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Compliance Audits
Why Conduct an HR
Audit?
Why should an organization audit its
personnel administration, discrimination policies, employment policies, and
benefits? The answer is simple - to remain competitive. If you are not
retaining excellent employees, discharging poor performers, reducing
discrimination claims, reducing the cost of benefits, offering benefits to
attract excellent employees, and efficiently responding to the litigation that
does occur, you are spending money needlessly. The upward spiral of these costs
demands continuing evaluation. Any company desiring to remain competitive and
reduce its costs should start with an audit.
Benefits of Your HR
Audit
The audit will reveal:
- The effectiveness of your personnel
department
- Whether you have taken adequate steps
with regard to discrimination
- Whether you communicate effectively
with employees
- Whether your benefits are too
expensive
- Whether your benefits comply with a
variety of laws
- Whether your benefits attract
employees
- Whether your pay scale is properly
administered
- Whether you are prepared for
employment litigation
- Whether you retain the right
records
- Whether you effectively use your
attorney
- Whether your treatment of employees is
consistent
- Whether you anticipate problems or
only react to them
The completed audit will be organized by
topics such as personnel administration, equal opportunity, employment,
employee development, termination, communication, benefits, discipline, salary,
safety, and litigation.
Once we have identified the areas needing
work, we will need to place them in some priority and devise a method to follow
up on your plans for implementation. In other words, having decided to revise a
policy or to communicate a policy change, you must make sure that the revision
or communication actually occurs.
Please do not overlook the fact that your
business and your workforce may vary substantially from others. By the
completion of this audit you will have determined where you are and we will
have addressed the questions concerning where you want to go.
The most important step of the audit will
be implementing your decisions. HR to Go, Inc. will offer a plan to help you
design and implement the desired changes, whether it is writing your employee
handbook, furnishing the appropriate forms for implementation, or delivering
staff training.
Please keep in mind that once you have
completed the audit, it will serve as a guide to enable you to analyze your
organization from an employment perspective. The workplace is now extremely
dynamic and because of the rapid changes in culture, the law, and benefits, you
should consider a routine annual audit.
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