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Today’s business climate puts the onus on the Human resource function (department) to accept the challenge of doing more with less while contributing value toward business objectives. The Human Resource function also has to address the rapidly changing conditions affecting the type of employees required and their changing needs, so the function requires flexible and knowledgeable practitioners.
Human Resource leadership has to provide real evidence that it is having a strategic business impact. Management is often asking, “How are we doing?” However, this is not always an easy question to answer. This is especially so, when it is difficult to obtain some type of objective measuring tool to determine how well a certain HR function is performing.
To legitimize the claim of being “business partners”, HR leadership must clearly demonstrate how HR services can accomplish the business objectives set forth by the organization. The HR function is often overlooked for audits/measurement tools, to assess its effectiveness and legal regulatory compliance. However, an HR Audit is a process that sets the stage for a true transformation in HR strategy and services. It links HR systems and services to organizational objectives while focusing on the business needs of internal customers.
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Effective audits pinpoint the gaps between “what is” and “what should or could be.”
By removing or reducing the size of the gaps,
an organization can increase legal compliance and ensure conformance
to established professional and best practices.
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While HR audits can be broad and extensive or narrow and focused each type of audit generally falls into one of four categories:
- Best Practices: This type of audit helps ensure your organization is maximizing is competitive advantage through best practices of the industry
- Compliance: Do your organization’s practices comply with current federal, state and local regulations?
- Function Specific: This type of audit encompasses a deep dive into a specific HR tactical discipline.
- Strategic: This audit evaluates the strengths and weaknesses of your HR department’s goal alignment with those of the organization.
Benefit Services Network can provide the audit service or provide the framework for
an "internal audit" of your Human Resource function.
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