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    Checklist For HR Audit

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    Otty Lucy
    The document discusses using HR audit checklists to improve organizational performance. It outlines key areas an HR audit checklist should cover including employee records, policies and procedures, company benefits, and compensation.

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    Checklist For HR Audit

    Uploaded by

    Otty Lucy
    14 views2 pages
    The document discusses using HR audit checklists to improve organizational performance. It outlines key areas an HR audit checklist should cover including employee records, policies and procedures, company benefits, and compensation.

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    2. Checklist for HR Audit

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    The document discusses using HR audit checklists to improve organizational performance. It outlines key areas an HR audit checklist should cover including employee records, policies and procedures, company benefits, and compensation.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    14 views2 pages

    Checklist For HR Audit

    Uploaded by

    Otty Lucy
    The document discusses using HR audit checklists to improve organizational performance. It outlines key areas an HR audit checklist should cover including employee records, policies and procedures, company benefits, and compensation.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
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    Checklist for HR Audit

    by Marcia Moore, MSSW, Demand Media

    Use of HR audit checklists can improve overall organizational performance.

    Related Articles
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    Companies conduct HR audits for several reasons. Two main focuses of an audit are legal compliance and best
    practices. HR departments may take this time to recognize weaknesses and strengths in their processes and make
    necessary changes. One way to ensure that all important areas are included is to develop an HR checklist. Use of the
    checklist will maintain focus and serve as a record of the results.

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    Employee Records
    Audit checklists should include questions about the use and storage of employee records. There are legal
    requirements associated with the hiring of employees and maintenance of records. For example, you must keep
    information regarding health-related issues separate from other files to protect the employee's privacy. You must file
    necessary immigration information for each new hire and maintain copies of certain documents. One checklist
    question may be where and with whom these files are being held.

    Policies and Procedures


    You should have clearly defined policies and procedures in writing and you should present them to all employees. In
    order to prevent lawsuits regarding such actions as wrongful termination or discrimination, you should conduct a
    new employee orientation. Explain company policy and the discipline process to all employees and have them sign a
    waiver of acknowledgment. HR audit checklists should contain information about when the orientation is conducted
    and what is included.

    Related Reading: Description of an HR Audit


    Company Benefits
    Employee benefits are a major part of HR responsibilities, and it's important to keep records of the medical and
    dental plans you offer while watching associated costs. Audit lists with questions about programs offered with the
    requirements and limits for coverage can provide a comprehensive view of what is working for the company and the
    employee. This information is helpful when making decisions about what programs offer the best return on benefit
    investment.

    Compensation
    How a company pays employees is critical to its performance and success. HR is responsible for recruiting and
    hiring the most skilled employees the company can afford. You must maintain information about salaries, bonuses
    and other types of payment. For an HR audit, use checklists containing questions about determining factors for
    salaries, when employees are eligible for increases and who is responsible for managing the process to help evaluate
    areas for improvement.

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