Has your organization ever contemplated auditing your HR practices? Doing so can be enlightening; not only may you find processes that need to change, but just as importantly, you may find practices you need to keep in place. In this article, you will walk through an HR audit case study, and learn what items are on the top of the list for HR practices.
An initial review would examine whether the basic elements of the HR function are in place and whether the current staff is able to implement any improvements or best practices. If there are gaps, where are they? Is training needed, or is staff able to devote time necessary to support strong HR programs?
Of course, any review would also look at whether the organization has a strong employee communications program in place, and whether it makes clear information about employee benefits, policies, procedures, programs, open positions, and other business information of interest to employees. This assumes that the organization has the proper compensation plan along with a benefit program designed to attract and retain quality employees. An important employee benefit is development. Employees are responding to surveys saying that they are looking to work for employers who do provide training and a career path. If this is something you have not focused on due to economic difficulties, realize that if you don’t begin development now, you are likely to lose your best employees to other employers who understand that this must be done.
An audit would also review the level of development of those HR practices that fulfill current compliance obligations. Equally important is what the department has in place to recognize new legislation applicable to the organization and to determine what changes need to be made. This is growing more important as state employment laws change at an ever faster pace, and employers expand into more states.
An important item not to overlook is implementing and using established metrics to align the results of various HR activities with overall organization goals and objectives, creating clarity, efficiency, and accountability for HR efforts. This helps those outside HR understand the value of the efforts of this important aspect of the workplace.
If you have any questions about HR audits, please give me a call. I am happy to help you think through whether this is something you could do in house, or whether we can help you with it.