HR is one of the most complex, multi-faceted department from a company. With its multiple requirements and skills, it’s almost close to impossible to keep everything on track and to not make mistakes. We talked in our previous articles about the most frequent mistakes HR managers make. Yet, fortunately, most of them can be fixed by scheduling an HR Audit.
It’s true, people fear an HR Audit because of the same reasons they fear doctors – they are almost certain that they will find that something is off. However, that’s the whole purpose of an HR Audit – to find and fix mistakes.
Let’s have a look over the mistakes HR Audits encounter in plenty of companies, from small to enterprises.
It doesn’t matter if the business has only 10 employees, it’s highly important to have a handbook that contains the dos and don’ts in the workplace. It should also be updated constantly, especially since regulations and laws change.
There’s no need to have a 100-page document, but even you need at least a few pages that outline what is acceptable in the workplace (code of conduct), communications policy, non-discrimination, compensation and benefits, vacation leave, health issues, and employment and termination guidelines.
Scheduling an HR Audit can help you draft this policy, by offering their support, advice and knowledge on how to make them explicit and how to implement them.
When it comes to the first days of a new employee, there are some things that need to be done, from contract issuing to making the employee aware of his rights, benefits and rules.
It’s highly important to make sure that you issue the contract in the same week the new employee is starting and to have an entire strategy prepared to make them aware of everything, from where the bathroom is to this is how many days they can take off.
If your department is uncertain of the latest law regulations or believes that the onboarding strategy could be tweaked, an HR Audit can help here as well. They will help you make all the contracts and strategy overall legally compliant and suitable for the business.
Sometimes the budget of a company is tight and training opportunities might not be available. Unfortunately, disregarding training opportunities is considered a mistake. The reason is that the HR department’s main scope is to be an advocate of the employees, to help them grow in order to grow the business. And if the professional development is lacking, it’s very probable that the people will leave.
Although an HR Audit cannot provide you extra budget, it can help the HR on how to structure it, how to allocate their resources and more importantly how to choose what is a priority.
Another issue that can be found during the HR Audit is the fact that HR departments tend to do things as they know, even if that means consuming more time than necessary on mundane tasks that could be easily automatized.
However, there are several reasons why companies might avoid choosing tools to ease their work:
An HR Audit can help the department to create a business case where they can state the advantages (and disadvantages) of using other tools
Here the auditors can help the department by providing alternatives that can fit the budget.
Same as previously stated, the auditors can make a list of how adopting tools can help them prioritizing other tasks deemed more important.
However, it should be noted that the scope of an HR Audit is not to impose anything, but to help by offering several alternatives and solutions that can help the HR to have a peek performance.
Mistakes are common, and so is the fear of facing them. Yet, HRs should be aware that any tiny issue can grow and implode at some point, becoming a real problem. The idea of the HR Audit is to give a hand and to ensure everything works smoothly.