Human Resource Audit
Human Resource Audit
Human Resource Audit
Summary
Fatima Malik 1066104 Sara Riaz 1066109 Alee Hasan 1066111 Adeel
Purpose:
HR audit evaluates the legal compliance and safe business practices.
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Area of HR Audit:
A) Pre employment requirements:
Pre employment phase involves getting resources for the new hires.
1) Mandated Posting:
Includes all those posts that are required in the worksite so that workers have access to information about applicable labor laws.
2) Employment Application:
The process of planning to hire new recruits requires the use of the employment application designed to capture the information that a company needs for assessing the candidates suitability for both the job opening and the corporate culture. This includes the all the essential details for e.g. candidates name, contact information, the position applied for, education, work/volunteer history with dates, previous compensation, specific skills, references, and so on. Additionally, the application serves to make some specific legal statements to potential candidates.
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4) Interviewing Standards:
The individuals designated for interviewing the candidates must be trained regarding the dos and donts of the interview for this training would be feasible. For instance the interviewer shall not inquire about the personal information of the candidate like marital status, ethnic, racial, national origin or religious affiliation.
B) Hiring Process:
The process includes the pre employment testing for e.g. skill, medical, or drug testing.
1) Skill Testing:
The skill test includes the preamble for the job. The test should be able uncover the candidates ability to perform a specific task those are relevant to particular position. For e.g. the administrative position require the person to be an efficient typist. Moreover the hiring practices shall not be discriminatory.
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2) Medical Testing:
The candidate undergoes the medical test after the offer letter has been received. The candidate can be refused for employment if the test is not satisfactory. In certain companies where candidates health can directly affect the service for e.g. the driver of the pilot in such cases the individual undergoes the drug testing program.
3) Offer Letter:
The offer letter may clearly state the candidates position, restate the requirements or expectations. It shall also state the salary and the pay period. Permanent should not be used as the employment status they should be referred as full time/ regular of part time employees.
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The companion policy to a zero-tolerance policy for harassment is a clear statement that the company will not retaliate against anyone who makes a complaint about such a violation. The non harassment policy is only as good as the companys willingness to allow it to work. It cannot work in an environment that contains fear of retribution. A non retaliation policy sends a clear message that retaliation wont be tolerated and that it also is illegal. In truly safe work environments, employees feel confident that they have a place to go when they have workrelated problems.
In truly safe work environments, employees are confident that they have a place where they can discuss their work-related problems. In this environment, executives actively announce and ensure that all employees know that senior staff members are behind this effort. They model the behavior and communicate relevant procedures and resources so that everyone feels comfort-able and safe. An open-door policy is well worth the effort of informing the supervisors and managers how to deal with the employees. It also includes the aspects of how managers react to inappropriate behaviors and activities in the workplace. HR manager must portray a clear procedure through which employees are and afraid of reporting incidents.
Method of Review:
The HR Manager must audit on the basis of following:
Referring to the HR audit report, are there posters visible throughout the company specifically prohibiting such behaviors?
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Review of new employee: Does each employee receive a copy of the policy upon package hire?
Does the company redistribute a copy of the policy with a cover memo from a senior manager clearly stating the companys expectation of appropriate and Respectful behaviors?
Does the memo contain information regarding to whom/where to report violations of the policy?
Does the company have a clearly published and posted employee handbook (both) non retaliation policy?
Are reports of harassment or other inappropriate interviews behaviors investigated promptly by HR and handled discreetly? Review of HR files Is there documentation representing such investigations with the results?
Is there documentation indicating various forms of sanction up to and including termination if an investigation indicates that inappropriate behaviors occurred?
Are employees advised of their rights and informed on how and where to make a report of inappropriate behaviors?
Do employees indicate a thorough understanding of the companys beliefs regarding safe and respectful workplace behaviors?
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An auditor will walk through the worksite and look for and review such things as offer letters, written policies, and, perhaps, the text of an interviewer training program, confirming that certain items exist and indicating what items are missing or insufficient.
A report is then sent to management recommending changes that are needed to bring the company into legal compliance.
The portion of an HR audit that evaluates business practices is more difficult to conduct.
To assess the companys business practices, an auditor should first spend time observing interactions among employees and conduct random interviews. If inappropriate behaviors are observed and/or recounted during interviews.
The auditor will review employee files for evidence that employees have been given the documented verbal warnings, recommendations for counseling to alter inappropriate behaviors, performance improvement plans, and disciplinary warnings up to and including termination if allegations can be proven to have occurred. If inappropriate behaviors are witnessed or discovered through interviews and no evidence is found in any employee files to sanction certain employees, then the auditor will indicate in a report to management that the company is at risk for legal intervention
Training is required for managers and supervisors as how to listen and watch for potential problems even before an employee reports inappropriate behaviors. In
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addition to these proactive efforts, managers need to learn how to handle difficult situations to prevent disruptions, distractions, and a decline in productivity. A dignified and respectful workplace makes good business sense, as employees are at their most productive when they feel secure and safe in their work environment.
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