HR Audit Checklist 2019

Human resources audits can be an invaluable way to collect and assess reliable data. Such an examination can uncover areas in need of improvement while simultaneously showing that an efficient management framework exists.

Workplace compliance encompasses statutory regulations, such as minimum working hours, anti-discrimination laws and dress codes that meet them. Compliance also extends to policies with financial implications like Sarbanes-Oxley (SOX) compliance.

1. Review Employment Policies

HR audits cover an array of processes, from employee handbook updates and I-9 file compliance reviews, to reviewing employment policies such as discrimination and safety regulations. HR departments should ensure accurate policies are in place in order to safeguard employees as well as the company against legal risks that could arise from outdated policies.

HRWMB should adhere to PSC’s Appointment Policy while also ensuring accurate staffing information is readily accessible within their departmental system. Furthermore, the team should have an established process for reviewing and updating staffing procedures so as to meet client demands.

Additionally, HR should be prepared to respond to requests for continued remote work arrangements during COVID-19 as well as any new workplace safety or wage laws that might come into force. Workplace trends change quickly so it is crucial for HR to keep abreast of current HR requirements so as to maintain strong company cultures while avoiding compliance fines.

2. Review Training

HR Audits are an indispensable component of managing a business. They ensure your organization adheres to best practices when creating policies and systems in place that create results; as well as keeping within all legalities related to employment. An HR audit may seem like a daunting task, but with proper tools and planning it can become an efficient process.

One of the primary goals of an HR audit should be reviewing training procedures. This involves reviewing interview procedures with particular consideration given to compliance with both the Americans with Disabilities Act and Fair Employment and Housing Act; reviewing how references are checked; employee onboarding/new hire orientation procedures; as well as any issues that require attention – these could potentially have legal ramifications or cause misstatements on financial reports in future. It is crucial that any concerns be escalated immediately so they can be fixed quickly.

3. Review Payroll

HR audits are an essential way of ensuring all internal policies and procedures are being followed correctly, which in turn can prevent potential lawsuits from employees who believe they have been treated unfairly because of inconsistent work policies, discriminatory disciplinary actions or poor performance evaluations.

HR departments need to maintain an abundance of information, from employee compensation and benefits, training records, orientation sessions for new hires and compliance with employment laws such as Title VII (covering religious and sex discrimination) as well as Americans With Disabilities Act and Age Discrimination Employment Act compliance.

Finally, the company should maintain I-9 files and tax reporting compliance. Employee data pertaining to second language evaluation results and security profiles should also be accurately tracked in PeopleSoft. Finally, HR reports should contain accurate FTE count figures which match up with departmental FTE counts in PeopleSoft.

4. Review Performance Management

As businesses rapidly adapt to remote work and global workforce needs, it is increasingly essential that they assess how efficiently their HR department functions. HR audits allow businesses to ensure they comply with all relevant laws while creating a positive company culture for employees while simultaneously pinpointing any areas for potential improvement.

As part of an HR audit, keep in mind the sensitive nature of any information discovered during this process; especially medical records.

Make sure that any health-related issues are immediately resolved in order to avoid legal ramifications and ensure HR processes are functioning smoothly. Furthermore, all data entered into PeopleSoft must be accurate; audit testing conducted during this audit showed that for 38% of temporary staffing files reviewed documents had arrived at HR after their effective date of appointment had passed.