

The purpose of the interview is to collect input from the internal customer on their Human Resources needs and how those needs are being met. Begin the interview with top management. Next conduct interviews with a sample of subordinate managers including first line management. The topics to discuss during the interview include:

Perceptions of the company and its goals

Strengths and weaknesses of top management

Employee perceptions of the company and top management

Relations with subordinates

Support of career goals for self and employees

Major Human Resources issues

Which Human Resources functions work well

Which Human Resources functions need improvement

The interviews provide direct feedback on the needs of the organization as stated by the customers. In addition they can provide indirect feedback. For example, the results may indicate that different organizations have conflicting goals. Perhaps a performance management system could correct this problem. Or perhaps communication isn't flowing well in the organization, suggesting a need for communication programs or some training and development.

Some of the information collected during the interviews will be sensitive. Confidentiality must be respected. Get advanced approval from top management on the questions you will ask during the interview phase.

Conduct the Regulatory Compliance Audit

The following areas should be audited as part of the regulatory compliance audit:

Personnel files and recordkeeping (contain only job related information)

Pay equity

Job descriptions (ADA compliance)

Legal postings

Equal Employment Opportunity and Affirmative Action

Forms (applications, internal forms, etc.)

Workers' Compensation

COBRA

Fair Labor Standards Act

Family and Medical Leave Act

ERISA

Legal reporting

Summarize the Results:-

Consolidate the information you collected. Compare the results with market surveys. Determine which practices are good/popular/effective/competitive. Determine which practices need improvement. Recommend specific improvements referring to the results of both the Effectiveness audit and the Regulatory compliance audit. Justify the recommendations. Determine how to measure whether the improvements are successful.

Obtain Approval from senior Management

Present the preliminary results and recommendations to senior management individually. Point out how these recommendations will support their needs. Obtain their support, then present the final results and recommendations to the senior management staff for final approval.

Implement the Program:-

Consider implementing the program in part of the organization as a pilot program. Monitor and measure success and seek to continuously improve processes. Be prepared to modify the program if an organizational change requires it.
22nd August 2007 From India, New Delhi
Dear All, I would like to know who does the internal HR Audit?? Is it the Human Resources Manager’s role to conduct the audit or the Executive does that?? Best Regards
25th January 2008 From Germany
Hi When you use internet explorer, pls pay attention to sidebar. You can see articles related, pdf or ppt file…you can find out your info. Best regards
21st July 2010 From Vietnam, Hanoi
A Human Resources Audit or HR Audit is a thorough technique or means to survey current HR strategies, methodology, documentation and frameworks to recognize requirements for development and improvement of the HR work just as to evaluate consistence with regularly changing tenets and directions. An Audit includes efficiently investigating all parts of HR, generally in an agenda style.
OBJECTIVES OF HR AUDIT
• To review every aspect of management of HR to determine the effectiveness of each programmes in an organization.
• To seek explanation and information in respect of failure and success of HR.
• To evaluate implementation of policies.
• To evaluate the performance of personnel staff and employees.
• To seek priorities, values and goals of management philosophy.
TYPES OF HR AUDIT
• Legal Compliance Audit: This audit ensures compliance with all applicable federal, state, and local laws and reviews whether the current HR policies and systems meet the legal requirements.
• Comparative Audit: This audit involves comparing the current procedures of the organization with other organizations in the market that have proved to be successful in practice, in order to gain a competitive advantage.
• Strategic Audit: This audit involves evaluating the SWOT (Strengths, Weakness, Opportunities and Threats) analysis of the HR processes to ensure that they are in alignment with the organization’s strategic plan.
• Function-Specific: This audit focuses on specific functions in HR such as Training, Compensation and Recruitment and helps to measure their effectiveness in relation to long-term business goals.
STEPS FOR SUCCESSFUL HR AUDIT
• Determine the scope: The first step of conducting an HR audit is to determine the scope of the audit. If an HR audit has never been conducted, a comprehensive review of all policies and procedures is recommended. Going forward, businesses may choose to conduct audits that focus on specific HR functions, such as payroll or record keeping.
• Develop a plan: The next step is to develop a plan for conducting the audit. Identify the goals of the audit, assemble the audit team and create a timeline for completing the audit.
• Gather and analyze the data: Once the audit begins, the audit team should gather all the applicable documents and forms under the scope of the audit. The audit team should also review current and potential legal actions.
• Produce a report: After all of the necessary information has been analyzed, the next step is to create a report with the findings of the audit. This report should identify any strengths and weaknesses found during the audit, as well as offer recommendations to correct any instances of noncompliance.
• Create an action plan: Once the audit is complete, company executives should meet with the audit team to discuss the findings and formulate a plan to address each problem or area of concern identified in the report. Action items may include changes to policy, procedures and/or hr practical training practices. Organizations should also consider their available resources when setting a timeline for correcting noncompliance issues, and ensure any corrective actions are realistic and achievable. In addition, organizations should take measures to ensure the audit information is kept confidential and protected from unintentional disclosure.
• Evaluate the progress: Once corrective measures have been implemented, organizations should continuously monitor and periodically review the new processes or procedures to ensure the organization stays compliant.
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12th February 2019 From India, Mumbai
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