Hello,
I have been asked to do HR audit in my company, please help me out the with detail procedure and also the documentations required in it, would be glad if can get formats as well.
Please help me with this its urgent.
Thanks in advance.
Regards
Priyanka
From India, Hyderabad
1I have been asked to do HR audit in my company, please help me out the with detail procedure and also the documentations required in it, would be glad if can get formats as well.
Please help me with this its urgent.
Thanks in advance.
Regards
Priyanka
From India, Hyderabad
Hi Priyanka,
please explain, if this is only an internal HR audit to seek the feedback from the internal customers (employees) about HR performance or it is for ISO 9001 (Process audit). Because both the procedure , document required will be different. can help you out but please tell the purpose.
From India, Delhi
please explain, if this is only an internal HR audit to seek the feedback from the internal customers (employees) about HR performance or it is for ISO 9001 (Process audit). Because both the procedure , document required will be different. can help you out but please tell the purpose.
From India, Delhi
Dear Priyanka,
Please refer the below material for HR Audit.
Human Resources (HR) audits look at processes under the control of the HR department, such as performance evaluations and recruiting, to ensure they are aligned with business goals and are legally compliant.
Personnel Files:-
HR departments usually maintain personnel (employee) files. Many aspects of employee files and records retention are regulated by law. An audit of HR procedures includes reviewing employee files to check for proper filing procedures, security and access, verifying legal compliance with the documents and records collected and kept in the files, and checking the length of time the files are retained. Any discrepancies between how personnel files are being maintained and how they must legally be maintained are revealed in the audit. They are then documented and corrected immediately for the protection of the company and its employees.
Performance Evaluation Process:-
The performance evaluation process must be free from discrimination and other illegal practices to protect the company and to support the business by accurately evaluating employee performance as a basis for compensation. An audit of human resources includes reviewing the performance evaluation process to ensure evaluations are occurring regularly according to company policy, that they support the business goals of the company and that they accurately and legally evaluate the job performance of employees. Discrepancies that may be found in the audit include employees who don't have performance evaluations in their files for the same evaluation periods as other employees, different performance evaluation methods from department to department, or individual departments giving higher raises than other departments (which are not supported by accurate evaluations).
Annual or Quarterly Company Meeting:-
Corporate goals are communicated and reveal strategic planning at company meetings. A meeting is a communication tool that gets the same information to all employees at the same time for business planning, building teamwork and motivating employees. What information is prepared and presented at company meetings are usually defined in corporate policy and procedure to ensure a standardized and controlled process that benefits the company. HR audit procedures include reviewing the company meeting coordination, checking the data and information presented at company meetings and meeting budget and expenses.
Recruiting:-
Organisations have to comply with employment laws regarding hiring, firing, compensating and training employees. An HR audit of recruiting practices reviews employment advertising, interviewing and selection processes, and qualifications policies. Recruiting and hiring the most qualified people for the company's needs supports the business and saves money by reducing turnover. Recruiting processes and procedures that are standardized, legally compliant and documented safeguard the company's interests.
Checklist for HR Audit
HR audit checklists can help you understand what an audit will require.
Human resource audits are designed to assess the health of the HR department, as well as that of the larger organization. HR audits may be performed for a variety of reasons: to ensure that the department is in compliance with laws and regulations, to offer recommendations for more effective employee relations or to help an organization determine how HR-related problems can be solved.
1.Recruiting and Hiring:-
Recruiting and hiring practices are often evaluated during HR audits. Job descriptions for each position should be evaluated for clarity and currency. Interviewing practices and policies can also be reviewed. Other practices that may be evaluated are whether all job applicants submit the same required materials such as resumes and application forms, whether references and backgrounds are checked before hiring and whether all applicants are interviewed equally and appropriately. The application itself may be evaluated for clarity, thoroughness and its appropriateness to the position.
2.Compensation and Benefits:-
oDuring an HR audit of compensation and benefits, how pay for each position is determined and whether pay is consistent among employees in the same position are important. The quality and price of the benefits plan, as well as which employees qualify for it, may also be evaluated.
3.Workforce Characteristics:-
Evaluating the characteristics of the workforce is included in HR audits. Skill shortages should be determined, as well as the tasks of current positions. Do new positions need to be created to fill in skill gaps or do current job descriptions need to be updated? The organization's succession plan should be reviewed to identify any succession issues such as future gaps in positions. The diversity of the workforce can also be evaluated on the basis of age, gender and ethnicity.
4.Performance Evaluation:-
oThe current performance evaluation system should be reviewed, including how evaluation criteria are determined, whether they are appropriate for each position and how often employees are evaluated. Disciplinary actions for poor performance can also be reviewed for effectiveness and fairness.
5.Training:-
oThe amount and type of training given, is managed are important factors in an audit. Do only employees in certain positions receive training or do all employees receive the same development opportunities? Overall, what does the training plan achieve and how might it be improved.
