7. To evaluate current effectiveness.8. To standardize practices across multiple sites within a division or company.9. To assess current knowledge and skills required of HR practitioners.10. To improve performance levels to key customers within the organization.An audit is a systematic process, which examines the important aspects of the functionand its management, and is a means to identify strengths, weaknesses and areaswhere rectification may be warranted. An audit is done on sampling basis. And insampling, not every instance or situation can be examined.An HR audit can be used by an organization for multiple purposes. Some of the morecommon reasons are:
To identify and address HR-related problems.
To seek out HR-related opportunities.
To conduct due diligence for mergers and acquisitions.
To support initial public offerings.How an audit is conducted is very often determined by its intended use. For instance,the type of audit used to ascertain HR practices may be significantly different from thetype of audit used to support an initial public offering. Although the areas examined maybe similar, the process used and the depth of inquiry will vary from the intendedoutcome.
The audit process……………..
The HR audit process is conducted in different phases. Each phase is designed to buildupon the preceding phase so that the organization will have a very strong overview of the health of the HR function, at the conclusion of the audit. These phases include:
This phase involves the acquiring and review of relevant HRmanuals, handbooks, forms, reports and other information. A pre-audit informationrequest is forwarded to the client who compiles the necessary information for review byauditors.
In order to maximize the time spent during subsequentportions of the audit, a pre-audit self-assessment form, if sent to the client can be of use. The self-administered yes/no questionnaire asks a number of questions aboutcurrent HR policies and practices.