HR audits mitigate a company’s financial risk, loss of productivity, expenses, and legal liability. A comprehensive review must be performed by an experienced, outside firm. When seeking a firm to conduct an HR audit, below are key categories they MUST include:
- Personal Interviews – includes interviews with those who serve in leadership positions and whose duties include functions necessary to proactively create a “best-in-class” workplace and those individuals who have direct knowledge of current policies and practices or who are in a position to make decisions concerning future actions.
- Review of Data – review all available written material concerning the client, both as part of our compliance analysis as well as to provide an organizational context for our recommendations. This should include:
- Job descriptions
- Advertisements
- Exit interviews
- Organizational Structure
- Performance reviews
- Regulatory Compliance Review – review compliance with applicable federal and state laws and regulations, including:
- Employee handbooks
- Posters and bulletins available to all employees, and
- Benefits summaries and documents