Employment audits help a business identify gaps in its human resource practices and determine compliance with the applicable laws and regulations, thereby, minimizing law suits or regulatory violations, whilst, achieving and maintaining world class competitiveness in key human resource practice areas.

We undertake employment law audits which generally consists of two main parts:-

  • An evaluation of the organization's operational HR Policies, practices and processes with a focus on key HR department delivery areas e.g. recruiting-both internal and external, employee retention, compensation, employee benefits, performance managements, employee relations, training and development.
  • A review of current HR Indicators e.g. number of unfilled positions, the time it takes to fill a new position, turnover, employee satisfaction, internal grievances field, number of legal complaints absenteeism rates.

Types of Audits

There are several types of audits, and each is designed to accomplish different objectives. Some of the more common types are:-

  • Compliance-focuses on how well the organization is complying with current laws and regulations.
  • Best practices-helps the organization maintain or improve a competitive advantage by comparing its practices with those of companies identified as having exceptional HR practices.
  • Strategic-focuses on strengths and weaknesses of systems and processes to determine whether they align with the HR department’s and organization’s strategic plan.
  • Function-specific-focuses on a specific area in the HR function e.g. payroll, performance management and retention.