What do you know about HR Audit?

HR audit is about protecting the objective, HR policies, practices, procedures of the company, reviewing the objective & practices of the company “are adequate, legal and effective. To decide what areas need improvement?

There are several types of audits, and each is designed to accomplish different objectives. Some of the more common types are:

1-     Compliance: Focuses on how well the company is complying with current rules and regulations.

2-     Practices: comparing the current company practices to insure the adherences of the company with his rules & regulation.

3-     Strategic: The strengths and weaknesses of systems and processes to determine whether they align with the HR departments and strategic plan.

4-     Function-Specific: Focuses on the HR function such as payroll, performance management, records retention, etc.).

 

 

1-     Compliance: 

2-     Practices: 

3-     Strategic

4-     Function-Specific

it is protection of hr policies and its implementaion. It also deals with development of new strategy and policies.

This is consist of following types of audits

1-     Compliance: 

2-     Practices: 

3-     Strategic

4-     Function-Specific

A Human Resources Audit is a comprehensive method (or means) to review current human resources policies, procedures, documentation and systems to identify needs for improvement and enhancement of the HR function as well as to assess compliance with ever-changing rules and regulations. An Audit involves systematically reviewing all aspects of human resources, usually in a checklist fashion

A Human Resources Audit is a comprehensive method (or means) to review current human resources policies, procedures, documentation and systems to identify needs for improvement and enhancement of the HR function as well as to assess compliance with ever-changing rules and regulations. An Audit involves systematically reviewing all aspects of human resources, usually in a checklist fashion.

Sections of review include:

·          Hiring and On boarding

·          Benefits

·          Compensation

·          Performance evaluation process

·          Termination process and exit interviews

·          Job descriptions

·          Form review

·          Personnel file review

The purpose of an HR Audit is to recognize strengths and identify any needs for improvement in the human resources function. A properly executed Audit will reveal problem areas and provide recommendations and suggestions for the remedy of these problems. Some of the reasons to conduct such a review include:

·          Ensuring the effective utilization of the organization’s human resources

·          Reviewing compliance in relation to administration of the organization

·          Instilling a sense of confidence in management and the human resources function

·          Maintaining or enhancing the organization and the department’s reputation in the community

·          Performing “due diligence” review for shareholders or potential investors/owners

·          Establishing a baseline for future improvement for the function

Because of the multitude of laws affecting each stage of the employment process, it is extremely important for an employer to regularly conduct an HR analysis of their policies and practices. This helps to identify regulatory compliance issues if they exist and avoids potentially costly fines and/or lawsuits, if otherwise ignored. An employer overlooking regulatory compliance with their human resource practices could face:

 

 

 

 

 

full agree with answer given by mr. saifeldean