HR Audit Questions (Templates & Guidelines) (Word DOCX)

BENEFITS OF DOCUMENT

1. Provides of Guidelines of HR Audits
2. Provides of Templates HR Audit Questions
3. Provides of 14 Audits Areas in HR Department

DESCRIPTION

This product (HR Audit Questions [Templates & Guidelines]) is a 19-page Word document, which you can download immediately upon purchase.

HR Audit Questions (Templates & Guidelines)

Contents :
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.

Regards,
UJ Consulting

Source: Best Practices in Human Resources Word: HR Audit Questions (Templates & Guidelines) Word (DOCX) Document, UJ Consulting