The HR Auditor Training Course
Conducting a HR audit can reveal those issues where best practice has lapsed a little. This is where The HR Auditor Training Course provides essential skills, process support, and resources for HR Auditors.
An audit of the HR department can identify those areas where small yet important details have been missed and are in danger of becoming habit. Like the process of rooting out small weeds in the garden before they become established and infect the rest of the garden and the wider environment
The various departments in your organisation have their own unique territories. Like gardens, weeds spring up in these territories. Fortunately many weeds are pretty easy to deal with; catching them young before they reproduce and take over is most effective.
However, there are weeds that present far bigger challenges. These perennial weeds live from year to year, and hoeing them just cuts the top off so they pop back up their deep roots spreading across territorial boundaries until all departments are plagued by weeds and blocking out the light restricting the growth of new and more favourable plants….
Performing a HR audit can reveal those issues where best practice has lapsed a little. An audit of the HR department can identify areas where small yet essential details have been missed and are in danger of becoming habit. Like the process of rooting out small weeds in the garden before they become established and infect the rest of the garden and the wider environment
HR professionals and internal audit staff will benefit from this training, both generalists and specialists who have an interest in identifying measures to improve the performance of HR. The programme is essential for those who wish to create and align a HR strategy to support the relationship between the corporate strategies and the HR components
The HR Auditor Training Course will provide auditors of HR with the skills, and knowledge to undertake a robust and professional audit of the HR function To provide auditors of the HR function with a comprehensive tool kit of resources to enable them to audit functional and strategic areas of HR To ensure strategic alignment of the HR function
The HR Auditor Training Course
Strategic Alignment of Human Resource Departments
- The three levels of strategic decision making
- Corporate level, Business level and Functional level strategies
- Preparing to integrate with these strategies: Activity Let’s begin by asking questions!
- Being Clear -The vision – How do we see ourselves in the future?
- Where is the business trying to get to in the long-term (direction)
- Which markets should a business compete in and what kind of activities are involved in such markets? (markets; scope)
- How can the business perform better than the competition in those markets? (advantage)?
- What resources (skills, assets, finance, relationships, technical competence, and facilities) are required in order to be able to compete? (Resources)?
- What external, environmental factors affect the businesses’ ability to compete? (Environment)?
- What are the values and expectations of those who have power in and around the business
The Human Resources Strategy
- Components of the HR Strategic Plan
- Essential measurements in the development of the HR strategic plan
- HR Strategic Plan Diagnostic Activity
- Sample HR Strategic Plan
- Strategic planning tools and methods
- Human Resource Audit Category Ranking Activity
- Audit One: The Organization’s Strategic Planning (58 audit questions)
- Evaluation and customisation of this audit for your organisation’s priority areas
Getting Prepared – The Audit Plan
Preparing yourself and others for the audit
- Audit objectives and scope
- Agreeing Audit criteria
- Areas to be audited
- High audit priority concerns
- Applicable procedures/manuals
- Reference documents
- Time duration of major audit activities
- Dates and places where the audit is to be conducted
- Audit team members
- Schedule of meetings
The Training and Development Function
- The levels where training and development needs exist
- Whose job is it to identify training and development needs?
- Business Drivers for training & development
- Activity: What Influences our Approach to Identifying Training Needs?
- Aligning training with the business needs
- Diagnostic: Maximising Learning and Development Opportunities in Your Organisation
- Training and Organizational Development Audit (76 audit Questions covering the training cycle) Evaluating your Training and Organizational Development Audit
Recruitment, Selection and Workforce Planning
- Competency Based Selection
- Identifying Competencies
- Developing Behavioural Interview Questions
- Workforce Planning and Selection Audit (62 audit Questions)
- Evaluating your Workforce Planning and Selection Audit
HR Benchmarks & Metrics
- Exploring HR Benchmarks establishing as best practice.
- 28 measures for your HR department
- Human Resources Benchmarking Audit Questionnaire
- Evaluating your Human Resources Benchmarking Audit
HRIS – HR Information Systems
- Preparing, storing and maintaining employee records and information
- Auditing HR Information Systems (24 Audit Questions)
- Analysis of your HRIS Audit
Talent Management Audit
- Defining roles & talent requirements
- Defining talent
- Assessing and tracking talent
- Career management
- Succession management
- Ensuring critical retention
- Auditing your talent management provision
- Creating a strategic framework for change
- Defining the reason for change
- Analysis of current situation
- Vision for the future
- How will the change affect us?
- What are the implications for people?
- What are the implications for the organisation?
- What will be the result of the change? ( measures)
- The Change Scorecard
- Employee surveys are used to measure morale and the effectiveness of various HR initiatives.
- Introducing the Employee Survey
- Sample Employee Survey ( 20 survey questions)
Auditing Governance and Ethics
- Legal Compliance and Public Disclosure
- Code of Ethics
- Conflicts of Interest
- Whistle Blower Policy
- Document Retention and Destruction
- Protection of Assets
- Availability of Information to the Public
- Effective Governance
- Board/Management Team Size and Structure
- Board/Management Team Diversity
- Review of Governing Documents