The HR Audit Checklist: Sample Questions to Get You Started TOP UDEMY COURSES:

APRIL 2, 2014 BY THERESA EDWARDS Top Java Courses

Top Python Courses

The human resources department could be considered the
backbone of any company. They are the folks that deal with the Top Excel Courses
underpinnings of employee relations to ensure that a company
can function as its meant to. Running this multifaceted Learn Excel With This GIF Tutorial
department is a big jobtheres recruiting, onboarding, and
retention to see to, not to mention benefit management, Become a Web Developer from Scratch! (810
employee morale, and the unpleasant task of occasionally students)
needing to let someone go. Add to that the numerous intricacies
and ever-changing aspect of legal compliance, and youll start to Advanced Excel Training (42,660+ students)
get a clear picture of the number of hats and HR professional
must wear, usually all at once! Coding for Entrepreneurs (4810+ students)

The last thing an employer wants is to let anything slip through iOS Development Code Camp (1155+ studen
the cracks, and thats where the HR audit comes in. An audit is a
tool that employers can use to get a detailed picture of existing HR practices, and like a financial audit, when done Advanced Java Programming (735+ students
correctly it will highlight areas within the department that require improvement before a problem arises. It will also
identify policies and procedures that could use improvement, take the overall pulse of employee morale, and pinpoint
potential legal issues that could cause major problems to arise if not addressed. . The human resources department is
almost like a business within the business it serves, and the companys most valuable resourceits employeesare its
product. POPULAR POSTS

How to Build an iPhone App from Scratch for

In that vein, and HR audit is very like any risk assessment within a company, and requires an understanding of risk
Technical People: Your quick and dirty guide
management to take on. Taking an in-depth look at a broader risk management course is a great way to get into
that frame of mind. Along with a comprehensive HR audit checklist, you can be prepared to get the most out of your Excel Formulas: 10 Formulas That Helped M
E
companys HR audit. Keep My Job
xc
l
Code Wars: Ruby vs Python vs PHP [Infogra
Why Do An HR Audit? Top 10 Programming Languages to Learn in
A company that uses the HR audit as a tool can expect two very important benefits from all of their hard work.
How to Add Ringtones To Your iPhone (Upda
for iOS 7)
The first has to do with taking stock of employee concerns and morale. If you have had issues in the past with retention
or turnover, doing a complete audit can nail down the reasons why. Perhaps you will notice that there are multiple
8 8 Best PowerPoint Presentations: How To Cr
common grievances that arise time and time again, and determine how to eliminate the source of that particular
B Engaging Presentations
conflict.
Java Interview Questions: How to crack the T
Second, an HR audit goes straight to the bottom line: you want to ensure that the departments resources are being 15 questions
used to the greatest benefit. Turnover isnt just indicative of employee upset, it can get very expensive. Similarly, failing
to comply with state and federal rules and regulations can mean hefty fines, or in a worst-case scenario, a pricey lawsuit Drupal vs Joomla vs WordPress: CMS Show
that can damage the companys reputation and repel future candidates and clients. [infographic]

Making an App: 6 Things You Should Consid

Getting Started Before Getting Started

10 Frmulas de Excel para ser Ms Productiv

The audit process is lengthy and involved, but you should never let that discourage you. It helps to have a team that can
help you hit all of the points on your HR audit checklist. An information management system like Evernote will
help you keep track of tasks and data.

We have provided a very basic sample HR audit checklist as a jumping off point, highlighting three areas of concern for
a potential audit and some simple audit questions for each area. Remember that the actual audit must be thorough to be
effective, and you will likely have much more ground to cover if you are conducting your own.

The Hiring Process

You can begin your audit with a deep look into your companys hiring process. After all, this is the first
interaction that employees will have with your company, and when it runs smoothly it sets the foundation for the rest of
their time there. You also need to make sure that you are not using any potentially discriminatory practices in the hiring
process.

