How Can HR Audits Improve Hospital Management and Planning? Seeking Insights

Respected Seniors,

I am working in a public hospital as an Assistant Hospital Administrator. I would like to know:

Benefits of an HR Audit in the Hospital Industry

1. How beneficial is an HR audit in the hospital industry?

Parameters for Conducting an HR Audit

2. What parameters should be considered while conducting an HR audit?

Frequency of HR Audits

3. What should be the frequency of such an audit?

Manpower Planning in HR Audits

4. Also, does an HR audit cover a checkpoint on manpower planning as well?

Financial Benefits of HR Audits

5. Are there financial benefits as well to conducting such an audit?

Kindly guide me so that I can implement it in my organization if feasible.

By conducting HR audits, you can develop your system or streamline your current process.

Self-Audit Topics

First of all, you can audit yourself on the below-mentioned topics:

1. Manpower planning & estimated budget for positions.
2. Check whether critical positions are filled up on time or not.
3. Negotiations & reference checks of new entrants.
4. Find out the attrition rate & check what is the main reason for attrition.
5. Check whether each entrant coming for an interview & employees' personal information is entered in the database or not. Organizational hierarchical structure.
6. Leave administration (checking whether employees' PL, CL & SL are allotted or not, noting unauthorized absences of employees) & Time management (checking on intime & outtime of employees).
7. Payroll inspection like salary statement inspection on each & every component like Basic, HRA, Special Allowances, Conveyances & Other Allowances are given appropriately or not.
8. Auditing on employee benefits provided such as canteen facility, transportation, Medclaim Policy, Accidental Policy, ESIC Coverage, guiding & educating employees regarding ESIC benefit.
9. Maintaining a regular record of employees eligible for gratuity. Checking on the bonus-related issues such as bookkeeping & register maintenance.
10. Confirmation & performance appraisal of employees. Preparing a chart & drawing a pie diagram.
11. Check whether we have an HR policy. If not, it needs to be prepared.
12. Tracing habitual latecomers, early leavers, or irregular attendance.
13. Check whether all employees have filled out the exit formalities form or not.
14. Making a list of resigning employees.
15. Check whether all new entrants complete their medical reports or not.

So, like this, we can make many more points, but at least accomplish a few of them.

Regards,
Vinay Kumar