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An HR audit is a process to
review implementation of your
institutions policies and
procedures, ensure compliance
with employment law,
eliminate liabilities, implement
best practices and educate
your managers.
MEANING:
Scope of Audit:
Benefits of HR Audit:
AUDIT TOOLS
• INTERVIEW
• DOCUMENT REVIEW
• QUESTIONNAIRE
• SAMPLING
THE AUDIT SHOULD BE
• PROACTIVE
• REACTIVE
• INFORMATIVE
• DEVELOPMENTAL
Nature of Human Resource Audit
Documentation
• Where and with whom are the personnel files
currently held?
• What documents are held in personnel files?
• How are the following documented by your
organization?
○ Hiring: Application, Interviewing, and Reference
Checks
○ Compensation and Benefits
○ Transitions
○ Paid Time Off
○ Training
○ Discipline
○ Work History
○ Work Assignments
○ Significant accomplishments
○ Emergency contact information
○ Performance evaluation and performance
management
○ Termination
• How long are files held and where are they stored
after employees leave?
• What is the interface between HR and Finance?
• Is a payroll service used, and if so, which one?
• Does the payroll service provide all governmental
employment filings?
EXPLANATION OF HR AUIT:
Prevalence of HR Audit
Audit of Managerial Compliance
approach.
Conclusion:
The auditors always prepare and submit an audit
report to authority of the organization, which may
be clean or qualified. The clean report indicates the
appreciative of the department's function, but the
latter one represents the gaps in performance and
therefore contains remarks and remedial
measures. HR Audit is very much helpful to face
the challenges and to increase the potentiality of
the HR personnel in the organization.