This audit is a diagnostic tool, not a prescriptive document

Human Resources Audit Guidelines The HR Logic Human Resource Audit is a valuable tool to assist in identifying what is missing or needs improvement in your business. It offers diagnosis not a prescription. It does not suggest that every business must be doing all of the activities in the audit, however, it is obvious that some are legally required and others very good for business. It is most valuable when a business is ready to act on the findings and develop its people and business performance to a level that supports the business vision and goals. Who Should Be Involved? The audit can be completed by a business owner or manager but the results are more accurate if the audit is completed by small cross section of managers and staff within the business. This approach provides a broader range of opinions and more balanced results. How is the Audit Conducted? The audit is broken into two primary areas of focus – People and Performance. When answering each question, you should ask whether each activity exists in the organization and to what extent (fully/somewhat/not at all). Then look at its importance to the organisation’s performance and allocate an appropriate score: 1. Important / essential 2. Useful 3. Not relevant / not important. This will help you determine priorities and identify areas you may be concentrating on which have little to contribute to performance. The first step is to gather all the information (a ...