HR Audit

HR audit is a tool regularly used in human resources. Back on useful practices within the company.

Definition of a human resources audit

A human resources audit is primarily a tool for human resources departments. It will serve to compare the practice of this service with legal, conventional and jurisprudential requirements to ensure that the company respects them. At the end of this audit, it will make recommendations aimed, if necessary, to ensure compliance.

It can be internal (ie within the company). In this case, the auditor will mainly ensure compliance with the procedures.

It can be external (ie outside the company). He will then analyze the operating processes of a company, then move to another when his audit is completed, etc.

HR audit: desired objectives

The objectives are multiple.

For the future: know the action points in case of legal or relationship problems, know the reaction to adopt.

For the past: study the practices, identify the improvements of these with regard to the behavior previously adopted.

Nevertheless, to be effective, an audit must focus on a very specific topic.

Example: can be studied in terms of human resources: working conditions, management of fixed-term contracts, absenteeism, accidents at work, turnover, etc.

Implementation of a human resources audit

Specific methodology of HR audit

It is appropriate upstream to:

* define the professional context in which this audit will take place;

* know the causes of this audit, in order to be able to determine at best the expectations;

* identify themes, strategies and objectives to be achieved;

* specify these objectives by detailing them, in particular by the achievement of objective and neutral criteria.

Then it is time to take action and to:

* collect the necessary information and then define the other one to consider whether the required criteria are met or not;

* analyze the results;

* draw a conclusion (areas for improvement, stumbling blocks, successes);

* set priorities on the elements to be modified and create an action plan.

Following this audit, a report summarizing the situation and the improvements to be made should be made. At the same time, the action plan will be submitted to the people concerned to enable the practical implementation of the desired improvements.

Finally, we can compare the initial situation with the audited situation.

HR audit: interests for the company and its employees

This audit is thus to assume at the same time corrective contributions of the existing situations and preventive of the situations to come or to anticipate in order to avoid them.

Upstream, it should save the company money, since it has improved these processes, saving time and money.

It should also help to secure occupational, health and social risks in the company.

The audit finally verifies that the company is in compliance with the legal and jurisprudential requirements, and thus avoid risks of recovery or litigation.