Auditing the HR function
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AUDITING HUMAN RESOURCES
Dr Sorab Sadri and Prof. Jayashree Sadri
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Why Conduct an HR Audit?Routine check-up (uncover any conditions
you may have and set up a treatment plan)Determine how you can best align HR
operations with organizational goalsEnsure compliance with federal and state
regulations
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Aspects of HR Audit
I
ComplianceIssues
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HR Emerging IssuesExecutive management ethicsSkyrocketing healthcare costsHR outsourcingBaby boomer exodus – labor shortage, aging
and diverse workforceKnowledge work – managing knowledge
workers
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Typically Out of ScopePayrollSafety and HealthWorkers CompensationRetirement PlansHealth Insurance PlansDeferred Compensation ProgramsUnemployment
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HR Department Basics
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Strategic Management
Strategic PlanOperational PlanHR Performance ManagementHR BudgetLegislative/Regulatory Environment
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Key Administrative Advisors
People resources
Monetary resourcesTechnology resources
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HR is Strategic Partner when:HR leader has/is:
strong knowledge of HR roles and functions, business strategy and operations
perceived as a credible advisor by his/her peers and executive management.
Top HR position is organizationally on the same level as other program directors and administrative directors
HR Dept. is viewed as approachable and trusted to provide accurate information.
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HR is Strategic Partner when:HR Dept. is part of a network of HR Depts.
in peer organizations that share experiences, strategize regarding common problems, and stay abreast of latest HR trends and developments.
Strategic HR plan is closely linked to overall strategic plan.
Performance assessment of HR programs, including key metrics, is routinely completed.
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Department Structure & Staff CompetenciesHR Organizational ChartHR Staff Competencies
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HR Competencies
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HR FacilitiesPhysical facilities of the HR departmentReception of job candidatesLegal and other employment noticesPrivate areas for interviews and employee
consultationsHR convenient to employeesEasy access to HR employee for questions
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HR Technology & Information ControlHRISInformation Management Processes
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Key HR Risk Areas
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Workforce Planning & EmploymentWorkforce Needs DeterminationOrganizational DesignRecruiting ProgramsSelection ProcessContractor ManagementSuccession PlanningTurnover and Employee RelationsRegulations ComplianceFraud
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HR DevelopmentTraining Needs AssessmentNew Employee TrainingTechnical TrainingSupervisory TrainingTraining AssessmentEmployee CoachingPerformance AppraisalCounselingDiscipline
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Total RewardsCompensation PhilosophyJob DocumentationMarket AnalysisSalary Structure DevelopmentJob EvaluationSalary AdministrationFLSA Determination & OvertimeBenefits AdministrationPayroll
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Employee & Labor Relations
Policies and ProceduresEmployee Attitude SurveysEmployment RecordsEmployee Compliant and Grievance ProcessLabor Relations
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Risk ManagementSafety & Health
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Outsourcing and Co-sourcingNeeds AssessmentVendor Selection ProcessVendor Management