Human Resources Administrative Audit

Areas of Focus

1. Advertisements	14. Employee Handbook
2. Recruitment	15. Regulatory Compliance
3. Selection	16. Training
4. Interview Process	17. Labor Relations
5. New Employee Orientation	18. Complaints/Grievances (Non-Union)
6. Job Descriptions	19. Complaints/Grievances (Union)
7. File Maintenance/ Record Retention	20. Absentee control
8. Salary Administration/Payroll Procedure	21. Social Events and Programs
9. Overtime Procedure	22. Security Systems
10. Performance Evaluation	23. Suggestion Programs
11. Benefits Management	24. General Administration
12. Communication	25. Discharging Employees
13. Policies & Procedures	26. Exit Interviews

• An Audit gives a point-in-time view of where your organization stands relative to compliance with governmental regulations, your own policies and procedures, and Human Resources “best practices”.

• The HR Audit covers over 300 specific items in 26 areas of focus from Recruitment to Exit interviews and all of an employee’s life in between.

• The HR Administrative Audit is an educational instrument and not a “test” of your HR department. It is designed as a positive tool and exercise to help the organization grow and improve.

• An Audit creates increased confidence in the management of the human resources function. It allows your organization and the HR department to know its level of effectiveness.

• An Audit enhances the HR department’s reputation within the organization.

A Human Resources Administrative Audit is a high-quality cost effective business decision.