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The last thing an employer wants is to let anything slip through iOS Development Code Camp (1155+ studen
the cracks, and thats where the HR audit comes in. An audit is a
tool that employers can use to get a detailed picture of existing HR practices, and like a financial audit, when done Advanced Java Programming (735+ students
correctly it will highlight areas within the department that require improvement before a problem arises. It will also
identify policies and procedures that could use improvement, take the overall pulse of employee morale, and pinpoint
potential legal issues that could cause major problems to arise if not addressed. . The human resources department is
almost like a business within the business it serves, and the companys most valuable resourceits employeesare its
product. POPULAR POSTS
We have provided a very basic sample HR audit checklist as a jumping off point, highlighting three areas of concern for
a potential audit and some simple audit questions for each area. Remember that the actual audit must be thorough to be
effective, and you will likely have much more ground to cover if you are conducting your own.
Begin by gathering the documents that your company uses in the hiring process that you wish to check for federal, state,
and company policy compliance, including:
Sample job descriptions for positions within the company
The job application that your company uses
Any reference/drug testing/background check policy your company uses
The internal job posting policy
A sample rejection letter and new hire onboarding file
You can use these sample questions to understand what, if any, weak spots exist in your current policies and ensure
that you are exercising the best possible practices going forward:
Are your job descriptions clear and concise, with essential and nonessential duties outlined?
Are rejected applicants notified in a timely manner?
Do all drug and background checks comply with the law and company policy to ensure that the individuals rights
are not being violated and to limit the companys liability?
Is tax documentation consistent with federal and state regulations?
Communications
Vital to the daily operations of a company, no matter the size, is a clear communications policy that allows employees to
access concise information regarding their rights and responsibilities both under company policy and the law.
Documents to gather:
Employee Handbook
Employee handbook acknowledgment of receipt form
U.S. Department of Labor posters
Sample performance evaluation policy and evaluation sheets
Sample Questions:
Documents to Gather:
Sample Questions:
Is there a policy in place that prohibits any and all types of workplace discrimination as required by state and
federal law?
Have all employees been trained with regards to this policy, and is that training revisited as new laws and policy
are enacted?
Is there a clear avenue for reporting or filing complaints and are managers trained with regards to their
obligation in this respect?
Are complaints investigated and resolved in a timely manner, and are procedures in place to prevent retaliation?
Are there any aspects of the current employment atmosphereeven unintentional onesthat could leave the
company open to claims of disparity or discrimination?
Are external complaints or complaints filed by former employees investigated to the same standard as internal
complaints?
When you have completed your audit, you will have a lot of information to sift through, and while that is potentially
time consuming, its also extremely beneficial. After all, you set out to get a thorough picture of how youre doing as a
company. Now all you need to do is put the pieces together.
After you have disseminated the information youve collected, youll need to probe for weak spots. Are there any
potential liability concerns? Are there areas that have caused contention with employee relations in the past? Or are
there just some things that could be clearer or more accessible? Nows your chance to outline a plan for improvement
and tidying up as you move forward. Obviously, if you need to triage anything, that will take top priority. After that, you
are free to move on to the areas that need long-term improvement.
The audit is the easy part; after that its up to you to use your human resources prowess and expertise to help the
company reach its full potential by creating airtight policy that inoculates the employer against expensive fines and
lawsuits while creating an environment where employees can thrive comfortably.
Moving forward, why not pick out a few more hats to wear in your role as HR dynamo? You can learn how to attract
the best candidates to your well-tuned workplace or keep track of all things human resources with a course in
Oracle.