People/Human Resources Audit Services:
HR Policies and Procedures: Reviewing the organization's People/HR policies, procedures, and employee handbook to ensure they are up to date, compliant with labor laws, and aligned with best practices.
Compliance: Assessing the organization's compliance with applicable labor laws and regulations, including employment contracts, wage and hour regulations, anti-discrimination laws, health and safety regulations, and employee benefits laws.
Recruitment and Selection: Evaluating the effectiveness of the organization's recruitment and selection processes, including job postings, application tracking systems, interview techniques, background checks, and pre-employment tests.
Employee Relations: Reviewing the organization's employee relations practices, including grievance handling procedures, disciplinary actions, conflict resolution processes, and employee satisfaction surveys.
Performance Management: Assessing the performance management system, including goal setting, performance appraisals, feedback mechanisms, employee development plans, and performance improvement processes.
Training and Development: Evaluating the organization's training and development programs, including the identification of training needs, design and delivery of training initiatives, and tracking of training effectiveness.
Compensation and Benefits: Reviewing the organization's compensation structure, salary levels, benefits programs, payroll practices, and compliance with compensation-related laws.
Employee Engagement and Retention: Assessing initiatives aimed at fostering employee engagement, job satisfaction, and retention, such as employee recognition programs, career development opportunities, work-life balance initiatives, and exit interviews.
People/HR Information Systems: Evaluating the efficiency and effectiveness of HR information systems, including HRIS platforms, data management, record-keeping, and reporting capabilities.
People/HR Metrics and Analytics: Reviewing the organization's HR metrics and analytics practices, including the measurement of key HR indicators, benchmarking against industry standards, and using data to inform HR decision-making.
People/HR Function Structure and Staffing: Assessing the structure, roles, and responsibilities of the HR function, including HR staffing levels, competencies, and alignment with organizational needs.
The actual scope and depth of the audit can be customized based on the organization's specific requirements and priorities.