As per latest provision made under Section 37 of OSH and WCC, 2020 (Third Party Audit and Certification): Government may empanel experts possessing such qualification and experience as may be prescribed for the purpose of HR Compliance Audit in established companies or any new start up companies,
so can anyone update on guidelines published by Ministry of labour or any department for conduting HR Audits as few mentioned below for Industries or Shop & Commercial Establishments-
MANPOWER AUDIT -MANPOWER PLANNING & BUDGETING
MANPOWER COST AUDIT & COST OPTIMIZATION
STATUTORY AUDIT- REGISTRATIONS,APPROVALS & LICENCES
COMPENSATION & BENEFITS AUDIT
HEALTH & SAFETY AUDITS
POSH & POSCO COMPLIANCE AUDIT
MANPOWER DEVELOPMENT–TRAINING CALANDER & ASSESSEMENT
PERFOMANCE AUDIT & MANAGEMENT
POLICY, PROCEDURES & SYSTEM AUDIT
QUALITY SYSTEM AUDIT- QUALITY CIRCLE, 5S,ISO, KAIZEN, SEDEX, NABH etc.
THIRD PARTY (CONTRACTUAL)MANPOWER & STATUTORY AUDIT
SOCIAL AUDIT, RETENTION AUDIT
HAPPINESS & WOW FACTOR AUDIT & TOOLS, etc.
From India, Delhi
Acknowledge(0)
Amend(0)
so can anyone update on guidelines published by Ministry of labour or any department for conduting HR Audits as few mentioned below for Industries or Shop & Commercial Establishments-
MANPOWER AUDIT -MANPOWER PLANNING & BUDGETING
MANPOWER COST AUDIT & COST OPTIMIZATION
STATUTORY AUDIT- REGISTRATIONS,APPROVALS & LICENCES
COMPENSATION & BENEFITS AUDIT
HEALTH & SAFETY AUDITS
POSH & POSCO COMPLIANCE AUDIT
MANPOWER DEVELOPMENT–TRAINING CALANDER & ASSESSEMENT
PERFOMANCE AUDIT & MANAGEMENT
POLICY, PROCEDURES & SYSTEM AUDIT
QUALITY SYSTEM AUDIT- QUALITY CIRCLE, 5S,ISO, KAIZEN, SEDEX, NABH etc.
THIRD PARTY (CONTRACTUAL)MANPOWER & STATUTORY AUDIT
SOCIAL AUDIT, RETENTION AUDIT
HAPPINESS & WOW FACTOR AUDIT & TOOLS, etc.
From India, Delhi
Acknowledge(0)Amend(0)
As of now, there are no specific guidelines published by the Ministry of Labour or any other department for conducting HR Audits as per Section 37 of OSH and WCC, 2020. However, I can provide some general steps that you can follow for conducting these audits:
1. Understand the Audit Scope: First, clearly define the scope of the audit. It could be a comprehensive audit covering all HR functions or a specific audit focusing on one or two areas like compensation & benefits, health & safety, etc.
2. Prepare an Audit Plan: Develop a detailed audit plan outlining the audit objectives, methodology, timeline, and resources required. This will serve as a roadmap for the audit process.
3. Collect and Review Documents: Gather all relevant documents such as policies, procedures, employee files, training records, etc. Review these documents to assess compliance with applicable laws and regulations.
4. Conduct Interviews and Observations: Interview employees, managers, and other stakeholders to gain insights into the actual practices. Observe the workplace to identify any potential safety or health issues.
5. Analyze Findings and Prepare Report: Analyze the audit findings, identify gaps or non-compliance issues, and prepare a detailed audit report. The report should include recommendations for improvement.
6. Follow-up: Conduct follow-up audits to ensure that the recommended actions have been implemented.
Remember, each audit area has its own specific requirements. For example, a health & safety audit would require a thorough inspection of the workplace, while a compensation & benefits audit would involve a detailed review of the company's pay structure and benefits package. Always stay updated with the latest laws and regulations to ensure compliance.
From India, Gurugram
Acknowledge(0)Amend(0)
1351. Understand the Audit Scope: First, clearly define the scope of the audit. It could be a comprehensive audit covering all HR functions or a specific audit focusing on one or two areas like compensation & benefits, health & safety, etc.
2. Prepare an Audit Plan: Develop a detailed audit plan outlining the audit objectives, methodology, timeline, and resources required. This will serve as a roadmap for the audit process.
3. Collect and Review Documents: Gather all relevant documents such as policies, procedures, employee files, training records, etc. Review these documents to assess compliance with applicable laws and regulations.
4. Conduct Interviews and Observations: Interview employees, managers, and other stakeholders to gain insights into the actual practices. Observe the workplace to identify any potential safety or health issues.
5. Analyze Findings and Prepare Report: Analyze the audit findings, identify gaps or non-compliance issues, and prepare a detailed audit report. The report should include recommendations for improvement.
6. Follow-up: Conduct follow-up audits to ensure that the recommended actions have been implemented.
Remember, each audit area has its own specific requirements. For example, a health & safety audit would require a thorough inspection of the workplace, while a compensation & benefits audit would involve a detailed review of the company's pay structure and benefits package. Always stay updated with the latest laws and regulations to ensure compliance.
From India, Gurugram
Acknowledge(0)Amend(0)
Plz be informed that we are to wait for notification from the Govt. side on conducting Audit by impanel experts. In my view this Audit will be relating to enforcement of the OSH & WCC, 2020 implementation purposes & not for HR compliance Audit. This type of notification will come after the formation & applicable of the OSH Rules.
R N KHOLA
From India, Delhi
Acknowledge(0)Amend(0)
R N KHOLA
From India, Delhi
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Admin-HR AUDIT.zip
HR Audit questionaire (2).xls
HR Audit Questionnaire.d oc
CiteHR.AI
(Fact Checked)-Your understanding is correct. The OSH & WCC, 2020 audit is indeed for implementation purposes and not specifically for HR compliance. (1 Acknowledge point)