Professional Documents
Culture Documents
HR Audit
HR Audit
-Presented by
Miss.Rupa.J.Bhatt
30120315
Batch-32
Like any other function, the
performance and contribution of
HR should be audited regularly.
The questions to which answers
should be obtained are:
• 1.What strategic contribution is being made by HR to the achievement
of business/corporate objectives?
4.To what extent has the responsibility for HR issues been devolved to
the management?
5.How well does HR reconcile the need for devolution with the need to
ensure that organizational, ethical and legal obligations and
requirements are being mf consistently?
9.To what extent does HR express proper concern for ethical considerations, the interests
of all stakeholders (employees as well as management), enhancing the quality of working
life and achieving a satisfactory work/life balance?
10.What ' contribution has HR made to the improvement of the employee relations
climate?
12.Is the HR function well‑organized and properly staffed with qualified professionals who
are actively concerned with continuous professional development?
DEFINITION-HR AUDIT
• The Human Resources (HR) Audit
is a process of examining policies,
procedures, documentation,
systems, and practices with respect
to an organization’s HR functions
PURPOSE-HR AUDIT
The purpose of the audit is to reveal the strengths and
weaknesses in the human resources system, and any issues
needing resolution.
The audit works best when the focus is on analyzing and
improving the HR function in the organization.
The audit itself is a diagnostic tool, not a prescriptive instrument.
It will help you identify what you are missing or need to improve,
but it can’t tell you what you need to do to address these issues.
It is most useful when an organization is ready to act on the
findings, and to evolve its HR function to a level where its full
potential to support the organization’s mission and objectives
can be realized.
Who should conduct the audit?
10.Employee Relations
11. Safety
12. Resourcing