HR Management Audit Services

RAISON D’ÊTRE

Even though a company has excellent written statements outlining its vision, mission, values, strategies and plans, these are of little value if the employees lack the ability to effectively execute the strategies & plans to achieve company’s basic objectives, accomplish the mission, nurture the culture and realize the vision.

The presence of an effective human resources management is vital to ensure that the company possesses the required personnel who are capable of implementing the strategies and plans while nurturing the corporate culture.

To initiate this transformative process, conducting a comprehensive HR Management Audit is crucial. Conducting a thorough HR Management Audit is crucial for businesses to ensure that their HR strategies and plans, align with the broader company strategies & plans and contribute towards the achievement of company strategic & operational objectives.

OBJECTIVE

Our services in Human Resources Management Audit aim to offer clients a comprehensive, unbiased, and precise evaluation in the following areas:

  1. Assessing the effectiveness of HR strategy, plans, and programs based on relevant present and anticipated factors, as well as the corporate objectives and strategy.
  2. Evaluating the suitability of the organizational structure, mission of each department, job descriptions, workforce composition, and staffing levels.
  3. Reviewing the appropriateness of HR policies, systems, and procedures.
  4. Analyzing the competencies of the existing human resources and identifying any mismatches between job competency profiles and jobholder competency profiles.
  5. Examining the efficiency and effectiveness of HR operations.
  6. Ensuring compliance with government laws, regulations, and best practices.

Based on our assessment, we provide recommendations on the necessary actions to be taken.

SCOPE OF SERVICES

This all-encompassing audit will provide a comprehensive assessment of all HR function, enabling you to identify areas of strength and opportunities for improvement across multiple dimensions.

  1. HR Strategic Plan Audit:
    • Evaluation of the HR strategic objectives, plans & programs and its alignment with the overall corporate objectives & strategy as well as with other functional objectives & strategies.
    • Recommendations for enhancing the strategic plan to maximize its impact.
  2. Organization Development Audit:
    • Evaluation of the current organization culture, structure, mission of each unit, and all job descriptions.
    • Analysis of personnel quantities and competencies
    • Evaluation of organization policies, systems, and procedures.
    • Recommendations for enhancing the organization capability to implement the strategies
  3. Recruitment and Selection Audit:
    • Evaluation of recruitment processes, including sourcing strategies, job postings, and candidate assessment methods.
    • Assessment of hiring metrics, such as time-to-fill, quality of hires, and diversity and inclusion practices.
    • Recommendations for enhancing recruitment and selection effectiveness and attracting top talent.
  4. Training and Development Audit:
    • Review of current training programs, including needs assessment, content development, and delivery methods.
    • Evaluation of employee development initiatives and career progression opportunities.
    • Identification of competency gaps and recommendations for closing the gaps
  5. Performance Management Audit:
    • Analysis of performance appraisal processes, objectives-setting methodologies, and feedback mechanisms.
    • Examination of performance metrics and alignment with organizational goals.
    • Recommendations for enhancing performance management effectiveness and fostering employee engagement.
  6. Compensation and Benefits Audit:
    • Analysis of job grading system, salary structures, benefits packages and incentive programs.
    • Recommendations for optimizing compensation and benefits practices.
  7. Employee Relations Audit:
    • Evaluation of employee relations practices, including communication channels, conflict resolution, and employee feedback mechanisms.
    • Analysis of employee satisfaction and their impact on employee engagement.
    • Recommendations for fostering positive employee relations and improving overall employee motivation & satisfaction.
  8. Labor Relations Audit:
    • Review of labor relations practices, including union relationships, collective bargaining agreements, and compliance with labor laws.
    • Assessment of grievance handling procedures and labor relations strategies.
    • Recommendations for strengthening labor relations and maintaining positive working relationships with unions.
  9. Community Relations Audit:
    • Evaluation of community outreach initiatives and corporate social responsibility practices.
    • Assessment of the organization’s reputation and brand image in the community.
    • Recommendations for enhancing community relations and building a positive public image.
  10. HR Administration and HRIS Audit:
    • Review of HR administrative processes, including record-keeping, documentation, and compliance.
    • Assessment of the HRIS (Human Resources Information System) and its effectiveness in managing HR data and processes.
    • Recommendations for streamlining HR administration and maximizing the utilization of HRIS capabilities.

Please use the form below to send us your request for proposal.

IPR MC: RFP Consulting Services

OUR MANAGEMENT TRAINING COURSES

How to get strategic plans implemented

People are often reluctant to commit time and resources to a planning process because of the fear of the plan “ending up in file number 13.” This article addresses a key question regarding the strategic plan: What can I do to ensure the plan does not end up in file number 13?

There are three main areas that must be addressed to ensure that the planning process and resulting strategic plan are valuable and useful for the organization:
The process that is used to develop the plan can guarantee success or failure. Credibility and ease of use are often direct results of how the plan was created.

  • The format of the plan will influence how and when people use the document in the workplace. Complex, outdated documents are doomed to remain on the shelf.
  • Top Management’s use and respect for the plan influences the acceptance for the rest of the staff and board members. There is no reason for managers to refer to established goals and objectives if the executive director does not.

Ensuring the Plan Has Impact

During the strategic planning process, it is important to include the following process, content, and usage elements to ensure the usefulness of the strategic plan to the organization.

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