After determining the plan, cost and selecting the auditing company initiate the process of audit with available resources.
Here we list some of the steps of auditing process for the maximum efficiency in the audit.
Scope of the HR audit:
As there are different types of audit practices performed, focus on which type of audit your organization needs. If the organization does not undergone any audit before then, plan for full scale review. Clear in your audit goals that best suits your organization
Collecting the data:
This stage includes the process of collecting the all relevant data about the organization including its HR practices, policies and procedures. If the audit is based on the specific area get reviews from it within the scope of the audit.
Review findings:
To estimate audit findings, compare the data with similarly sized firms, national and international organization data for bench marking, it includes
· Ratio of total employees to the HR professionals
· Ratio of amount spent on the HR function to sales
· General and administrative costs
· Cost of per employee hired
Feedback about the results:
In the end of the audit, prepare the feedback report and provide to HR professionals, senior management team. Audit team can create a timeline for action plan to help the organization to address the issues raised. List out the necessary changes to improve processes and policies.
Build the action plan:
Based on the information from the results of audit, make out the list of priorities that improves processes; focus more on the problematic areas. Develop the action plan for implementing changes proposed by HR auditing team.
Implement your audit results:
Final stage of HR audit is the implementation of the recommended plan for the betterment of the organization’s policies, procedures and practices. For the continuous advancements never stop improving the organization.
· Hire someone for monitoring the legal evolution.
· Regular monitoring of HR systems to ensure they are up-to-date and matching the company growth.
