Know your HR
In addition to identifying areas of legal risk, our audits are designed to provide a company with information about the competitiveness of its HR strategies by looking at the best practices of other employers in its industry.
In essence, an HR audit involves identifying issues and finding solutions to problems before they become unmanageable. It is an opportunity to assess what an organization is doing right, as well as how things might be done differently, more efficiently or at a reduced cost.
Because of the multitude of laws affecting each stage of the employment process, it is extremely important for an employer to regularly conduct an HR analysis of their policies and practices. This helps to identify regulatory compliance issues if they exist and avoids potentially costly fines and/or lawsuits, if otherwise ignored.
When to Audit
Given the resources required for a full-scale audit, most organizations will not want to go through this process more than once a year; however, mini-audits that allow for some course correction can be accomplished without too much departmental pain approximately every six months.
Scheduling annual checkups to maintain the discipline of a regular review is preferable to only occasional or panic audits (e.g., those that take place only when a potential problem is brewing).
Another strategy is to conduct an audit following any significant event (e.g., new plans, management changes).
If you consider your organisation is in need of an HR Audit, contact us and we’ll be happy to sit down with you to discuss your needs.