Incorporating Risk Management into Your HR Policy 2017

Overview:

HR audits are designed to help your organization focus its attention on its human resource management practices, policies, procedures, processes, and outcomes by providing you with a structured and systematic series of questions about key compliance, risk management, internal auditing, and human resource management issues. As a process, HR audits are designed to help your organization identify potential and actual problem areas, help assess the effectiveness of current HR management activities, help assess weaknesses in HR internal control processes, and help assess human capital strategic and compliance related risks. HR audits should additionally provide suggestions for corrective action.

Importantly, HR audits should consider human capital related risks and opportunities from an enterprise risk management (ERM) perspective. That is, your HR audits should take a holistic approach in assessing human capital risks and attempt to indicate the interrelationships and interactions between HR and other management and organizational issues.

Recognizing that no two employers are alike and that the practices, policies, and processes that may be appropriate and effective for multinational corporations may not be appropriate for small and medium size companies or non-profits, your HR audit activities should be designed to help your organization develop and tailor employment practices, policies, procedures, and processes to meet your specific needs. Your HR audit activities should first provide your organization with the "right" questions to ask about various employment practices issues; then helps you determine the optimal answer for your organization.

The HR audit areas in this program provide you with the right questions to ask about your human resource management activities. More importantly, it provides you with a positive method to identify and take corrective measures.

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