HR Audit Questions
Company information
Company name:
Business unit name (if applicable):Address:StreetCity
State/Province Zip/Postal code
Country
|
Telephone number:Facsimile number:
Fiscal year-end (month/day):
Company
contacts:
Name NamePosition Position
Phone Phone
Industry information
Industry classification: 
What was total revenue for the business unit for the most recently
completed fiscal year?- What
were total assets for the business unit for the most recently completed
fiscal year?
- How
many locations exist within the business unit? (Include all operating and
administrative locations which perform HR activities.)
- Is the business unit a publicly-held or a privately-held
entity?
- What
was the pre-tax income for the business unit for the last fiscal year-end?
- What is the company business strategy?
- Does
the company business strategy link to Human Resources (HR)? Please
describe.
- What
is your company’s HR Strategy? Is the HR strategy aligned with the
company’s strategy?
- Who
develop the HR Strategy? Do you assemble a cross-functional team to
develop the HR strategy?
- What
does HR do in supporting the implementation of organization’s strategy?
- Determine
how the human resources department will support strategic goal and impact
organization performance?
- Do
you perform a gap analysis of current versus desired organizational
behavior and performance, and develop strategy to close the gap?
- Outline
the HR department’s present role, list its function and evaluate its
effectiveness?
1.
Please
describe the Human Resources Policies of the company. If possible, please
specify the policies for each HR function (recruitment & placement,
training & development, performance appraisal, etc)
2.
How and to what extent do the policies support
the HR department in executing the strategy?Please describe the Human Resources
Program of your company.
3.
Do these
programs align with your Human Resources Policies?
1.
Are your workforce
formation fits the company’s business objectives?
2.
Does the company have manpower plan?
Does the company have manpower plan?
3.
How do
you create a manpower plan?
4.
Do you
develop a competency-based approach to staffing?
5.
Does
every position have competency/requirement?
6.
Do every
employee understand competency/requirement needed to perform a job/position?
7.
Does this
company have a clear job description for each job/position? And does each have
clear competency ‘map’?
8. What is the total number of all employees (headcount) at the
business unit?
- managerial level :
- supervisory level :
- staff/operator level :
- total :
8. What is the total number of employees
(headcount)for the human resources department?
number
·
managerial
managerial
·
supervisory
supervisory
·
staff
·
total
total
1. Answer
the following in relation to the job offer cycle:
a. What was the total number of offers made
in most recent
complete fiscal year?
b. What was the total number of offers accepted
in
most recent complete fiscal year?
c. What was the average time (in days) from job requisition to extension of job offer?
2. Please complete the following
question with the number of entry and non-entry level positions filled
internally and externally during the most recent complete fiscal year:
internal external
a. Entryb. Non-entry
3.
What were your total recruiting costs for internal external
the previous year?
4.
How many positions (job titles) exist across the organization?
5.
How is the recruitment process?
6.
Does it eliminate unsuitable applicants early and focus on promising
candidates ?
7.
How is the recruitment methodology? Does it attract desirables
workers? Does it match capabilities of candidates with competency requirement
for positions?
8.
Do you
use executive search services to help you in the recruitment area?
9.
How do
you describe the qualification requirements for the vacant positions?
10.
Who makes the hiring decision?
1.
What
kind of programs does exist for employee retention? Are they sufficient?
What
kind of programs does exist for employee retention? Are they sufficient?
2.
Does the
company develop attractive benefit program that can retain employees?
3.
Do you track your staff
turnover? What is your turn over rate this fiscal year?
1.
Does the company have a clear development or training
plan/strategy ?
2.
What is
the current training and development system for employees?
3.
What was the total number of training hours in the previous year
for all employees?
Managerial :
Supervisory
:
Staff :
4. Of the total amount of training
hours offered, what percentage was:
Percentage
a. Formal classroomb. Computer-basedc. On-the-jobd. Self-studye. Off-site
5.
What was the total cost for training in the previous year?
6.
How do
you conduct Training Need Analysis (TNA)?
7.
How do
you translate the TNA into a Training Program?
8.
What kind
of training programs offered to employees?
9.
