HR Audit – Often, small to mid-size companies are not completely sure what services they need to stay compliant or to improve their human resources processes, policies and procedures. For these companies, we suggest an audit where we spend a full day on-site reviewing handbooks, policies, procedures, benefits, compensation practices, and also more high level human resources practices such as succession plans, job bands and competencies, training programs, and orientation and exit practices. This audit is followed by a detailed written report of findings. A comprehensive audit involves:
- An evaluation of the organization’s operational HR policies, practices and processes with a focus on key HR department delivery areas (e.g., recruiting—both internal and external, employee retention, compensation, employee benefits, performance management, employee relations, training and development).
- A review of current HR indicators (e.g., number of unfilled positions, the time it takes to fill a new position, turnover, employee satisfaction, internal grievances filed, number of legal complaints, absenteeism rates).
An HR audit can be structured to be either comprehensive or specifically focused, within the constraints of time, budgets and staff. There are several types of audits, and each is designed to accomplish different objectives. Some of the more common types are:
- Compliance. Focuses on how well the organization is complying with current federal, state, and local laws and regulations.
- Best practices. Helps the organization maintain or improve a competitive advantage by comparing its practices with those of companies identified as having exceptional HR practices.
- Strategic. Focuses on strengths and weaknesses of systems and processes to determine whether they align with the HR department’s and the organization’s strategic plan. S
- Function-specific. Focuses on a specific area in the HR function (e.g., payroll, performance management, records retention).
Employee Complaint Investigations
Handbook & Policy Development
Downsizing & Reorganization Plans