HR Audit

HR Audit

HR Audits are important for businesses with long tenure to recognise strengths and areas of improvement by taking an objective and comprehensive assessment of the current HR function similar to financial audit. Undertaking a systematic check of where you are, where you want to be, and what you need in terms of employment regulations coupled with custom and practice across the HR landscape is crucial. The findings inform the plan for areas of further enhancement or improvement, whether in HR policies, procedures, processes, structure, systems, and records. We recommend an HR audit as a primary step of the journey of improving and innovating HR in any business.

At S&K Consulting, we apply our in-house developed tools to provide a holistic view of whether HR practices are truly business enablers. We conduct audits at the compliance as well as strategic level.

Should you require proficient HR audit services for your organisation, feel free to contact us. S&K Consulting is prepared to assist you with all your HR Audit requirements.

Key HR Functions to be Included

The HR Audit is important as laws and regulations are constantly changing. They also allow you to benchmark your current HR practices and assess where they stand compared to practices followed by well-established companies. Our audit includes the multi-level checks, which would entail reviewing:

  • Team Structure, including assigned responsibilities across the team.
  • Policies to ensure they are streamlined, current in terms of applicable regulations, technology, and industry best practices.
  • Procedures associated with the policies to ensure fit for purpose and support efficient operations.
  • Employee and HR documentation and reports in terms of employee files, learning & development records, other supporting documentation, etc.
  • HR Strategic Plan to assess whether plan aligns with overall business objectives.

A Typical HR Audit May Include:

  • Recruitment and selection practices
  • Job Descriptions
  • Employee On-Boarding
  • Performance Review process and Employee objectives audit
  • Workplace health and safety compliance and procedures
  • Employee compensation and benefits
  • Learning & Development plans and execution
  • Employee compensation structure and benefits strategy
  • Employee Reward Programs
  • Employee Relations
  • Employee Engagement Programs
  • Leadership and Succession Planning
  • Career management and growth
  • Legal Human Resource issues and compliance
  • Employee termination and Off-boarding
  • Other HR strategic initiatives
  • HR Systems

Our Service Inclusions

Legal Compliance Check

Even the smallest businesses must comply with all HR laws, industry standards, and legislation. Legal compliance includes reviewing and aligning complex rules, processes, and policies. Failure to comply may result in fines, reputational damage, and even a sentence of imprisonment, among other severe consequences.

HR Practices Audit

Audits are tailored to the business’s resources and needs. There are different forms of HR audits, and they can be as simple as reviewing employees’ performance, competency, compliance, and productivity. It may involve interviewing managers, supervisors, and employees to have an overall and objective understanding of the current workforce and management.

Strategic People Review

This review examines what’s been working and what hasn’t. We then propose and plan the necessary interventions to affect performance and address any pain points that were identified. When done correctly, this review can directly and effectively influence a company’s future decisions geared towards success.

What We Can Do for You

We believe that an independent outside 3rd party review assures the shareholders, investors, and management that HR is a business enabler and conforms to regulations and offers optimal support. Through this service, we can help you:

  • Assess whether your business complies with local laws and regulations, whether located in the mainland or free zone such as Dubai International Financial Centre (DIFC).
  • Compare the HR function against best practices across industries to help assess whether your business is an “Employer of Choice”.
  • Evaluate HR policies and procedures across Employee Life Cycle and determine whether they support the business plan and their strategic direction, vision, and mission.
  • Focus on core HR functions and instruments such as policies, handbooks, systems, and programmes to assess their alignment with the short and long-term business goals.
Scroll to Top