Organisations are constantly evolving. But when it comes to policies and procedures, they often remain unchanged. To diminish legal issues and to ensure that your company complies with the labour and employment laws, it is important to perform a regular HR audit. While this sounds daunting, it is a valuable tool that will help your company stay up to date and allow you to thrive. In this post, we’ll share with you how to effectively use an HR audit checklist. But first, let’s gain a better understanding of what this assessment entails and how to conduct a human resources audit.
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HR Audit: Definition
An HR audit is a thorough review of the policies, procedures, documents, and systems in Human Resources. The purpose of this process is to provide recommendations that will help you improve operations and performance. Usually, HR professionals perform the assessment. However, companies can also choose to hire an external company to conduct a human resources evaluation.
What are the Benefits?: Using an HR Audit Checklist
Whether the focus lies on policies or performance, a yearly review of your HR uncovers problems and challenges that exist within the department. Evaluating these issues allows your company to improve, and reduces the risk of litigations. It will also have a positive effect on the employees, knowing that the company takes an active role in bettering their working conditions. These positive changes lead to an effective way of working and increased employee morale.
How to Perform a Human Resources Audit?
Although there are many different ways in which companies can utilise HR audits, most assessments follow the same structure. The HR audit consists of three parts:
- Pre-audit. During this phase, you will have to collect data. This information can be quantitative or qualitative, depending on the point of interest.
- Data analysis. Here you will assess the relevant information such as processes, procedures, policies, documents, and data.
- Report. This should contain your findings and recommendations which will help improve the Human Resources function in the best way they can.
Considering the time and effort that you need to invest in a full-scale assessment, it is advisable to perform one HR audit yearly. When you make an assessment, you can choose to focus on the following areas:
- Training and Development
- Employee Relations
- Strategic Planning
- Best Practices
- Compliance with Laws and Regulations
You might also want to look into an HRIS. An HR reporting tool like Factorial allows you to gather deep insights on each of these organizational aspects in one place. This allows you to make well-informed, data-based decisions regarding your organization.
Checklist to Effectively Conduct Your HR Audit Process
Before starting the assessment, you can create a checklist to stay organized and efficient throughout the auditing process. This list contains detailed questions that apply to the different areas of Human Resources and is typically a couple of pages long. You can break down the audit into smaller assessments by dividing the questions, which will make it easier to complete. Additionally, you can format the checklist in whichever way you’d like. It’s up to you whether you want to use a “yes” or “no” format to answer the questions or allow a more detailed answer.
Download Free HR Audit Template
Need a little extra help managing your audits this year, not to worry, we’ve got you covered. And, while you’re at it, save time managing your other HR processes so you can spend more time on your audit.