Why HR Audit?
To understand and discover the scope for improvement in the existing HR processes, policies, and strategies, there arises a need for HR Audits.
HR Audits identify the gaps in HR compliance and address them before they become a hindrance to the organization.
Why do you need an HR Audit?
Linking the Human Capital Wing to the overall business strategy
Determining the effectiveness of the HR practices prevalent
Be able to take corrective measures in HR before it’s too late
Be able to take corrective measures in HR before it’s too late
Legal Compliance
Making the organization future-ready
Our Methodology
Determining the scope as in state record
Understanding the current state based on the 5 elements using Audit Checklist & Questionnaires collect all the policies, procedures, and practices carried out by HR in the organization
Deviation Analysis
Analysis of the discrepancies in the organization between the best and actual practices along with giving out recommendations for the various gaps
Priority Allocation
Using the grading matrix to highlight the risks that prevail along with a set-up to highlight what should be prioritized first
Report creation
A final scope based on various parameters will be established which will place the organization in a specific category
Priority Allocation
Using the grading matrix to highlight the risks that prevail along with a set-up to highlight what should be prioritized first
Deviation Analysis
Analysis of the discrepancies in the organization between the best and actual practices along with giving out recommendations for the various gaps
Report creation
A final scope based on various parameters will be established which will place the organization in a specific category
Recommendations
Based on the category, the suggestions for HR interventions will be provided
Determining the scope as in state record
Understanding the current state based on the 5 elements using Audit Checklist & Questionnaires collect all the policies, procedures, and practices carried out by HR in the organization
Deviation Analysis
Analysis of the discrepancies in the organization between the best and actual practices along with giving out recommendations for the various gaps
Priority Allocation
Using the grading matrix to highlight the risks that prevail along with a set-up to highlight what should be prioritized first
Recommendations
Based on the category, the suggestions for HR interventions will be provided
Deviation Analysis
Analysis of the discrepancies in the organization between the best and actual practices along with giving out recommendations for the various gaps
Priority Allocation
Using the grading matrix to highlight the risks that prevail along with a set-up to highlight what should be prioritized first
Report creation
A final scope based on various parameters will be established which will place the organization in a specific category
Recommendations
Based on the category, the suggestions for HR interventions will be provided
Report creation
A final scope based on various parameters will be established which will place the organization in a specific category
Priority Allocation
Using the grading matrix to highlight the risks that prevail along with a set-up to highlight what should be prioritized first
Recommendations
Based on the category, the suggestions for HR interventions will be provided
Deviation Analysis
Analysis of the discrepancies in the organization between the best and actual practices along with giving out recommendations for the various gaps
Human Resource Audit Services
HR Compliance
To be able to be compliant with the legal obligations towards the human capital of the company and make sure it’s updated as and when the law mandates it.
Focus Areas
Legal Compliance
Legally compliant pre-employment, new hire procedures, employee performance management, employee information confidentiality
Compensation and Benefits
New-employee enrolment and Record maintenance along with review update procedure. Payroll is in sync with the legal mandates.
Health, Environment & Safety
Company or industry-specific environmental requirements
HRD Audit
An annual health check-up for examining policies, procedures, documentation, systems, and practices concerning an organization’s HR functions is crucial to reveal the strengths and weaknesses in the human resources system, and any issues needing resolution. All the development functions in HR get accounted for here.
Focus Areas
Total Rewards
Get more understanding about your total rewards framework and if it’s motivating enough for your employees. Also, know if the total rewards framework is in sync with your business strategy.
Learning and Development
Evaluating the as-in state of the learning courses along with the impact that the delivery method is creating.
Performance Management System
Reviewing the PMS structure, goals setting processes, appraisal system check, and feedback mechanism installed.