Do
managers and employees find the training program relevant to their needs?
10. How do you evaluate training effectiveness?
11. Does each employees have Individual
Development Plan(IDP)? How are
individual development plans and needs identified?
12. Does IDP work effectively? If it doesn’t work
effectively, what is the cause of it?
1.
What types of performance management systems do you use? Please
describe.
2.
Does it work effectively? If not, why?
3.
Do you give constructive feedback to increase employee’s performance?
4.
Do you include a
customer satisfaction element in performance evaluations?
1.
What
is the current compensation system in your company? Please describe
What
is the current compensation system in your company? Please describe
2.
Do you offer compensation plans that provide a stable base with
variables linked to performance?
3.
Do you develop compensation plan that support strategic goals?
4.
Who
design the current compensation system? Does the BOD / HR Department involve in
formulating pay strategy?
5.
Is the
compensation system reviewed periodically? How do you
evaluate your pay structure and compensation policy at least annually and
adjust it when needed?
6.
Do you compare the company’s compensation programs with the market
rates? Does the current compensation system competitive?
7.
Do you set up procedures that ensure company compliance with all
applicable payroll laws needed?
8.
Please
describe the current benefit and allowance system of your company? (describe in
detail if there is differences among upper / middle / lower level of management
/ staff?)
9.
For all
employees in the organization (include both part-time and full-time employees
in all departments), what is the:
a. Total base pay
b. Total overtime pay
c. Total variable pay
d. Total payroll cost
10. What is the total benefits cost (not including benefits
administrations costs) for all employees in the
organization? (Include both part- and full-time employees in all departments)?
1.
What is
the current system for Career Development in your company? Please describe.
2.
Does it
work based on meritocracy and fairness?
3.
How does
this current system apply to the employee individually?
4.
What is
the current system of succession planning?
5.
Do
succession plan exist for all critical positions?
6.
What percentage of management positions at the following levels
have succession plans in place?
percent
a. Executivesb. Senior mgt.c. Middle mgt.
7.
What are
the criteria for the successors?
8.
Does the
succession planning system work effectively? If not, why?
1.
Do you build a culture of
inclusion that promotes labor and management as partner in business success?
How?
2.
What problems does the company
encounter in labor relation issues? Do you have labor union? Does the labor
union represent the employees well?
3.
How do you solve labor relation
(LR) issues?
4.
Do employees give feedback to
solve IR issues? Do you design grievance procedure for resolving employees
problem?
5.
Do the company actively
communicate LR / IR procedure to all employees?
6.
Do you encourage employees to
play a proactive role in improving the labor-management relationship?
1.
What IT systems and infrastructure do you use to support your
HRIS? Does it work effectively?
2.
How can
the IT system be used to support the HR Strategy?
3.
How many human resource information databases your company have?
1.
What is
the current retirement policy?
2.
Does your
company have Pre-Retirement Preparation Program for their employees?
3.
Please indicate the number of employees participating in
retirement plans.
Managerial :
Supervisory :
Staff :
4. Please indicate the total contribution (in terms of percentage
of total compensation) into retirement
plans as outlined below:
managerial supervisory staff
a. By employeeb. By the organization
1.
Do you create an environment of open communication between
employees and management.
2.
How do
managers and employees perceive the effectiveness and integrity of current
communication culture?
3.
Do you capture the creative insight of employees by soliciting
their ideas for improvement?
4.
Do you create environment to delegate decision making to the
lowest level possible?
5.
What kind of media your organization uses to communicate to the
entire workforce on a regular basis?
6. What mechanisms do you have for obtaining employee feedback
on a regular basis?
1.
How much the cost for the following items:
- Human resources department direct labor cost (Wages, overtime, and benefits.)
- Human resources department operating expenses
(Supplies, training, and other locally controllable expenses not including
rent, depreciation, or allocated overhead expenses.)
- Outsourcing fees, if any (Contract fees
including annual fees and monthly operating charges.)
- Contracted services cost (Temporary and
contract labor).
- Data processing equipment and facilities to
support the human resources department (Include the cost of providing
computer processing, software, hardware,)
- Total human resources department cost (Total
of questions 1 through 5)
