“Train people well enough so they can leave. Treat them well enough so they don’t want to.” — Sir Richard Branson

Modern HR audits don’t focus solely on compliance and documentation. Policies may look flawless on paper, but if they are not effectively communicated or adhered to, they can lead to serious issues within the workplace.

In this lesson, we will shift our perspective from a purely business-centric view to one that prioritizes the human experience.

Shifting Focus

As an auditor, you’ll need to adjust your questions and checklists to gain deeper insights into employee experiences.

This means first converting your policy and document-centric questions and checklists into experience-focused ones.

Here are a few examples to guide you:

Recruitment

  • Records audit question: Are job descriptions up-to-date and compliant with legal standards?
  • Experience-focused question: How do employees feel about the clarity and accuracy of the job descriptions they applied for? Did they reflect the actual role?

Onboarding

  • Records audit question: Is there a formal onboarding process documented?
  • Experience-focused question: How would you describe your onboarding experience? What aspects helped you feel welcomed and prepared for your role?

Training and Development

  • Records audit question: Are training programs documented and regularly updated?
  • Experience-focused question: Have you found the training programs helpful for your professional growth? What additional support or resources would enhance your learning?

Performance Management

  • Records audit question: Is there a performance appraisal system in place that follows company policy?
  • Experience-focused question: How do you perceive the performance review process? Do you feel it accurately reflects your contributions and supports your development?

Employee Relations

  • Records audit question: Are grievance procedures documented and accessible?
  • Experience-focused question: Have you ever felt comfortable voicing concerns or grievances? What could improve your confidence in addressing issues?

Compensation and Benefits

  • Records audit question: Are compensation policies compliant with industry standards?
  • Experience-focused question: How satisfied are you with your compensation and benefits? Do you feel they align with your contributions and industry benchmarks?

Gathering Feedback

Next, to get answers for these questions, you’ll have to incorporate some extra tools into your audit process:

  • One-on-one interviews: allow you to engage directly with employees, fostering open dialogue about their experiences with HR policies.
  • Surveys and questionnaires: reach a larger audience and collect quantitative data on employee perceptions and experiences related to HR policies.
  • Focus groups: encourage joint discussions and can uncover insights that individual interviews might miss.

HR Functions Audit Best Practices

As auditors delve into employee personal experiences, maintaining confidentiality and respect is a must.

  • Before conducting interviews or surveys, inform participants about the purpose of the audit and how their data will be used.
  • Reinforce a culture where employees feel safe to speak up without fear of retaliation. Communicate this policy clearly before starting the audit process.
  • Implement strict data protection measures to safeguard personal information collected during the audit.