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BENEFITS OF DOCUMENT
HR Audit Questions (Templates & Guidelines)
Section 1 : Business and Human Resources Strategy
Section 2 : Human Resources Policies
Section 3 : Manpower Planning
Section 4 : Recruitment and Selection
Section 5 : Employee Retention
Section 6 : Training and Development
Section 7 : Performance Management
Section 8 : Compensation and Reward
Section 9 : Career Development and Succession Planning
Section 10 : Industrial Relation
Section 11 : Human Resources Information System
Section 12 : Retirement
Section 13 : Employee Communication
Section 14 : Human Resources Cost
Human resource audits are a vital means of avoiding legal and regulatory liability that may arise from an organization's HR policies and practices. In addition to identifying areas of legal risk, audits are often designed to provide a company with information about the competitiveness of its HR strategies by looking at the best practices of other employers in its industry. In essence, an HR audit involves identifying issues and finding solutions to problems before they become unmanageable. It is an opportunity to assess what an organization is doing right, as well as how things might be done differently, more efficiently or at a reduced cost.
In today's competitive climate, organizations operate within the confines of a heavily regulated employee environment. This challenge includes dealing with myriad complex laws and regulations. The scope of the HR function includes establishing and administering a host of policies and practices—many of which involve compliance implications—that significantly influence the productivity and profitability of the enterprise.
An HR audit is an objective examination of your business's HR policies, practices, and procedures. The goal is to look for trouble spots and/or identify ways you can improve. You can hire an outside company to perform the audit or you can instruct your HR department to perform an internal audit.
There are multiple types of HR audits with differing goals. The two main types are risk mitigation and value creation. While you can conduct both types of audits simultaneously, they will focus on different aspects of your HR processes and policies. Risk mitigation will mainly look for areas where you can get into legal trouble or are leaving yourself open to employment-related lawsuits. Value creation will mainly look for areas where your processes and policies can be improved to maximize the value of your employees or attract better employees.
An HR audit is the only way you can fully assess whether your HR processes and policies are benefiting or harming your overall business. If you're in danger of a lawsuit or criminal suit, if your HR systems are inefficient, if your employees aren't developing, or if you can't attract the right employees, your business will suffer. Improve those areas, and you can improve your chances for success.
Human resource audits can help identify whether an HR department's specific practice areas or processes are adequate, legal and effective. The results obtained from this review can help identify gaps in HR practices, and HR can then prioritize these gaps in an effort to minimize lawsuits or regulatory violations, as well as to achieve and maintain world-class competitiveness in key HR practice areas.
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Source: Best Practices in Human Resources Word: HR Audit Questions (Templates & Guidelines) Word (DOCX) Document, UJ Consulting
ABOUT THE AUTHOR: UJ CONSULTING
Untung Juanto ST., MM. Founder of UJ Consulting. He is professionally experienced business and management consultant in several local and multinational companies. [read more] He has an experience in managing an effective and efficient company with various approach methods adapted to different industries because He had a career from the lower management level as Supervisor before finally being at the top management level. His Top Management experience started from the position of General Manager, VP Operation, HR Director and Business Development Director
He completed his undergraduate education majoring in Architecture at Diponegoro University, Semarang, Central Java, Indonesia. After that, He continued to Master of Management level majoring in Human Resource Management with cum laude predicate with a GPA of 3.94 at Mercubuana University, Jakarta, Indonesia.
His last work experience as Deputy President Director at Hutahaean Group in charge of 14 business units engaged in various industries including CPO Production, Oil Palm Plantation, Cassava Plantation, Tapioca flour production, 4 and 5 star hotels, waterparks, golf courses and housing with a total of employees more than 3,000 employees.
His biggest achievement was in 2021 when He served as Deputy President Director at Hutahaean Group Indonesia by increasing the company's revenue from IDR 700 billion to IDR 1.1 trillion (y/y) and increasing the profit margin by more than 20%. Doing a turn around on business units that have lost in the last 5 years become profits. In addition, He have also succeeded in creating an efficient and effective management system by redesigning the Business Process Management (BPM), reviewing Standard Operating Procedures (SOP) and Work Instructions and compiling the appropriate Key Performance Indicator Management (KPIM) to increase employee productivity.
He is currently active as a part-time business and management consultant (online) at Enquire Corp. and Flevy Corp. In addition, He also teach part-time at several universities for courses in strategic management, human resource management, project management, entrepreneurship and business.
UJ Consulting has published 168 additional documents on Flevy.
This business document is categorized under the function(s): Operations Organization, Change, & HR
It applies to All Industries
File Size: 393.1 KB
Number of Pages: 19
Related Topic(s): Human Resources
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Initial upload date (first version): Oct 30, 2022
Most recent version published: Nov 1, 2022
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