Respected Seniors,
I am working in a public hospital as an Assistant Hospital Administrator. I would like to know:
1) How beneficial is an HR audit in the hospital industry?
2) What parameters should be considered while conducting an HR audit?
3) What should be the frequency of such an audit?
4) Also, does an HR audit cover a checkpoint on manpower planning as well?
5) Are there financial benefits as well to conducting such an audit?
Kindly guide me so that I can implement it in my organization if feasible.
From India, Delhi
Acknowledge(0)
Amend(0)
I am working in a public hospital as an Assistant Hospital Administrator. I would like to know:
1) How beneficial is an HR audit in the hospital industry?
2) What parameters should be considered while conducting an HR audit?
3) What should be the frequency of such an audit?
4) Also, does an HR audit cover a checkpoint on manpower planning as well?
5) Are there financial benefits as well to conducting such an audit?
Kindly guide me so that I can implement it in my organization if feasible.
From India, Delhi
Acknowledge(0)Amend(0)
Hi Rashe,
By conducting HR audits, you can develop your system or streamline your current process.
First of all, you can audit yourself on the below-mentioned topics:
1) Manpower planning & estimated budget for positions.
2) Check whether critical positions are filled up on time or not.
3) Negotiations & reference checks of new entrants.
4) Find out the attrition rate & check what is the main reason for attrition.
5) Check whether each entrant coming for an interview & employees' personal information is entered in the database or not. Organizational hierarchical structure.
6) Leave administration (checking whether employees' PL, CL & SL are allotted or not, noting unauthorized absences of employees) & Time management (checking on intime & outtime of employees).
7) Payroll inspection like salary statement inspection on each & every component like Basic, HRA, Special Allowances, Conveyances & Other Allowances are given appropriately or not.
8) Auditing on employee benefits provided such as canteen facility, transportation, Medclaim Policy, Accidental Policy, ESIC Coverage, guiding & educating employees regarding ESIC benefit.
9) Maintaining a regular record of employees eligible for gratuity. Checking on the bonus-related issues such as bookkeeping & register maintenance.
10) Confirmation & performance appraisal of employees. Preparing a chart & drawing a pie diagram.
11) Check whether we have an HR policy. If not, it needs to be prepared.
12) Tracing habitual latecomers, early leavers, or irregular attendance.
13) Check whether all employees have filled out the exit formalities form or not.
14) Making a list of resigning employees.
15) Check whether all new entrants complete their medical reports or not.
So, like this, we can make many more points, but at least accomplish a few of them.
Regards,
Vinay Kumar
From India, Hyderabad
Acknowledge(0)Amend(0)
17By conducting HR audits, you can develop your system or streamline your current process.
First of all, you can audit yourself on the below-mentioned topics:
1) Manpower planning & estimated budget for positions.
2) Check whether critical positions are filled up on time or not.
3) Negotiations & reference checks of new entrants.
4) Find out the attrition rate & check what is the main reason for attrition.
5) Check whether each entrant coming for an interview & employees' personal information is entered in the database or not. Organizational hierarchical structure.
6) Leave administration (checking whether employees' PL, CL & SL are allotted or not, noting unauthorized absences of employees) & Time management (checking on intime & outtime of employees).
7) Payroll inspection like salary statement inspection on each & every component like Basic, HRA, Special Allowances, Conveyances & Other Allowances are given appropriately or not.
8) Auditing on employee benefits provided such as canteen facility, transportation, Medclaim Policy, Accidental Policy, ESIC Coverage, guiding & educating employees regarding ESIC benefit.
9) Maintaining a regular record of employees eligible for gratuity. Checking on the bonus-related issues such as bookkeeping & register maintenance.
10) Confirmation & performance appraisal of employees. Preparing a chart & drawing a pie diagram.
11) Check whether we have an HR policy. If not, it needs to be prepared.
12) Tracing habitual latecomers, early leavers, or irregular attendance.
13) Check whether all employees have filled out the exit formalities form or not.
14) Making a list of resigning employees.
15) Check whether all new entrants complete their medical reports or not.
So, like this, we can make many more points, but at least accomplish a few of them.
Regards,
Vinay Kumar
From India, Hyderabad
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
Admin-HR AUDIT.zip
HR Audit questionaire (2).xls
HR Audit Questionnaire.d oc