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  • HR Audit Checklist

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    chichi mpi
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    The document provides a checklist for auditing various aspects of an organization's HR policies and practices, including questions about HR management, recruitment, onboarding, employee relations, training and development, compensation and benefits, documentation, and safety and security. It instructs the user to indicate whether items on the checklist need to be addressed and to create plans to do so. The checklist is meant to be used regularly, such as every 6 months or yearly, to keep HR practices up to date and compliant.

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    The document provides a checklist for auditing various aspects of an organization's HR policies and practices, including questions about HR management, recruitment, onboarding, employee relations, training and development, compensation and benefits, documentation, and safety and security. It instructs the user to indicate whether items on the checklist need to be addressed and to create plans to do so. The checklist is meant to be used regularly, such as every 6 months or yearly, to keep HR practices up to date and compliant.

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    © All Rights Reserved
    Download as XLSX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as xlsx, pdf, or txt
    318 views9 pages

    HR Audit Checklist

    Uploaded by

    chichi mpi
    The document provides a checklist for auditing various aspects of an organization's HR policies and practices, including questions about HR management, recruitment, onboarding, employee relations, training and development, compensation and benefits, documentation, and safety and security. It instructs the user to indicate whether items on the checklist need to be addressed and to create plans to do so. The checklist is meant to be used regularly, such as every 6 months or yearly, to keep HR practices up to date and compliant.

    Copyright:

    © All Rights Reserved
    Download as XLSX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as xlsx, pdf, or txt
    of 9

    HR Audit Checklist

    If you select "No" to any of the following, make sure you create a plan to address the problem. Keep this document up to da

    HR Management
    Is there a shared mission and vision statement?
    Are the HR goals aligned with the organizational goals?
    Are the work hours clearly defined?
    Is there regular and open communication between the HR department and managers and employees?
    Is there an open form of communication between HR and other departments?

    Recruitment
    Is there a set clear procedure used for hiring in the organization?
    Does each position within the organization have a job description?
    Are the job descriptions up to date?
    Are job openings offered to current employees?
    Is sufficient training provided to those that conduct the interviews?
    Are there interview guidelines that ensure consistency between managers?
    Is the recruitment, interview and selection process well documented and regularly re-reviewed?
    Are applicants background and references checked?
    Is the selection process informed by the Uniform Guidelines on Employee Selection Procedures
    Are the sufficient workplace policies in place, i.e- harassment, safety, attendance etc
    Is the employee turnover rate monitored?
    Are company policies clearly communicated and enforced?

    Onboarding
    Do new employees receive a contract and employee handbook?
    Is the employee handbook up to date and accurate?
    Is the employee handbook in compliance with the Nigerian labour law?
    Do new employees do through an onboarding process
    Are the onboarding documents up to date?
    Do new employees receive the right training from the most appropriate employee ?
    Do new employees have follow up meetings during probation period?
    Do new employees complete a new employee form?

    Employee Relations
    Does your organization have a system for performance appraisal in place?
    Are employees made aware of all the type of evaluations in place?
    Are the evaluation policies themselves checked and updated if needed?
    Are your evaluation practices in line with your policies?
    Do the policies and procedures comply with the federal rules and regulations?
    Is there a clear and well communicated process in place for receiving and handling employee complaints/issues?
    Are employment practices in check with anti-discrimination laws?
    Are supervisors, managers and directors properly trained in liability and anti-discrimination practices?
    Are there effective policies in place to prohibit retailiation against any employees who exercise their legal rights?
    Do exit interviews take place when an employee leaves?

    Training and Development


    Are employees provided with trainings about their rights and responsibilities under the law?
    Do new employees receive anti-harassment and non-discrimination training?
    Are employees provided with opportunities to further develop their skills?
    Are the provided trainings and opportunities within the budget?
    Is there a feedback system in place for employee learning and development initiatives?
    Are employees asked to provide feedback about managers and supervisors?

    Compensation & Benefits


    Are salaries reviewed annually and updated where necessary?
    Are employees paid time and a half when they work more than 40 hours?
    Do sales incentive and equity compensations comply with federal and state tax, withholding laws?
    Is there a formal pay structure in place? Is compensation informed by an employee's performance?
    Is the time worked by employees documented?
    Are employees adequately informed regarding their benefits?
    Are employees adequately informed of compensation processes and practices?
    Are employee informed of worker compensation rights?
    Are benefit packages annually reviewed?
    Are employees allocated the appropriate leave time?
    Are minors prevented from working more hours than legally allowed by the Fair Labor Standards Act?
    Are salaries paid on time every month?
    Are benefits up to date with current requirements statutory requirement?
    Are there fair and equally inforced paid time off structures in place?
    Do employees receive payslip and advice on a monthly basis

    Documentation
    Do all employees have a personnel file?
    Are the personnel files kept up to date?
    Are documents kept for the required duration?
    Does the organization comply with the General Data Protection Regulation (GDPR)?
    Are documents kept for each incident of workplace violation?
    Are applicable documents (medical, etc.) stored separately, as required by law?

    Safety & Security


    Are safety risks reported to the correct person?
    Do you have an Emergency Response Plan if anything were to go wrong?
    Are all workplace accidents, injuries, illnesses etc reported and sufficiently investigated?
    Are employees and managers trained in health and safety practices?
    Do employees have information about of HSE and workplace safety regulations?
    Are employees encouraged to report any potential hazard risks?
    Is there access for disabled employees?
    Is the work enviornment monitored and maintained with the safety of employees in mind?
    udit Checklist

    eep this document up to date and perform your HR audit at regular intervals. ie. every 6 months or 1 year.

    Jan-June Consultant July-Dec


    Observation

    Yes No Yes No

    es?
    mplaints/issues?

    ices?
    heir legal rights?

    e?

    s Act?
    KOOLBOKS HR IMPLEMENTATION R
    S/
    DESCRIPTION
    NOS
    1 HR administration / Filling Systems/ Record keeping  

    2 Monthly Payroll run  

    3 Regulatory and Statutory compliance calculation & advisory  

    4 Employment contract administration & termination process

    5 Employee handbook drafting to cover all relevant aspects of labour law and regulation. 

    6 Onboarding plan & Implementation 

    7 Job description with KPI’s defined

    8 Performance Management, evaluation, and appraisal

    9 Staff Handbook

    10 Develop HR framework, policies, and procedures manual


    11 Development of all relevant templates
    12 Staff Training and Development advisory.
    13 Drive Culture / Employee Engagement / Internal Communication
    14 Expatriate Management
    15 Talent Acquisition Strategy
    16 Consultant available full time (hybrid)
    KS HR IMPLEMENTATION ROAD MAP
    ACTION TIMELINE
    DETAILS
    REQUIRED FEB MAR APRIL MAY JUNE
    HR Audit
    Check current
    payroll structure
    HR Audit
    HR Audit see all employee contract
    HR Audit
    design & implementation
    design & implementation
    HR Audit
    HR Audit
    HR Audit design & implementation
    HR Audit design & implementation
    HR Audit
    HR Audit

    design & implentation


    JULY COMMENT

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