AUDITING THE HUMAN RESOURCE FUNCTION

DESCRIPTION

It is vitally important for HR to keep pace with the demands of dynamic business environments and legal frameworks. Unfortunately many HR functions have evolved without being fully aware of these demands, and are either totally reactive or are driven by their specialist outlook, not taking the imperative to support the organization its business and its strategies into considerationt. The HR audit is used to highlight areas of weakness, areas that can be improved and even areas where there are no policies or procedures.

This course also aims to introduce Human Resource Auditing concepts and practices to the HR professional. HR Audits are a means of avoiding legal and/or regulatory liability that may arise from an organization’s HR practices and policies. In addition to identifying areas of legal risk, audits often are designed to provide an organization with information about the competitiveness of its HR strategies by looking at the “best practices” of other organizations in its industry. The course will explore the decision making process involved in preparing for the HR audit, including the conduct and characteristics of the firm being audited.

OBJECTIVES

At the end of this program the participants will be able to :

Determine the effectiveness of HR plans, programs, policies, systems & procedures and their role in the organization’s strategic planning.
Prepare for and conduct an internal HR audit to ensure that your policies and procedures meet the business needs and minimize potential exposure
Implement cutting-edge processes to ensure the complete legal compliance of your HR function
Ensure management buy-in by providing compelling HR data, ensuring your HR function is a true strategic partner
Develop techniques to collect and extract critical HR information to improve the quality and effectiveness of your reporting
Measure the effectiveness of the organization’s procedures and how they impact on bottom line
Benchmark actual against desired performance and develop an action plan for addressing shortfalls.
Save money by identifying and correcting inefficiencies and compliance problems.
Reduces risk and liability.

PREREQUISITES

There are no prerequisites for this training program.

TARGET AUDIENCE

HR professionals with an interest in improving HR performance
HR Department Heads,
HR generalists and specialists
HR, talent management and employee services.
Organizational development specialists

PROGRAM OUTLINE

Human Resources Management (HRM)

Definitions and Objectives of HRM
The Main Functions in HR
Examples of HR Organization Charts
Recruitment and Selection Cycle
Performance Management Cycle
Compensation and Benefits Cycle

The Audit Process

History, Origin and Definition
How to Conduct a Good Audit
Pitfalls to Watch Out For
Creating a Plan to Conduct an HR Audit

Organizational Chart Audit

Identifying the Components of a Good Organization Chart
Conducting a Proper Analysis of your Organization’s Current Organization Chart
Identifying Areas of Improvement in the Existing Organization Chart
Developing Possible Improvements
Creating a Plan of Action for Implementing Improvements to Charts

Recruitment and Selection Process Audit

Analyzing the Current Workforce Plan and Budget
Modifying Workforce Plan and Budget to Include the Important Elements
Reviewing the Current Recruitment and Hiring Process as per the Company’s HR Policy
Creating a Proper New Joiners File
The Induction Process

Employee Administration Process Audit

Reviewing and Developing the Probation Period Administration Process
Reviewing and Developing the Staff Performance Appraisal Process
Maintaining a Proper Leave Record and Leave Administration Process
Auditing and Improving the Current Payroll Administration Process Including Overtime Management
Ensuring Correct Calculation of Severance Pay
Ensuring Compliance with Pension Fund Regulations

Based Data Management System Audit

Evaluating Current Methodology for Maintaining Soft Employee Data
Ensuring Soft Data Matches Employee Personnel Files
Identifying Best Approach to Maintaining Employee Soft Records

The HR Function – Building or Burning Bridges

Core elements of the HR function
HR objectives, business risks, and success factors
HR effectiveness metrics and benchmarking

Statutory Compliance Audit

Verifying Employee Records and HR Process Compliance to Labor Law
Checking Visa and Local Sponsorship Process Compliance

TRAINING METHODOLOGY

We use an interactive teaching and learning methodology that encourages self-reflection and promotes independent and critical thinking. The learning process is reinforced through the use of practice examples, questions and debate designed to stimulate a critical and questioning approach by delegates. A high level of delegates’ participation is encouraged to ensure that the conceptual knowledge and management skills acquired can be directly applied within the learner’s workplace.