There is one or more number of areas can be examined by the HR audit, depending on the time frame, budget and concerns
Performance:
A lack of quality feedback system in the organization can inhibit the growth of the employee and organization both. But the performance audit can examine problems with the review and feedback process before employee development suffers. It involves a review of personnel files on the goal of evaluating the feedback quality.
Compliance:
An HR compliance audit more focuses on the how well your organization is complying with the local, state and federal government employment laws and regulations. Any organization should be not violating the any rules or laws to avoid liability issues.
Competitiveness:
An HR competitiveness audit looks for the all the areas of the employee compensation and benefits that attracts the best qualified candidates to the organization. Other areas HR competitiveness audit focus on to flexible work schedules, telecommuting opportunities
Function specific:
It is a kind of audit that specifically focuses on the one area of the HR processes or HR policies. It is known as mini audit. You can examine anyone of the areas like payroll management, record keeping, efficiency, employee review policies.
Best practices:
With the accepted industry standards, HR best practices audit compares your HR policies and processes. This type of audit is best for the growing company for ensuring the increment in the payrolls, establish job descriptions and setting new expectations for the employees.
