Compliance Audit

  • Systems Audit
    Existence of all required forms, templates, records, documents, files.
  • Operations Audit
    The use of the forms, etc. in operations – their completeness, accuracy, timeliness, punctuality, accessibility, access levels and validation.
  • Climates Audit
    Study real practice of employees in the process of documents turnover and their attitude towards functionality of the documentation process against HR department’s own perceptions.

Continuous improvement Audit

  • Corporate strategy Audit
    • Identifies HR function consistency with the corporate strategy and its impact on organization competitiveness.
    • By assessing HR function internal strengths and weaknesses and its external opportunities and threats, senior management determines ways of gaining market advantage.
    • Areas, subject of HR audit, are identified, in order the impact of the function on achieving company’s goals to be measured and analyzed.
  • Managerial compliance Audit
    • Managers’ attitude and practices in labor legislation compliance are evaluated.
    • Managers’ attitude and practices in applying, implementation of and compliance with company policies, processes and procedures are measured.
    • The risk of identified discrepancies and deviations is analyzed and measures for improvements are proposed.
  • Employee Engagement/Satisfaction Audit
    • Employees engagement and satisfaction are measured in following main areas: receiving information from the management, participation in decision making process, opportunities for career development, training and development, remuneration and benefits, job descriptions, labor conditions, team, work place security and others.
    • Identification of the consequences, as a result from high/low employees engagement and satisfaction, eventual risks and possible damages for organization.