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HR Audit

HR Audit

HR has a unique role to play: It can help leaders adapt to new models of work and careers, and encourage changes in trends, culture change, focus and policy.

How we can help

Research has shown that sound human resource (HR) practices, in particular performance management and career management, are key to a company achieving its objectives whilst increasing employees’ level of commitment.So, if you are re-assessing the way your company does business we can help you provide a competitive advantage by measuring and managing your human capital.

Senior Management Interviews

The purpose of such interviews is to ask questions on the role of HR and key business issues facing the organisation. The data collected from the interviews will form the basis of the focus group discussions and the content of the organisation-wide HR questionnaire.

HR Review-Focus Groups

Core Measures will conduct 1-2 focus group sessions with approx 16 staff in each representative of the organisations’ structure and levels. The purpose of these sessions will be to identify how satisfied or dissatisfied employees are with the role of HR and the organisation’s HR systems. Incumbents selected should meet the following criteria: are successful in their job, have a good knowledge of the organisation and are able to articulate concisely. The data collected will be helpful in designing an HR questionnaire.
HR Survey
Complete this simple diagnosis of your company’s stage of development

Benchmark Decisive Factors Rating 
Low 1,2,3,4,5 High
Vision The vision is established and understood. 1   2   3   4   5
Measures for vision established. 1   2   3   4   5
Critical success factors understood at all levels. 1   2   3   4   5
The values are well defined, understood and demonstrated at all levels  1   2   3   4   5
Balanced Scorecard We have a scorecard  1   2   3   4   5
The key measures are consistent with the organisation’s mission, values, and long-term goals and strategies. 1   2   3   4   5
We have a well-balanced set of measures, with about equal amounts of measures/data in each of the following categories: financial and operational performance and customer and employee satisfaction.  1   2   3   4   5
The scorecard is also constructed at divisional / departmental level 1   2   3   4   5
Performance Management There is individual accountability for business results 1   2   3   4   5
The KPIs effectively measure the results being achieved  1   2   3   4   5
Job Design New roles are defined and understood at all levels. 1   2   3   4   5
Functional competencies are well defined and understood at all levels throughout the organisation. 1   2   3   4   5
Behavioural competencies are well defined and understood at all levels throughout the organisation. 1   2   3   4   5
Organisational Systems Critical organisation systems are a good fit with our strategic direction. 1   2   3   4   5
Information 1   2   3   4   5
Selection 1   2   3   4   5
Performance management 1   2   3   4   5
Training 1   2   3   4   5
Career development 1   2   3   4   5
Succession Planning 1   2   3   4   5
Rewards/Recognition 1   2   3   4   5
Promotion 1   2   3   4   5

If you rate 3 or less in any area core measures may be able to help you.

A more detailed survey follows

The purpose is to better prepare the HR department and the organisation to meet its current and future challenges and help proactively advance the professionalism of HR in the company. The study will reveal:

  • Perceptions of current HR practices,
  • Levels of satisfaction with current HR approaches
  • Current business challenges and proficiency levels
  • The role HR should play to meet such business challenge
  • Work and daily life perceptions of working in the organization

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