When you are sick, you have no choice but to think about your health; because – you feel awful. A visit to the Doctor – may lead to a series of interventions yet it might not be able to bring you back to your former self. If you have delayed too much – you may suffer for the rest of your life. But if you want to remain healthy for a long time – you have to take preventive action at an early age. Preventive health care must be planned and executed ahead of time, even when illness is absent. You must build healthy habits even when it’s not convenient. You must believe that maintaining a healthy lifestyle is important enough to make a few sacrifices. Healthy habits are an “automatic” defense against most illnesses and can provide us a long, healthy – and thus happy – life.
Similarly with organizations – we take too many risks and never worry about our future until it is hurting – either already losing money or having labor unrest or lack of control. An organization’s Human Resource department finds itself involved in countless situations that are potential areas of RISK—from employment law issues, compensation, benefits and record keeping to potential fraud issues. And you get caught in external Audits – which become embarrassing and often expensive to recover from the loss of image or trust.
It is vitally important for HR to keep pace with the demands of dynamic business environments and legal frameworks. Unfortunately many HR functions have evolved without being fully aware of these demands, and are either totally reactive or are driven by their specialist outlook, not taking the imperative to support the organization its business and its strategies into consideration. For auditors currently in charge of human resource assurance to experienced internal auditors, it is vital that they stay abreast of emerging issues and remain aware of client expectations, key business risks, and control best practices.
How well is your company operating when it comes to such tasks as staffing, benefits, employee development, employee relations, safety, and record keeping and employee performance? The HR Audit is used to highlight areas of weakness, areas that can be improved and even areas where there are no policies or procedures. Human Resource Audit is an efficient tool to assess the effectiveness of current HR activities and it gives insight to assess blueprint for the future HR core activities and organizational commitment towards growth and excellence. An audit reviews HR performance and recommends improvements for the future, but carrying out a successful audit requires training.
The key to an audit is to remember it is a learning or discovery tool, NOT a test. There will always be room for improvement in every organization. Employment law is also an ever-changing field and, to avoid costly litigation, your policies, procedures and processes must reflect the law. The HR audit is an essential preventative strategy to ensure you remain legally compliant. A Human Resources audit doesn't audit the department budget, it audits performance.
Companies that don't engage in an audit process may be at risk of loss and damage or even closure.
One of the biggest shifts in HR in the past decade has been the increased emphasis on the need for HR to support the business needs. In this training, you will have a chance to look at different metrics and approaches, and see how your HR activities relate to the organization’s objectives and Balanced Scorecard. You will also learn techniques which will help you show the Return on Investment that your organization gets from the HR function.
Incorporating lectures, case studies, group discussions, practical exercises, and self-assessments, this workshop will teach HR professionals of all levels how to audit several complex HR activities. Participants will also evaluate ways to benchmark their internal audit approach and learn how to create a foundation for increasing the effectiveness of audit strategies and delivering value-added results.
Workshop topics to be covered:
1. The HR Audit – A Strategic HR Development Tool
2. Why do an HR Audit?
3. How HR Audit helps the organization?
4. Benefits of HR Audit and its relation to the business needs
5. Measuring HR and Auditing against Business Needs
6. Methodologies of HR Audit
7. The Audit Findings, Feedback and Action
8. Fraud risks in HR activities
9. Audit Program Design and Execution - audit tools and techniques
10. HR audit challenges and success factors
11. Taking HR to the Next Level – Continuous Improvement