{"id":372,"date":"2011-12-14T17:45:28","date_gmt":"2011-12-14T17:45:28","guid":{"rendered":"http:\/\/www.vantagenllc.com\/?p=372"},"modified":"2023-05-09T14:43:16","modified_gmt":"2023-05-09T14:43:16","slug":"auditing-your-human-resources-function","status":"publish","type":"post","link":"https:\/\/sitepreviews.org\/bt-vantagen\/372\/auditing-your-human-resources-function\/","title":{"rendered":"Auditing your human resources function"},"content":{"rendered":"<p>Human Resources has traditionally been defined as the total of all activities relating to recruiting, training and retaining the people who possess the knowledge and skills necessary to advance the objectives of an organization. Today, smart companies realize that Human Resources also encompasses policy development, compensation management, safety, and career development, among other things.<\/p>\n<p>With this broader scope, it is no wonder those charged with Human Resources responsibilities often feel overwhelmed.\u00a0 How can today\u2019s HR professional keep up with the ever-changing world of federal regulations and ensure their organizations are in compliance?\u00a0 In a word\u2026audits.\u00a0 Most businesses do not think twice about an accountant auditing the financial statements or quality control inspectors auditing product as it goes out the door.\u00a0 Auditing the Human Resources function is a relatively new concept, but one that pays big dividends.<\/p>\n<p>A Human Resources audit assesses your level of compliance with federal and state laws and evaluates the effectiveness of the HR function by comparing its activities to documented procedures. Just as you would not exclude anything on your financial statement during an IRS audit, to be certain your organization is in full compliance, all facets of the HR function must be reviewed.<\/p>\n<p>The results of a comprehensive audit should:<\/p>\n<ul>\n<li>Clarify      the \u00a0issues that prompted the audit      in the first place.<\/li>\n<li>Identify      areas where the organization is not meeting minimal legal standards and      the corrective actions needed.<\/li>\n<li>Confirm      that established policies and procedures are current and consistently      administered.<\/li>\n<li>Evaluate      the use of staffing for HR administration.<\/li>\n<li>Help      establish future HR priorities.<\/li>\n<\/ul>\n<p>The audit process should include:<\/p>\n<ul>\n<li>Interviews      with key managers and HR staff.<\/li>\n<li>Interviews      with employees, as appropriate, to evaluate employee relations issues.<\/li>\n<li>A      detailed review of HR records and paperwork, employment-related policies      and procedures, and outstanding or potential legal claims.<\/li>\n<li>A tour      of the workplace.<\/li>\n<li>A      thorough review of: recruitment and selection procedures, compensation and      benefits administration, discipline and termination procedures, and health      and safety practices.<\/li>\n<\/ul>\n<p>Once the audit is completed, the findings must be reported to management throughout the organization.\u00a0 The audit report should include relevant laws or best practices; penalties\/risks associated with current practices; findings; and recommendations for corrective action.\u00a0 After the findings have been reviewed, the establishment of a post-audit action plan is crucial to ensure that accepted recommendations are effectively implemented.\u00a0 As with all action plans, the post-audit plan must:<\/p>\n<ul>\n<li>Be      realistic and achievable.<\/li>\n<li>Identify      desired results.<\/li>\n<li>Identify      who is accountable for the results.<\/li>\n<li>Establish      target dates for completion of assigned tasks.<\/li>\n<\/ul>\n<p>One caveat: be prepared to uncover some unpleasant results.\u00a0 In such a situation, management must be dedicated to taking action to remedy deficiencies.\u00a0 Prior to initiating an audit an audit, ensure top management is willing to invest the resources needed to make changes.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Human Resources has traditionally been defined as the total of all activities relating to recruiting, training and retaining the people who possess the knowledge and skills necessary to advance the objectives of an organization. Today, smart companies realize that Human Resources also encompasses policy development, compensation management, safety, and career development, among other things. With [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5],"tags":[16,19,13],"class_list":["post-372","post","type-post","status-publish","format-standard","hentry","category-blog","tag-human-resources","tag-human-resources-audit","tag-human-resources-consulting"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.8 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Auditing your human resources function - Baker Tilly Vantagen<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/sitepreviews.org\/bt-vantagen\/372\/auditing-your-human-resources-function\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Auditing your human resources function - Baker Tilly Vantagen\" \/>\n<meta property=\"og:description\" content=\"Human Resources has traditionally been defined as the total of all activities relating to recruiting, training and retaining the people who possess the knowledge and skills necessary to advance the objectives of an organization. Today, smart companies realize that Human Resources also encompasses policy development, compensation management, safety, and career development, among other things. 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