In spite of what we’d like to believe, some employees won’t stay forever in a company. No matter the reason – whether we talk about a new opportunity, an environment change, health issues, retirement or a sabbatical, there will always be shifts in departments. But what about changes that take place on a management level? For instance, what should you do when you’re bringing onboard a new HR Manager? What’s the best time-effective solution to insure both in-depth and big picture type of support for the new HR leader ? Run an internal audit of the HR department.
We elaborated in our previous article the whys and the hows of an HR audit. However, we shall reiterate here on short. An HR audits’ purpose is to glance into the organizational procedures and structures of an HR department to assure everything is legally compliant and aligned with the business’s overall strategy. But probably now you’re wondering
In structured organizations, when somebody leaves a department where they spent several years, they usually pass a document titled hand over, where they explain what was done, what they changed and what strategy they planned for the upcoming future. However, when it comes to management levels, a two-four page file might not be enough to document the entire experience. Here’s where the internal audit of the HR department steps in.
In a nutshell, the internal HR audit will look over several levels of the department and will make a compelling review of each one of them. The audit should contain:
1.Performance review of the HR department
The activities and policies should be reviewed, in order to assess their implementation effectiveness – if they have reached their goal.
2. Identifying any gaps, lapses, irregularities or shortcomings in the implementations
It’s true that to err is human, but to be aware of the mistakes and to take immediate action is divine. Therefore, the new manager should be aware if there are any actions that went wrong, to take the required steps to remediate them.
3. Becoming aware of the factors that are detrimental to non-implementation or wrong implementation
For instance, if the company is changing its strategy or objectives, the new HR manager needs to be aware of this.
4.Personnel staff and employees evaluation
This is for the HR manager to know where the actual personnel stands – from knowing how their contract looks like to be aware if they had the opportunity to take some courses for their development. The purpose of this is to suggest suitable recommendations for efficiency improvement.
5. Job chart evaluation of the managing level
To assure that the directives and guidelines for HR management have been implemented in their departments.
6. To elaborate both corrective steps and future proposals to be taken into account
If by any chance, there is the chance for several shortcomings to arise, the new HR manager should be aware of the steps that were taken before, to assess them and eventually elaborate new ones that are more efficient.
It should be noted that the scope of the internal audit for the HR department is not to downgrade the department or the HR manager that left. On the contrary, its plan is to identify any gimmick that could soon become a problem and to appreciate the work the team has been doing.
In terms of who should do the audit, we’d highly recommend using a third party, to avoid any potential bias.
Are there any changes in your company or in your HR department?
Schedule an HR audit with us today!