HR Audits Part 2: Tips for Establishing Your Audit Schedule

Knowing when to schedule your HR audits is critical in ensuring documents and practices are always in line with company goals. During this second part of our four-part-series, we’ll explore the best time to conduct HR audits so maximum benefits can be achieved.

Conduct Regular HR Audits

As we outlined in Part 1 of our HR Audit series, the responsibilities of an HR department extends far beyond hiring new employees. Your HR Department can help you boost revenue, avoid legal problems and lawsuits as well as verifying that departments are operating efficiently and cost effectively. If your organization is still in its initial growing phase and you’re refining guidelines or bringing in new HR staff, it’s a good idea to conduct audits every six months. This way, you can be sure that all documentation is being handled correctly. Established companies that do not update policies often can generally perform the audit annually.

Schedule Audits Before Big Changes

A comprehensive audit will provide you with the in-depth analysis that you’ll need to make well informed decisions. It’s always best to conduct audits prior to hiring a large group of people or before layoffs. By performing audits before bringing on a lot of new employees, you can be assured that they’ll have a smooth transition into the company. If a layoff is necessary, there are state and federal guidelines, like the Worker Adjustment and Retraining Notification (WARN) Act, which you must be prepared to follow.

Execute Minor Audits After Process Changes

If your company changes how a particular document is handled, the documentation that’s gathered, or how a task is carried out, you should assess any related HR processes three-to-six months after the change. This way, you can be sure the staff has adapted to the new procedures and that HR is operating at peak efficiency.

Perform an Audit When a Complaint is Lodged

The best time to perform an audit is when you don’t “need” one. By reviewing documents and processes in advance, you will avoid legitimate claims of unfair treatment. However, if an employee does make a complaint that they’re aware of unfair practices, it should always be taken seriously and investigated.

In our upcoming blogs in this series, we’ll cover tips for preparing for your audit and what you can expect to achieve by performing HR audits. Bookmark us now, so you can be first to catch the latest information. You can also contact us to find out how we can help make sure your HR audits are carried out properly and efficiently, so you get the most out of them.

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