Prix Qualité CEDEAO 


Lieu de formation: Bénin, Afrique du Sud

Catégorie :


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.


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.


There are no prerequisites for this training program.


  • 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


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


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.


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