While most people understand the general concept of a Human Resources Department, few realized the power progressive HR services can bring to a business. We collaborate with companies, one-on-one, to develop an HR program that meets their specific needs.
For example, WISE HR Partnerships can work with you to develop:
- Employee handbooks
- HR policies
- Job descriptions
- Career development paths
- Training programs and workshops
- Succession plans
Our other areas of expertise include, but are not limited to:
- Recruiting and hiring
- Resolving employee disputes
- Conducting HR compliance reviews
- Improving employee performance and satisfaction
- Developing leadership skills
- Assuring HR compliance
Human Resource Audit
HR audits help determine the effectiveness of an HR department and/or HR systems. They are a systematic, objective tool to assess regulatory or policy compliance in the workplace. The biggest reason businesses perform an HR Audit is to avoid legal and/or regulatory liability due to a company policy or practice.
The HR audit enables companies to identify issues and find solutions to problems before they become unmanageable. It is an opportunity to assess what an organization is doing right, as well as how things might be done differently, more efficiently or at a reduced cost.
Businesses are subjected to a heavily-regulated employee environment. This includes a complex laws and regulations. The scope of the HR function includes establishing and administering a host of policies and practices—many of which involve compliance implications—that significantly influence the productivity and profitability of the enterprise.
Performing an HR Audit enables the company to determine the next right step to make sure they are in compliance with the law and doing the right things for the business and employees.
An HR Audit consists of 4 steps:
- Using a questionnaire, the auditor reviews HR polices, practices and processes to determine compliance with the law and HR best practices.
- The auditor will present the feedback to the business owner and discuss any risk that was discovered.
- The auditor and the business owner will rank the areas of concern. The highest priority is the area with the most risk to the business.
- The HR auditor and the business owner work to develop a timeline to address the areas at risk and those that affect the business profitability and outcomes.
The Key areas of the audit include:
- Compensation and Benefits
- Policies and Practices
- Record Keeping
- Employee Relations
- Training and Development
- Safety and Risk Management
- Health and Wellness
The audit report will identify high risk areas and ways to implement best practices to improve the overall business performance.