Existence of all required forms, templates, records, documents, files.
The use of the forms, etc. in operations – their completeness, accuracy, timeliness, punctuality, accessibility, access levels and validation.
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.