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Smart Audit - Smart HR

 Why and What ?

Human resource audits can help identify whether an HR department's specific practice areas or processes are adequate, legal and effective. The results obtained from this review can help identify gaps in HR practices, and HR can then prioritize these gaps in an effort to minimize lawsuits or regulatory violations, as well as to achieve and maintain world-class competitiveness in key HR practice areas(SHRM, 2016).

(www.google.com, n.d.)

HR audits are using to ensure that the department is following corporate policies , procedures and actions.

To check whether HR functions are collaborate with organizational vision and mission.

Types of HR Audits

  • Compliance - Focuses on how well the organization is collaborating with current federal , laws and regulations.

  • Best practices-  This will helps organization to  maintain or enhance the competitive advantage by benchmarking its everyday practices with other companies which identified as having best HR practices.

  • Strategic-  Consider on strengths and weaknesses of existing systems and work processes in order to identify  whether they are aligning with the strategic plan of HR department and the organizational strategic plans. 

  • Function-based on a specific area in the HR function (e.g., performance, payroll process, records retention and absenteeism ).
                                                           (www.youtube.com, n.d.)

Smart HR audits

While following types of HR audits organizations can go with smart audits.

  • Initial client meeting - In initial client meeting smart HR audit is based on the feed back of the client at the end of the meeting.HR consultants may gather all information throughout the client meeting to get an clear idea. 

  • Information and data collection - Second step is to learn, observe and to get an idea on company and the policies and procedures that they are currently following. Data collection will be done by using questionnaires and random employee interviews to get qualitative data. Consultants may refer all kind of documents that using at HR department such as job specifications , job descriptions , performance analysis , employee feed back forms , absenteeism and as well as personal files.

  • Analysis - After collecting data , consultants starts to compare and analyses gathered data form the organization. Areas that reviewing are record keeping , employee relations , recruitment and hiring process , policies and procedures.

  • Debriefing meeting - After completion of data gathering , reviewing and analyzing clients will receive detailed report  by providing findings and recommendations for smart HR process.

Smart HR 

When having Smart audit organizational HR department may get more recommendations of what they have found. Audit consultants may continuously provide feed backs and organization may able to enhance their performance. 


References 

  • SHRM (2016). Conducting Human Resource Audits. [online] SHRM.
         Available at: https://www.shrm.org/resourcesandtools/tools-and-                                            samples/toolkits/pages/humanresourceaudits.aspx.

  • www.youtube.com. (n.d.). HR Audit Checklist | How to conduct HR Audit. [online]
         Available at: https://www.youtube.com/watch?v=pDtETqDOzPI&t=98s

Comments

  1. Mahinda MBAMay 5, 2023 at 1:22 AM

    your post is important because this is clearly explain how to monitor HR practices in any organization.

    ReplyDelete
  2. Madhumali Thilakarathna (madhuHR Cure Blog)May 5, 2023 at 6:19 AM

    This is very important topic to HRM. HR audit can protect both employees and employers in workplace. Thank you sharing this post

    ReplyDelete
  3. Bhagya JosephMay 5, 2023 at 7:30 AM

    It is an essential topic to discuss. Well explained

    ReplyDelete

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