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Why Attend
All work in human resources has a legal and a financial impact on the organization. As such, key employees in human resources should ensure the integrity and accuracy of the data they use and the processes they follow in their departments. One way to ensure that this is actually happening is by auditing the human resources processes currently in place.
This course is designed to help participants identify the critical areas in human resources that must be audited. It also helps participants decide on the questions to ask and in determining the minimum requirements to run processes in human resources effectively.
Course Methodology
The course is workshop based with numerous case studies and team based activities. Role plays and individual exercises are also incorporated in the course in addition to a number of presentations by participants.
Course Objectives
By the end of the course, participants will be able to:
Organize employee records and files in an effective manner
Identify areas of weaknesses in organizational processes related to recruitment and selection, employee records keeping, performance appraisal, and payroll
Create a plan of action to improve HR processes in their organization
Relate the importance of an efficient employee record keeping process to their organizational financial well being
Develop a detailed and accuracy-focused approach to human resources
Target Audience
Managers, supervisors, specialists, team leaders, and officers in the functions of human resources. The course is also very useful for internal audit professionals who are about to start an audit exercise in the HR department in their organization.
Target Competencies
Deciding and initiating action
Presenting and communicating
Applying expertise and technology
Following instructions and procedures
Planning and organizing
Achieving goals and objectives
Course Outline
Human Resources Management (HRM)
Definitions and objectives of HRM
The main functions in HR
Examples of HR organization charts
The recruitment and selection cycle
The performance management cycle
The compensation and benefits cycle
The audit process
History and origin of auditing
Definition of auditing
Conducting a good audit
Pitfalls to watch out for
Creating a plan to conduct an HR audit
Organizational chart audit
Identifying the components of a good organization chart
Conducting a proper analysis of organization charts
Studying the current organization chart for weaknesses and strengths
Identifying areas of improvement
Developing possible actions
Creating a plan for implementing improvements
Recruitment and selection process audit
Analyzing the current workforce plan
Modifying the workforce plan and budget to include the important elements
Reviewing the current recruitment and hiring process as per the company’s HR policy
Analyzing the joining formalities of new employees
Improving the joining formalities of new employees
Creating a proper new joiners file
The induction process
Employee administration process audit
Reviewing and developing the probation period administration process
Reviewing and developing the staff performance appraisal process
Maintaining a proper leave record
Auditing the leave administration process
Auditing and improving the current payroll administration process
Overtime management review
Ensuring correct calculation of severance pay
Ensuring compliance with pension fund regulations
Computer based data management system audit
Evaluating current methodology for maintaining electronic employee data
Ensuring electronic data matches employee personnel files
Identifying best approaches for maintaining e-records for employee
Statutory compliance audit
Ensuring pension records for national employees are in order and properly coordinating with pension fund authority
Verifying employee records and compliance of HR process with the labor law
Checking for compliance with visa and local sponsorship processes
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