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Don't get penalised! Carry out HR audits with 1 of these 4 methods

by , 10 November 2015
It's very important for you to ensure your policies, procedures and practices are in line with employment laws.

This can be done by carrying out Human Resources (HR) audits - and with all the recent labour law changes, alongside the huge penalty increases for non-compliance, it's as important now as ever.

So ensure that you are carrying out HR audits by following 1 of the following 4 methods listed here:

Method#1: Audit the entire HR function

In this method, you audit all areas of your HR department.
This includes:
  •   All HR documentation and records;
  •   Policies and procedures; and
  •   Practices.

This method is very time-consuming. On top of that, it can be very disruptive to the entire HR department as its personnel are taken away from their regular tasks in order to carry out audit-related tasks.
Method#2: Audit a specific area in HR

This method involves auditing just one or two sections in HR.

Your selection on the departments can be based on:
  • Spontaneous selection by the HR Manager;
  • The random selection of which sections to audit;
  • The fact that certain sections are prone to complaints and investigations; or
  • Risks which other sources identify, either by an external audit or by an internal audit department.

This method can also be somewhat time-consuming, depending on the size and scope the HR section in question of course.

An internal audit allows you to objectively examine all your HR policies, procedures and practices in your company.

Ensure you're in line with employment laws by carrying out regular human resource audits.

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 Method#3: Audit a sub-area of HR

This method involves auditing a sub-section with a particular HR section. For example, it could simply be checking that all personnel files
contain up-to-date remuneration details.

Although this method can be time-consuming and disruptive, based on the size and scope of the area you're aditing, it is, generally speaking, significantly less disruptive than the above-mentioned methods.
Method#4: Conduct small audits on a regular basis

When your time and resources are limited, this method can work well for you. This is because this audit focuses on small parts of HR at a time.

This method can, for example, involve weekly audits.

It can also be less disruptive to other HR personnel in the department, which means that an adequate degree of work can proceed while doing regular audits. But it can also mean that the auditing process can take a little longer.
*To learn more on HR audits, and in so doing avoid unwanted penalties, subscribe to the Practical Guide to Human Resources Management.

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