Human resources audit as an improvement toolWhatever the type of business or the size of your HR department, the HR audit is a simple tool but comprehensive to analyze and improve your efficiency. as a function. The audit is made up of four main steps: 1) Define the desired HR practices for your organization 2) Evaluate current practices against the criterion you have established 3) Analyze the results 4) Establish improvement goals and move on to action This simple four-step approach can be repeated as the annual planning and goal-setting process unfolds within your company. Progress can be measured against goals and a cycle of continuous improvement naturally unfolds. Objective(s) of an audit The audit can serve one of the following objectives: To clarify desired HR working practices and roles within the organization (HR department, line managers). Establish a baseline for future improvements. Evaluate current effectiveness. Standardize practices across multiple sites within a division or company. Assess the current knowledge and skills required of HR practitioners. Improve performance levels of key customers within the organization. The audit process First step: define the audit statements Defining the desired HR practices can be done in various ways. A good place to start is to take the time and think about the legal requirements and programs. that the ministry must administer. Just listing them is a good first step. Next, consider your areas of responsibility and the traditional HR practices covered by your role: these may include human resource planning, staffing, performance management, employee relations, compensation and benefits, training and development, safety and well-being. ,Employee surveys and communications. Finally, other areas to consider are business initiatives that the HR function may be required to support, i.e. internal customer requirements. The specifics are unique to your business, but examples could include supporting a total quality management initiative, a teamwork system, etc. With this list in hand, a statement can be written on each major practice you wish to define. Generally, they are stated in the present tense and in a positive manner. The following examples illustrate these characteristics: The staffing process is documented so that the responsibility of each person participating in the process is clear and understood. Performance reviews are conducted for every employee in the organization. There is a train-the-trainer program for every major training program within the company. New employees complete a new hire orientation program on key company policies and procedures within the first 30 days on the job. There is a problem resolution process that is well understood and used by employees. As you may notice, the definitions can be as comprehensive or detailed as the developer wishes..