Begin by gathering the documents that your company uses in the hiring process that you wish to check for federal, state,
and company policy compliance, including:
 Sample job descriptions for positions within the company
The job application that your company uses
Any reference/drug testing/background check policy your company uses
The internal job posting policy
A sample rejection letter and new hire onboarding file

You can use these sample questions to understand what, if any, weak spots exist in your current policies and ensure
that you are exercising the best possible practices going forward:

Are your job descriptions clear and concise, with essential and nonessential duties outlined?
Are rejected applicants notified in a timely manner?
Do all drug and background checks comply with the law and company policy to ensure that the individuals rights
are not being violated and to limit the companys liability?
Is tax documentation consistent with federal and state regulations?

Communications
Vital to the daily operations of a company, no matter the size, is a clear communications policy that allows employees to
access concise information regarding their rights and responsibilities both under company policy and the law.

Documents to gather:

Employee Handbook
Employee handbook acknowledgment of receipt form
U.S. Department of Labor posters
Sample performance evaluation policy and evaluation sheets

Sample Questions:

Is the Employee Handbook up to date and accurate?

Has each employee received either the handbook or information on how to access the handbook on their own?
Are any federal posters displayed prominently as required?
Is there clearly accessible information for the employee to file grievances, and is this information separate from
the information regarding discrimination complaints?
Are performance evaluations completed regularly and as described in company policy, and are there strategies in
place to ensure that those evaluations are objective and fair?

Discrimination and Harassment

This section is one of the most important and tenuous sections on your HR audit checklistdont leave it out! Even the
appearance of discrimination can spell big trouble for a company, but that shouldnt terrify you. By staying on top of
this issue with frequent and thorough audits, you can ensure that the workplace is a safe place for all of the employees
there and eliminate potential issues be addressing them immediately. It is absolutely vital that everyone is on the same
page in this respect, and that is especially true for HR staff. Part of your preparation should include a course
regarding the diverse workplace and learning about harassment risks and prevention from an expert.

Documents to Gather:

Samples of Harassment and Discrimination policy and procedure

Signed employee receipt acknowledgment of those materials
Records that indicate each employee has been trained to recognize, prevent, and report discriminatory behavior
and harassment
Training guidelines for managerial staff and HR employees on how any complaints are to be reported,
investigated, and resolved
Any existing internal or external complaints, documentation regarding their investigation, and action that was
ultimately taken

Sample Questions:

Is there a policy in place that prohibits any and all types of workplace discrimination as required by state and
federal law?
Have all employees been trained with regards to this policy, and is that training revisited as new laws and policy
are enacted?
Is there a clear avenue for reporting or filing complaints and are managers trained with regards to their
obligation in this respect?
Are complaints investigated and resolved in a timely manner, and are procedures in place to prevent retaliation?
 Are there any aspects of the current employment atmosphereeven unintentional onesthat could leave the
company open to claims of disparity or discrimination?
Are external complaints or complaints filed by former employees investigated to the same standard as internal
complaints?

After the Audit:

These three sections only just begin to touch upon the various aspects of the workplace that should be investigated and
included on the HR audit checklist. It is especially important to understand that where legal issues are concerned, the
absolute best course of action to ensure that you are complying with the law is to consult either your companys legal
department or hire an outside attorney. When in doubt, its best to ask an expert.

When you have completed your audit, you will have a lot of information to sift through, and while that is potentially
time consuming, its also extremely beneficial. After all, you set out to get a thorough picture of how youre doing as a
company. Now all you need to do is put the pieces together.

After you have disseminated the information youve collected, youll need to probe for weak spots. Are there any
potential liability concerns? Are there areas that have caused contention with employee relations in the past? Or are
there just some things that could be clearer or more accessible? Nows your chance to outline a plan for improvement
and tidying up as you move forward. Obviously, if you need to triage anything, that will take top priority. After that, you
are free to move on to the areas that need long-term improvement.

The audit is the easy part; after that its up to you to use your human resources prowess and expertise to help the
company reach its full potential by creating airtight policy that inoculates the employer against expensive fines and
lawsuits while creating an environment where employees can thrive comfortably.

Moving forward, why not pick out a few more hats to wear in your role as HR dynamo? You can learn how to attract
the best candidates to your well-tuned workplace or keep track of all things human resources with a course in
Oracle.

Filed Under: Business, Students

Copyright 2017 Udemy, Inc. Built on the Genesis Fram