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| Sections | Policies | Guidelines |
| Section A: Policies | Existing Policy |
|---|---|
| Leave & Attendance Policy |
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| Work From Home Policy |
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| Overtime Policy |
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| Data Security Policy |
|
| Performance Appraisal Policy |
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| POSH (Prevention of Sexual Harassement) Policy |
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| Diversity & Inclusion Policy |
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| Employee Wellness Policy |
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| Whistleblower Policy |
|
| Reimbursement Policy |
|
| Travel Policy |
|
| Employee Benefits Policy |
|
| Recruitment Policy |
|
| Transfer & Relocation Policy |
|
| Audit Score |
Your HR Audit Score is 0
|
| Section B: Guidelines | Existing Guidelines |
|---|---|
| Company Culture Guidelines |
|
| Company Dress Code Guidelines |
|
| Health & Safety Guidelines |
|
| Audit Score |
Your HR Audit Score is 0
|
It refers to various checkpoints that help to identify HR department’s specific practices areas are legal, effective and adequate as per the standards. The results which are obtained from this review can help to improve HR practices and prioritize these gaps if any. They help to maintain competitiveness in the HR practice areas.
It can be structured to be either comprehensive in nature or specifically focused, within the constraints of budget, time and number of employees. There are various types of audits and each audit is designed according to the specific purpose.
Some of the common types are:
It is recommended to conduct HR audits at regular intervals to keep the organization out of legal issues, such as unethical acts or wrongful termination lawsuits. Yet they are important to measure HR success and failures.
Several points that highlight the importance are:
HR best practices suggest that regular HR audits should be done to assist the improvement in the services provided to employees. It is better for small businesses and startups to adopt HR audits in order to ensure that the organization is on the right track and as they consider their employees in growth. Benefits administration of employees, payroll management, and conflict resolution are among many internal customer services that HR must do regularly.
There are various compliances on which employers are required to adhere such as Labor Act, Fair labor standards, health and safety of employees, occupational safety etc. It is also necessary to adhere to various compliances. With the help of regular audits small-businesses can avoid the risk of liability of unfair employment practices. Audits also help to measure the effectiveness of workforce safety in an organization.
An HR Audit includes reviewing personnel files in an organization. It helps to reveal whether supervisors or managers are providing regular feedback to employees regarding their performance. This provides you an opportunity to see the quality of feedback managers provide to their employees. It also helps to take necessary improvement steps in any aspect.
A complete audit of HR compensation and benefits define whether your salaries and wages are competitive in the market or not. Job seekers always look for those employers who provide competitive benefits such as health insurance and other benefits related to work-life balance. Therefore, an HR audit of your business show how competitive is compensation benefits are in the market.
