HR Audit Checklist to Get you Satrted

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HR Audit Checklist to Get You Started
Accuprosys
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• The job of an HR department isnt 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 cant 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-encompassingHR 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 departments resources are aligned with
  the goals of the companys 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 startedon
  this adventure!

• HR Recruiting Services and HR Audit Services.

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• Communications in PlaceCompanies 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
  companys 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?

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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 FiringThe 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
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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. Whats necessary is that the HR audit should
be transparent and completely thorough so you can
expose loopholes and fix them before they hurt.
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