6.Antidiscrimination Policies:-
oAuditors should investigate whether employees, including supervisors and managers, receive training on discrimination issues and antidiscrimination practices. What does the training entail? How could it be made more effective? Employment practices should also be evaluated for adherence to antidiscrimination laws. The effectiveness of policies designed to handle discrimination complaints from employees can also be reviewed.
Hope this helps.
From India, Mumbai
Please refer the below material for HR Audit.
Human Resources (HR) audits look at processes under the control of the HR department, such as performance evaluations and recruiting, to ensure they are aligned with business goals and are legally compliant.
Personnel Files:-
HR departments usually maintain personnel (employee) files. Many aspects of employee files and records retention are regulated by law. An audit of HR procedures includes reviewing employee files to check for proper filing procedures, security and access, verifying legal compliance with the documents and records collected and kept in the files, and checking the length of time the files are retained. Any discrepancies between how personnel files are being maintained and how they must legally be maintained are revealed in the audit. They are then documented and corrected immediately for the protection of the company and its employees.
Performance Evaluation Process:-
The performance evaluation process must be free from discrimination and other illegal practices to protect the company and to support the business by accurately evaluating employee performance as a basis for compensation. An audit of human resources includes reviewing the performance evaluation process to ensure evaluations are occurring regularly according to company policy, that they support the business goals of the company and that they accurately and legally evaluate the job performance of employees. Discrepancies that may be found in the audit include employees who don't have performance evaluations in their files for the same evaluation periods as other employees, different performance evaluation methods from department to department, or individual departments giving higher raises than other departments (which are not supported by accurate evaluations).
Annual or Quarterly Company Meeting:-
Corporate goals are communicated and reveal strategic planning at company meetings. A meeting is a communication tool that gets the same information to all employees at the same time for business planning, building teamwork and motivating employees. What information is prepared and presented at company meetings are usually defined in corporate policy and procedure to ensure a standardized and controlled process that benefits the company. HR audit procedures include reviewing the company meeting coordination, checking the data and information presented at company meetings and meeting budget and expenses.
Recruiting:-
Organisations have to comply with employment laws regarding hiring, firing, compensating and training employees. An HR audit of recruiting practices reviews employment advertising, interviewing and selection processes, and qualifications policies. Recruiting and hiring the most qualified people for the company's needs supports the business and saves money by reducing turnover. Recruiting processes and procedures that are standardized, legally compliant and documented safeguard the company's interests.
Checklist for HR Audit
HR audit checklists can help you understand what an audit will require.
Human resource audits are designed to assess the health of the HR department, as well as that of the larger organization. HR audits may be performed for a variety of reasons: to ensure that the department is in compliance with laws and regulations, to offer recommendations for more effective employee relations or to help an organization determine how HR-related problems can be solved.
1.Recruiting and Hiring:-
Recruiting and hiring practices are often evaluated during HR audits. Job descriptions for each position should be evaluated for clarity and currency. Interviewing practices and policies can also be reviewed. Other practices that may be evaluated are whether all job applicants submit the same required materials such as resumes and application forms, whether references and backgrounds are checked before hiring and whether all applicants are interviewed equally and appropriately. The application itself may be evaluated for clarity, thoroughness and its appropriateness to the position.
2.Compensation and Benefits:-
oDuring an HR audit of compensation and benefits, how pay for each position is determined and whether pay is consistent among employees in the same position are important. The quality and price of the benefits plan, as well as which employees qualify for it, may also be evaluated.
3.Workforce Characteristics:-
Evaluating the characteristics of the workforce is included in HR audits. Skill shortages should be determined, as well as the tasks of current positions. Do new positions need to be created to fill in skill gaps or do current job descriptions need to be updated? The organization's succession plan should be reviewed to identify any succession issues such as future gaps in positions. The diversity of the workforce can also be evaluated on the basis of age, gender and ethnicity.
4.Performance Evaluation:-
oThe current performance evaluation system should be reviewed, including how evaluation criteria are determined, whether they are appropriate for each position and how often employees are evaluated. Disciplinary actions for poor performance can also be reviewed for effectiveness and fairness.
5.Training:-
oThe amount and type of training given, is managed are important factors in an audit. Do only employees in certain positions receive training or do all employees receive the same development opportunities? Overall, what does the training plan achieve and how might it be improved.
6.Antidiscrimination Policies:-
oAuditors should investigate whether employees, including supervisors and managers, receive training on discrimination issues and antidiscrimination practices. What does the training entail? How could it be made more effective? Employment practices should also be evaluated for adherence to antidiscrimination laws. The effectiveness of policies designed to handle discrimination complaints from employees can also be reviewed.
Hope this helps.
From India, Mumbai
Hi Vishal Dudhate, Can you also help me with documentation formats as well. Regards Priyanka
From India, Hyderabad
From India, Hyderabad
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