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To get the most from your HR audit, include these 11 items in your HR audit findings form

by , 11 February 2015
One of the important tasks when conducting an HR audit is to complete an HR audit findings form.

This form records everything you found during your assessment. And will help you decide what steps to take next. Without it, it will be like you didn't conduct the audit at all.
You won't achieve your objectives of making sure your policies are legally compliant. You'll still be at risk of non-compliance fines.

Keep reading to find out the 11 items you must include on the form.

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Ensure you're in line with employment laws by carrying out regular HR audits

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

Discover how you can conduct your own HR audit by using the HR Audit Electronic Report so you can make sure your procedures and practices are legally compliant!

Include these 11 items on your HR audit findings form or your audit won't achieve its purpose

The HR Audit Electronic Report explains that as soon as you're done assessing all the areas you're auditing, complete an HR audit findings form and include these details:
1. An audit date – for example, 09 February 2015.
2. Area of Audit – for example, Human Resources.
3. Specific audit objective – for example, contracts of employment: Remuneration schedules.
The aim is to find out if the company's remuneration schedules comply with the BCEA, other labour legislation requirements as well as SARS' requirements for withholding tax and the rules and regulations of the Benefit Schemes Act. The other objective is to determine whether the remuneration schedules are current and up-to-date.
4. Documents for the audit – for examples, a copy of the remuneration schedule.
5. Interviews during the audit – for example, you did an interview with an HR Officer, Finance manager, Payroll Manager, etc.
7. Audit findings – for example, you used 12 employee files for the audit and the remuneration schedules in all 12 files were compliant with audit objectives.
8. Auditor name – for example, B.H Knight.
9. Auditor signature
10. Date – for example, 12 February 2015.
11. Audit Documentation Register Record Number – for example, 2015/Feb/HR067
Note: You must record each audit finding form on your Audit Documentation Register and assign a unique audit documentation register record number.
Completing an HR audit findings form is crucial
An HR audit findings form:
  • Forms part of your proof that you did the audit;
  • Shows you achieved the objectives of the audit;
  • Shows your audit was legally compliant; and
  • Helps you take proper corrective action if you need to.
So be sure to complete this form and keep it safe along with your other audit documents.
Now that you know about these 11 items, include them when you complete your HR audit findings form. This way, your audit will achieve its objectives of making sure your policies are legally compliant.
PS: For more information on HR audits, check out the HR Audit Electronic Report. It contains:

  • A template Audit Documentation Register;
  • A checklist that shows when you should consider conducting an HR audit;
  • Four methods to conduct HR audits;
  • Ten steps to follow to conduct an HR audit; and
  • So much more.

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