HR audit
Being inside the company, it is impossible to conduct an independent review of documents, identify possible problems and predict potential risks in relations with employees. That is why we strongly recommend conducting an HR audit with the participation of an external firm. This guarantees the objectivity and accuracy of the audit results.
The main goal of an HR audit is to diagnose your company's HR policy and assess its impact on tactical and strategic management. PFP Agency specialists develop a set of measures aimed at eliminating the identified shortcomings and improving the efficiency of HR management.
A well-conducted HR audit increases the overall productivity and competitiveness of your company. It helps to boost employee morale and motivation, which has a direct impact on their performance and contribution to business development.
The information obtained is compared with industry averages, standards and figures for previous periods. The customer receives a complete overview of the state of the staff, fulfilment of labour obligations, problems in management and HR policy of the company.
HR audit is becoming an essential tool in assessing the quality of staff and the correctness of the documentation of labour relations. It is especially valuable when it comes to restructuring or transforming a business, conducting mergers and acquisitions, objectively assessing the potential of employees or identifying their strengths and weaknesses. HR audit from PFP Agency provides a transparent and objective analysis of employees from a third party, which helps companies make the right decisions in the field of HR management.
A well-conducted HR audit increases the overall productivity and competitiveness of your company. It helps to boost employee morale and motivation, which has a direct impact on their performance and contribution to business development.
The information obtained is compared with industry averages, standards and figures for previous periods. The customer receives a complete overview of the state of the staff, fulfilment of labour obligations, problems in management and HR policy of the company.
HR audit is becoming an essential tool in assessing the quality of staff and the correctness of the documentation of labour relations. It is especially valuable when it comes to restructuring or transforming a business, conducting mergers and acquisitions, objectively assessing the potential of employees or identifying their strengths and weaknesses. HR audit from PFP Agency provides a transparent and objective analysis of employees from a third party, which helps companies make the right decisions in the field of HR management.
1. Planning.
At this stage, the goals and objectives of the HR audit are defined, a team is formed, and a plan and methodology for conducting the audit are developed. Sources of information, timeframes and resources required for the audit are determined.
2. Collection of information.
The necessary information on HR policies, procedures, documents, HR systems, standards and processes is collected. The data can be obtained by analysing documentation, interviewing employees and managers, as well as conducting questionnaires and observations.
3. Data analysis.
The information obtained is analysed using various methods and tools, such as SWOT analysis, benchmarking, process and productivity assessment, employee competency analysis, and others. The purpose of the analysis is to identify strengths, weaknesses, problems and potential in HR management.
4. Assessment of staff performance.
Employee performance is assessed using various tools, such as performance appraisals, competency analysis, interviews or questionnaires. The purpose of the assessment is to determine the skills, potential and needs of employees, as well as to identify problems and recommendations for their solution.
5. Analysis of the HR management system.
Our experts analyse the systems of recruitment, training and development, remuneration and motivation, performance evaluation and other HR management processes. The purpose of the analysis is to determine the effectiveness of these systems.
At this stage, the goals and objectives of the HR audit are defined, a team is formed, and a plan and methodology for conducting the audit are developed. Sources of information, timeframes and resources required for the audit are determined.
2. Collection of information.
The necessary information on HR policies, procedures, documents, HR systems, standards and processes is collected. The data can be obtained by analysing documentation, interviewing employees and managers, as well as conducting questionnaires and observations.
3. Data analysis.
The information obtained is analysed using various methods and tools, such as SWOT analysis, benchmarking, process and productivity assessment, employee competency analysis, and others. The purpose of the analysis is to identify strengths, weaknesses, problems and potential in HR management.
4. Assessment of staff performance.
Employee performance is assessed using various tools, such as performance appraisals, competency analysis, interviews or questionnaires. The purpose of the assessment is to determine the skills, potential and needs of employees, as well as to identify problems and recommendations for their solution.
5. Analysis of the HR management system.
Our experts analyse the systems of recruitment, training and development, remuneration and motivation, performance evaluation and other HR management processes. The purpose of the analysis is to determine the effectiveness of these systems.
HR audit from PFP Agency
6. Identify stakeholder needs and expectations.
The needs and expectations of various stakeholders, such as management, employees, customers and even external regulators, are examined. Identifying these needs and expectations helps to better guide the audit process and ensure that the interests of all stakeholders are taken into account.
7. Comparison with requirements and standards.
The results of the audit are compared with the requirements and standards set by the industry or legislation. This helps to identify discrepancies and inconsistencies, as well as to determine the extent to which the company complies with accepted practices and standards.
The needs and expectations of various stakeholders, such as management, employees, customers and even external regulators, are examined. Identifying these needs and expectations helps to better guide the audit process and ensure that the interests of all stakeholders are taken into account.
7. Comparison with requirements and standards.
The results of the audit are compared with the requirements and standards set by the industry or legislation. This helps to identify discrepancies and inconsistencies, as well as to determine the extent to which the company complies with accepted practices and standards.
8. Formulation of recommendations and action plan.
Based on the analysis and assessment, specific recommendations and an action plan are developed. The recommendations may include proposals for improving HR processes, introducing new methods of HR management, training and development of employees, as well as creating an effective motivation and remuneration system.
9. Implementation and monitoring.
The last stage is the implementation of the proposed recommendations and action plan. Implementation may include changes in HR policies, procedures, HR systems and other aspects. Our experts do not just create paperwork, we help to implement all the proposed recommendations and achieve the desired results. After implementation, it is necessary to monitor and evaluate the results. This is an integral part of making sure that the measures taken are effective and, if necessary, making the necessary adjustments.
HR audit helps to improve human resources management, increase productivity and competitiveness, and minimise the risks associated with labour relations and employment contracts. Turning to PFP Agency guarantees the objectivity and accuracy of the audit, allowing companies to receive in-depth analysis and recommendations for improving their HR policies.
Based on the analysis and assessment, specific recommendations and an action plan are developed. The recommendations may include proposals for improving HR processes, introducing new methods of HR management, training and development of employees, as well as creating an effective motivation and remuneration system.
9. Implementation and monitoring.
The last stage is the implementation of the proposed recommendations and action plan. Implementation may include changes in HR policies, procedures, HR systems and other aspects. Our experts do not just create paperwork, we help to implement all the proposed recommendations and achieve the desired results. After implementation, it is necessary to monitor and evaluate the results. This is an integral part of making sure that the measures taken are effective and, if necessary, making the necessary adjustments.
HR audit helps to improve human resources management, increase productivity and competitiveness, and minimise the risks associated with labour relations and employment contracts. Turning to PFP Agency guarantees the objectivity and accuracy of the audit, allowing companies to receive in-depth analysis and recommendations for improving their HR policies.
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