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Auditing the HR Function

18 Dec

Why Conduct an HR Audit?

  • Routine check-up (uncover any conditions you may have and set up a treatment plan)
  • Determine how you can best align HR operations with organizational goals
  • Ensure compliance with federal and state regulations
Aspects of HR Audit
  • Strategic Functions
  • Compliance Issues

HR Emerging Issues

  • Executive management ethics
  • Skyrocketing healthcare costs
  • HR outsourcing
  • Baby boomer exodus – labor shortage, aging and diverse workforce
  • Knowledge work – managing knowledge workers

 Typically Out of Scope

  • Payroll
  • Safety and Health
  • Workers Compensation
  • Retirement Plans
  • Health Insurance Plans
  • Deferred Compensation Programs
  • Unemployment
HR Department Basics
  • Strategic Management
  • Department Structure & Staff Competencies
  • HR Facilities
  • HR Technology & Information Control
Strategic Management
  • Strategic Plan
  • Operational Plan
  • HR Performance Management
  • HR Budget
  • Legislative/Regulatory Environment

Key Administrative Advisors

1. Agency Head

2. Chief HR Officer- People Resources, CFO- Monetary Resourses, Chief Information Officer- Technology Resources

HR is Strategic Partner when:

  • HR leader has/is:
    • strong knowledge of HR roles and functions, business strategy and operations
    • perceived as a credible advisor by his/her peers and executive management.
  • Top HR position is organizationally on the same level as other program directors and administrative directors
  • HR Dept. is viewed as approachable and trusted to provide accurate information.
  • HR Dept. is part of a network of HR Depts. in peer organizations that share experiences, strategize regarding common problems, and stay abreast of latest HR trends and developments.
  • Strategic HR plan is closely linked to overall strategic plan.
  • Performance assessment of HR programs, including key metrics, is routinely completed.

Department Structure & Staff Competencies

  • HR Organizational Chart
  • HR Staff Competencies

HR Competencies

 

Credible – Cultural & Change Steward, Talent Manager, Strategy Architect, Operations Executor, Business Ally
HR Facilities
  • Physical facilities of the HR department
  • Reception of job candidates
  • Legal and other employment notices
  • Private areas for interviews and employee consultations
  • HR convenient to employees
  • Easy access to HR employee for questions
HR Technology & Information Control
  • HRIS
  • Information Management Processes

Key HR Risk Areas

  • Workforce Planning & Employment
  • HR Development
  • Total Rewards
  • Employee & Labor Relations
  • Risk Management

Workforce Planning & Employment

  • Workforce Needs Determination
  • Organizational Design
  • Recruiting Programs
  • Selection Process
  • Contractor Management
  • Succession Planning
  • Turnover and Employee Relations
  • Regulations Compliance
  • Fraud

HR Development

  • Training Needs Assessment
  • New Employee Training
  • Technical Training
  • Supervisory Training
  • Training Assessment
  • Employee Coaching
  • Performance Appraisal
  • Counseling
  • Discipline

Total Rewards

  • Compensation Philosophy
  • Job Documentation
  • Market Analysis
  • Salary Structure Development
  • Job Evaluation
  • Salary Administration
  • FLSA Determination & Overtime
  • Benefits Administration
  • Payroll

Employee & Labor Relations

  • Policies and Procedures
  • Employee Attitude Surveys
  • Employment Records
  • Employee Compliant and Grievance Process
  • Labor Relations

Risk Management

  • Safety & Health

Outsourcing and Co-sourcing

  • Needs Assessment
  • Vendor Selection Process
  • Vendor Management

 

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Posted by on December 18, 2012 in HRD

 

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