1. You’re not Sure what your HR Department Does and You Don’t Care
One of the key areas of an HR audit is evaluating whether your organization has allocated an appropriate level of resources to HR issues and making sure the HR function is aligned with the organization’s strategic business principles. A well functioning HR department can be critical to your organization’s overall success.
2. You Like Spending Money Defending Employment-Related Claims
Regular HR audits result in fewer employment-related claims, including EEOC complaints and lawsuits.
3. Compliance with Federal, State and Local Laws is not a Top Priority
One of the primary focuses of an HR audit is your organization’s compliance with employment-related laws relating to discrimination, harassment, FLMA, disabilities, and benefits.
4. Employee Morale is not a Concern
An important function of the HR department is to serve as a resource for employees and to gauge employee morale and satisfaction. A well-run HR department that is trusted and open to employee complaints and concerns not only minimizes liability, but results in a more satisfied and productive workforce.
5. The Hiring and Retention of a Top-Quality Workforce is not Important
An HR audit will analyze your organization’s hiring, on-boarding, performance management and termination procedures in order to ensure that you are hiring and keeping the best employees.
The point is that every dollar spent on an HR audit will save you several in risks avoided. Your organization can use the audit information to correct deficiencies that can lead to lawsuits, increased turnover and other liabilities. If your organization is sued, a properly executed HR audit can provide a valuable defense. Last, but certainly not least, effectively implementing the results of an HR audit will have a positive and lasting effect on your organization’s overall performance and culture.
Warren & Hays conducts thorough and effective HR audits for all sizes and types of organizations.