Hr audit checklist to get you started
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The document provides guidance on conducting an HR audit by outlining key areas to evaluate and questions to consider. It recommends developing an HR audit checklist to assess areas like communications policies, hiring and firing protocols, and other HR functions. The goal of the audit is to identify any issues or areas of noncompliance that could pose legal or engagement problems if not addressed.
Hr audit checklist to get you started
- 1. 1 HR Audit Checklist to Get You Started Accuprosys
- 2. • The job of an HR department isn’t easy! You have to deal with employee relations, the occasional hiring and firing, retention, engagement, grievances, and so on. As the HR department deals with the most important assets of any business – its employees, it can’t go easy in its role. It is even more essential to identify lapses and shortfalls in the HR function, and that is where the ‘all-important all- encompassing’HR audit comes in. • HR Audit – An Adventure? • An HR audit allows a 360-degree assessment of the existing HR practices, and if done right, you could be shooting problems even before they arise! HR audits help identify practices and policies that need to be improved, potential legal hassles that could crop up if not addressed, and status of employee engagement and moral. Most importantly, an HR audit ensures that the HR department’s resources are aligned with the goals of the company’s bottom line. The trouble however is that most companies that carry out their own HR audits find it to be difficult, time-consuming and non-productive. • To ease things, we have come up with an HR audit checklist of our own to help you get started…on this adventure! • HR Recruiting Services and HR Audit Services. 2
- 3. Communications in Place Companies need to have a clear communications policy in place. You need to give employees access to accurate and concise information as to what responsibilities and rights they possess under the company policy. To assess whether the HR department is perfect on this front, begin by gathering and reviewing the company’s employee handbook, performance evaluation policy and any other relevant document handed out to employees during their service. For the assessment, you can ask the following questions: •Is the handbook or information manual handed out to each employee or are they given directions on how to access the handbook? •Is the handbook updated on a regular basis? •Is it accurate and reliable? •Is clear information handed out on how employees can file grievances? •Is the company policy and procedure for discrimination, conduct and other complaints clearly communicated? 3
- 4. VAre employees informed about the standard policies regarding performance evaluations and appraisals? It is essential to know that these are just starters and you can frame your own questions as per company policy and practices. The audit needs to be thorough and in-depth. Hiring and Firing The recruitment and termination protocols of a company speak a lot about its attitude towards employees. It is therefore critical that these processes be perfectly aligned with the values and vision of the company. For auditing this function, begin by gathering and assessing documents that are used during the hiring and termination processes. Relevant documents include job descriptions, job applications, background check policies, reference check policies, internal job posting policies, rejection letters, etc. While assessing these, you can ask the following questions: 4
- 5. Are all documents clear and concise? Are notifications sent out in a timely manner? Do all protocols conform to statutory laws? Are the HR policies legally compliant? Similarly, you can frame questions for other HR functions such as employee engagement, performance management, training and development, grievance redressed, etc. What’s necessary is that the HR audit should be transparent and completely thorough so you can expose loopholes and fix them before they hurt. 5
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