HR audit questionnaire

Every organization regardless to its size and number of employees follows some
particular HR policies according to which an annual human resource audit is a mandatory
requirement to measure the current stand of the organization and inquire about the
required improvements. This audit encompasses a methodical evaluation of different
aspects of human resource to find out whether the companies policies are adhered to
government rules so that the organization seldom faces an expensive lawsuit or fines.

A human resource audit may be carried out by the organizations HR staff, an external
consultant or by an employment law attorney. Whoever is in charge of the audit must
have ample knowledge about corporate HR policies and should maintain a checklist to
tally the companies existing policies with its current requirements. An audit conducted by
an external consultant adds an extra piping to the cake apart from bringing the details of
all pertinent laws to the desk. HR policies, HR audits and employment law advices
provided by an independent source are always considered to be better than self-audit.
However, self audit is at least better than having no audits at all.

Generally audits involves a series of questions framed based on some particular

functional areas. An audit may not be a single day ball game. It touches the hr policies,
may need to investigate about some documents, interviewing managers and HR staffs
depending upon the type and size of the organization.

HR audits generally include some targeted areas like staff recruitment, administration,
employee relationships, compensation and employee classifications.

An audit of staffing can help in identifying the turnover probabilities, deficit in achieving
the goals and predict the possibilities of future job openings.

An audit can also review compensations, employee classifications and time records. It
also examines the policies to prevent the organization from facing legal sues or fines for
not adhering to the federal, state or local laws.

HR auditing in the arena of administration and employee relationship comprises verifying

HR duties, administration procedures, attendance record handling, communication
procedures and performance measurements.

Regular audits of HR policies and functions help tone down the risk factors. If you have
major compliance concern for your organization you may decide upon an audit carried
out either by an employment attorney or by an independent entity that have a reputation
for providing extensive services that includes HR audits, framing suitable HR policies
and offering valuable employment law advices. By leaving the auditing job to an external
source you can find out the correct problems and get yourself prepared to face the
government investigator if required.