| Every organization regardless to its size and number | | | | depending upon the type and size of the organization. |
| of employees follows some particular HR policies | | | | HR audits generally include some targeted areas like |
| according to which an annual human resource audit is | | | | staff recruitment, administration, employee relationships, |
| a mandatory requirement to measure the current | | | | compensation and employee classifications. |
| stand of the organization and inquire about the required | | | | An audit of staffing can help in identifying the turnover |
| improvements. This audit encompasses a methodical | | | | probabilities, deficit in achieving the goals and predict |
| evaluation of different aspects of human resource to | | | | the possibilities of future job openings. |
| find out whether the companies policies are adhered | | | | An audit can also review compensations, employee |
| to government rules so that the organization seldom | | | | classifications and time records. It also examines the |
| faces an expensive lawsuit or fines. | | | | policies to prevent the organization from facing legal |
| A human resource audit may be carried out by the | | | | sues or fines for not adhering to the federal, state or |
| organizations HR staff, an external consultant or by an | | | | local laws. |
| employment law attorney. Whoever is in charge of the | | | | HR auditing in the arena of administration and |
| audit must have ample knowledge about corporate | | | | employee relationship comprises verifying HR duties, |
| HR policies and should maintain a checklist to tally the | | | | administration procedures, attendance record handling, |
| companies existing policies with its current | | | | communication procedures and performance |
| requirements. An audit conducted by an external | | | | measurements. |
| consultant adds an extra piping to the cake apart from | | | | Regular audits of HR policies and functions help tone |
| bringing the details of all pertinent laws to the desk. HR | | | | down the risk factors. If you have major compliance |
| policies, HR audits and employment law advices | | | | concern for your organization you may decide upon an |
| provided by an independent source are always | | | | audit carried out either by an employment attorney or |
| considered to be better than self-audit. However, self | | | | by an independent entity that have a reputation for |
| audit is at least better than having no audits at all. | | | | providing extensive services that includes HR audits, |
| Generally audits involves a series of questions framed | | | | framing suitable HR policies and offering valuable |
| based on some particular functional areas. An audit | | | | employment law advices. By leaving the auditing job to |
| may not be a single day ball game. It touches the hr | | | | an external source you can find out the correct |
| policies, may need to investigate about some | | | | problems and get yourself prepared to face the |
| documents, interviewing managers and HR staffs | | | | government investigator if required. |