HR AUDIT TORs

Purpose of HR Audit;

Auditing Human Resources Functions and to Control Quality Check On HR Activities within the Bases.

Human Resources Audit, measures of human resource outputs and effectiveness under the given circumstances
and the degree of utilization of human resource outputs.
It gives feedback about the HR functions to operating manager and Admins. It also provides feedback about how
well Base Admins are meeting their HR TEAM.
In short, the audit is an overall quality control check on HR activities in a Base and an evaluation of how these
activities support the organization's strategy.

OBJECTIVES;

 To examine and pinpoint strength and weaknesses related to H.R. areas and skills and competencies to enable an
Organization to achieve its long-term and short-term goals.
 To increase the effectiveness of the design and implementation of human resource policies, planning and
Programs.
 To help human resource planners develop and update employment and program plans.

Benefits of Human Resource Audit;

Identification of the contributions of HR department to the organization.

 Improvement of the professional image of the HR department.
 Encouragement of greater responsibility and professionalism among members of the HR department.
 Clarification of the HR department's duties and responsibilities.
Stimulation of uniformity of HR policies and practices.
 Finding critical personnel problems.
 Ensuring timely compliance with legal requirements.
 Reduction of HR costs through more effective personnel procedures.
 Creation of increased acceptance of the necessary changes in the HR department, and
 A thorough review of the department's information system.
 Basic HR Audit Checklist
Hiring

 Recruitment Requests Record (Copy)- 20-21

 Advertisement Record-YES

 Posting job internally- 2Employees Retain

 Job Descriptions for all position- YES

New employees
 Are workplace policies in place that focus on your workplace?- Yes
 Are policies communicated?- Yes
 Is this communication documented?- Yes we need to give them refresher
training.
 Are policies enforced? – 100% out of 50% Because there’s no equality between
employees.
 Is there an employee handbook?-Yes
 Do employee orientations take place?- Yes
 Is there an orientation plan?-Yes
 Are employees trained on policies and work rules?-Yes but need to give them
training on policies.
 Are employees trained on discrimination and harassment issues?- Yes
Wages and hours
 Are compensation levels monitored and reviewed?-Hard allowance should be same for all
male and female.
 Are employees correctly designated? Yes
 Is there a formal pay structure that is reviewed regularly?- NO
 Is working time documented?-Yes
 Are paid time off (vacation, holidays, etc) structures developed and equally enforced? Yes,
management should to announce a Memorandum regarding to avail leaves.
 Is the compensation plan communicated to all employees?- YES
 Are appropriate payroll withholdings performed and forwarded?- Yes

Employee relations
 Is there a system for performance evaluation?-80%
 Does the system check for effectiveness of the evaluation?-satisfactory
 Is quality and quantity of work evaluated?-
 Is performance tied to compensation?
 Are workplace policies flexible?
 Are disciplinary actions for violating workplace policies flexible? Should be take
action…
 Is there a process for employees to lodge complaints? Quick
 Are there a variety of individuals to whom employees may lodge complaints
(supervisor, HR representative)?