HR AUDIT CHECK LIST

Note ORGANIZATION STRUCTURE

Is there an organizational chart ?
Does the chart reflect major functional areas ?
Does the chart show reporting relationships ?
Does the chart reflect the actual structure?
Does the chart avoid any overlapping authority ?
Is there appropriate span of control?
Is appropriate given for each level ?

POLICIES AND PROCEDURES

Do you have written employment agreements ?
Have they been reviewed by a lawyer to ensure complaince and legel protection ?
Are policies and procedures in writing ?
Are policies revised annually ?
Do policies reflect goals of company ?
Is there a grievance policy ?
Is there a system for company forms ?

JOB DESCRIPTIONS
Are there job descriptions for each distinct job in the company ?
Are these job descriptions current?
Do the job descriptions contain:
*skills ?
*Knowledge ?
*Abilities ?
*Responsibilities ?
*Essential job functions ?
*Physical work environment ?
*Title /authoriry ?
*Reporting relationships ?
Are the job descriptions integrated with recruitment & performance management system ?
Is there one person or departement responsible for job descriptions ?

MANPOWRE PLANNING
Does the company do formal manpower planning ?
Is there a budget based on your projections ?
Has employment planning been accurate in the past ?
Does your employment planning take into account any changes in applicant pool ?
Does your planning take into account any economic changes ?
Are all Department Heads involved in planning ?
Do you know how many employees you will need during the next year ?
Have you analyzed the sources for recruiting for such positions ?
Have you considered training current employees to fill open positions ?

RECRUITMENT
Do you evaluate the success of your recruitment system ?
Is there a recruitment budget ?
Do you have written policies for recruitment ?
Is there an efficient requisition procedure ?
Does your recruitment form contain
Compensation range ?
Qualifications ?
Required testing procedures ?
Date the position becomes open ?
Sources for applicants ?
Job title?
Job description?
Advertising copy ?
Do you analyze hiring costs ?
Do you recruit from within ?
Do you have a written policy concerning internal hiring?
Do you have a written application form ?
Do you have a structured interview process ?
Have you trained your interviewers ?
Are records maintained concerning the recruitment process ?
Do you have a defined candidate selection process ?
Is the recruitment process aligned with the rest of your human resource systems ?
Is the selection process reviewed for efficiency ?

EMPLOYEE ORIENTATION
Do you have a written orientation procedure ?
Are benefits explained in the orientation ?
Do you train supervisors how to give orientation ?
DO you inform employees of performance standards ?
Do you have a written employee handbook ?
Do you introduce the new employee to others ?

EMPLOYEE TRAINING
Do you have a training budget ?
Do you have a formal process for determining training needs ?
Is the process tied to the performance management system ?
Do you evaluate the results of the training that is conducted ?

PERFORMANCE MANAGEMENT
Do you have a performance appraisal system ?
Does the system evaluate the skills, knowledg & abilities contained in your job analysis and
descriptions ?
Do you evaluate the success of the system ?
Do you train supervisors in how to conduct performance evaluation interviews ?
Are employees adequately prepared for the interviews ?
Do you have a promotion policy?
Do you document promotion decisions ?
Do you have a seniority policy ?
Is your seniority policy coordinared with the performance standareds ?
Do you have a transfer policy ?
Is there an empolyee recognition program ?
Do you have quality circles ?

EMPLOYEE CLASSIFICATION
Is there a system for classifying positions ?
Are these classifications based on professional job analysis ?
Is the classification system reviewed annually ??
Are classifications used for the compensation pay ranges ?

EMPLOYEE RECORDS
Are there employee records?
Do these records contain :
Job descriptions ?
Written performance evaluations ?
Attendance?
Vacation ?
Employment contracts ?
Offer letters ?
Overtime ?
Name /address /contact information ?
Date of birth ?
Occupation / grade of pay ?
Compensation details ?
Benefits ?
Is there a document retention/destruction policy ?
Is there one person or department responsible for handling records ?
Is access restricted to those with a need to know ?

COMPUTER SYSTEM FOR HUMAN RESOURCES

Is there a computer system for tracking and monitoring your human resources ?

SALARY ADMINISTRATION
Is ther a written salary administration plan ?
Does the plan include :
Salary surveys ?
Explanations for salary schedules ?
Job classifications ?
Bonuses ?
Vacation pay ?
Medical leave ?
Temporary and part-time positions ?
Is the salary structure based on a fair job evaluation and market data ?
Do you have a policy concerning deductions from pay ?
Do you have overtime policies?
Do you have incentive and bonus policies ?
Do you have an executive compensation plan ?
Do you maintain payroll records ?
Are they easily retrievable ?
Do you have policies on travel and reimbursable expenses ?
Are there policies on loans and payroll advances?

EMPLOYEE BENEFITS
Does the company have defined benefit packages for each group of employees ?
Are the benefit packages benchmarked with the market to ensure competitiveness ?
Has a complete cost analysis been conducted for the benefits packages ?

HEALTH AND SAFETY

Does the company have written safety standards ?
Are the employees thoroughly trained in how to use the safety equipment and procedures ?
Is there formal communication to the employees about hazards in the workplace ?
Do you keep records concerning health and safety incidents?
Is there an office and plant emergency plan ?
Is there a policy concerning automobile safety ?
Are company behicles properly maintained?
Is there a policy for accident investigation ?

SECURITY AND CONFIDENTIALITY

Is there a policy concerning security of data ?
Is there a copy of key information off-site ?
Are there backup computer system ?
Is there a policy concerning trade secrets and confidentiality?
Is there a policy concerning conflict of interest ?

EMPLOYEE COMMUNICATION
Is there an orientation progarm ?
Do you have an employee handkook ?
Do you meet with all employees at least biannually ?
Does upper management walk through the office /facility periodically to visit with employees ?
Do you provide several avenues for voicing complaints ?
Is there a common bulletin board ?
Are there any employee publications ?
Do you conduct annual employee opinion syrveys ?
Is there a formal grievance procedure?
Do you have an employee suggestion system ?
Is there a plan for community and public relations ?

ORGANIZATIONAL COMMUNICATION
Are there regular forms of communication set in place, such as weekly staff meetings ?
Is there a standard procedure for disseminating information ?

LEGAL COMPLIANCE
Are employee contracts legal, up-to date ?
Are contracts in Arabic ?
Do contracts they contain:
Two copies submitted to social insurance authorities and a third to job holder ?
Name of employee and address of workplace ?
Name , qualifications , occupation and address of worker?
Documents to prove the identity of the worker ?
The nature and kind of work subject to the contract?
The wage agreed upon and its manner and date of being paid?
The probation period specified ?
Do employee records contain:
Copy of contract ?
Name ?
Pictures ?
form 6 ?
Occupation ?
Degree of skill ?
Address ?
Marital status ?
Date of appointment ?
Wage history ?
Any penalties that have been imposed /results of any investigations ?
Tracking of leaves ?
Performance appraisal results ?
Date of termination and reasons for leaving for old employees ?
Are old employee files kept at least one year after termination ?
Do working hours comply with the labor law ?
Is overtime calculated at the given rates ?
Do leaves comply with labor law stipulations ?
Are the work and women regulations displayed in a visible place ?
Do procedures for terminating employee comply with labor law stipulations ?
Do safety procedures comply with labor law stipulaions ?