Human Resources Management

Auditing HR Processes

Introduction

RBNC designed this practical training assisting participants to implement Auditing HR Process. The audit report is a comprehensive description of HR activities that includes both commendations for effective practices and recommendations for improving practices that are less effective. A recognition of both good and bad practices is more balanced and encourages wider acceptance of  the report. An audit report contains several sections. One part is for line managers, another is for managers of specific HR functions, and the final part is for the HR managers. For line managers, the report summarises their HR objectives, responsibilities and duties. Examples of duties include interviewing applicants, training employees, evaluating performance, motivating workers, and satisfying employee needs. The report also identifies people’s problems. Violations of policies and  employee relations laws are highlighted. Poor management practices are revealed in the report along with the recommendations  

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How you will benefit

  • Organize employee records and files cost- effectively
  • Identify areas of weaknesses in their organization’s processes: recruitment and selection, employee records keeping, performance appraisal, and payroll
  • Create a plan of action to improve the HR processes in their organization
  • Relate the importance of an efficient employee record keeping process to their organizational financial well being
  • Develop a detailed and accuracy-focused approach to Human Resources

Who should attend

Managers, superintendents, supervisors and officers in the functions of Human Resources. The program is also very useful for Internal Audit professionals who are about to start an audit exercise in the HR department in their organization

What you will cover

Module 1: 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 

Module 2: 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

Module 3: Organizational Chart Audit

  • Identifying the Components of a Good Organization Chart 
  • Conducting a Proper Analysis of your Organization’s  Current Organization Chart

Module 4: 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
  • Analyzing and Improving the Joining Formalities of New Employees

Module 5: 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

Module 6: Computer-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

Module 7: Statutory Compliance Audit

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