Auditing the HR Function
Kelli W. Vito, SPHR, CCP
KV Consulting
Why Conduct an HR Audit?
Routine check-up (uncover any
conditions you may have and set up a
treatment plan)
 Determine how you can best align HR
operations with organizational goals
 Ensure compliance with federal and
state regulations

Aspects of HR Audit
Strategic
Functions
Compliance
Issues
HR Emerging Issues
Executive management ethics
 Skyrocketing healthcare costs
 HR outsourcing
 Baby boomer exodus – labor shortage,
aging and diverse workforce
 Knowledge work – managing
knowledge workers

Typically Out of Scope
Payroll
 Safety and Health
 Workers Compensation
 Retirement Plans
 Health Insurance Plans
 Deferred Compensation Programs
 Unemployment

HR Department Basics
HR Department Basics
Strategic
Management
Department
Structure &
Staff
Competencies
HR Facilities
HR
Technology &
Information
Control
Strategic Management
 Strategic
Plan
 Operational Plan
 HR Performance Management
 HR Budget
 Legislative/Regulatory Environment
Key Administrative Advisors
Chief HR
Officer
Chief
Information
Officer
Technology resources
People resources
Agency
Head
Chief
Financial
Officer
Monetary resources
HR is Strategic Partner when:

HR leader has/is:




strong knowledge of HR roles and functions,
business strategy and operations
perceived as a credible advisor by his/her peers and
executive management.
Top HR position is organizationally on the same
level as other program directors and
administrative directors
HR Dept. is viewed as approachable and
trusted to provide accurate information.
HR is Strategic Partner when:



HR Dept. is part of a network of HR Depts. in
peer organizations that share experiences,
strategize regarding common problems, and
stay abreast of latest HR trends and
developments.
Strategic HR plan is closely linked to overall
strategic plan.
Performance assessment of HR programs,
including key metrics, is routinely completed.
Department Structure & Staff
Competencies
 HR
Organizational Chart
 HR Staff Competencies
HR Competencies
Cultural &
Change
Steward
Business
Ally
Talent
Manager
Credible
Activist
Operations
Executor
Strategy
Architect
HR Facilities
Physical facilities of the HR department
 Reception of job candidates
 Legal and other employment notices
 Private areas for interviews and
employee consultations
 HR convenient to employees
 Easy access to HR employee for
questions

HR Technology & Information
Control
HRIS
 Information Management Processes

Key HR Risk Areas
Key HR Risk Areas
Workforce Planning & Employment
HR Development
Total Rewards
Employee & Labor Relations
Risk Management
Workforce Planning &
Employment
Workforce Needs Determination
 Organizational Design
 Recruiting Programs
 Selection Process
 Contractor Management
 Succession Planning
 Turnover and Employee Relations
 Regulations Compliance
 Fraud

HR Development
Training Needs Assessment
 New Employee Training
 Technical Training
 Supervisory Training
 Training Assessment
 Employee Coaching
 Performance Appraisal
 Counseling
 Discipline

Total Rewards
Compensation Philosophy
 Job Documentation
 Market Analysis
 Salary Structure Development
 Job Evaluation
 Salary Administration
 FLSA Determination & Overtime
 Benefits Administration
 Payroll

Employee & Labor Relations
Policies and Procedures
 Employee Attitude Surveys
 Employment Records
 Employee Compliant and Grievance
Process
 Labor Relations

Risk Management

Safety & Health
Outsourcing and Co-sourcing
Needs Assessment
 Vendor Selection Process
 Vendor Management

KV Consulting
Kelli W. Vito, SPHR, CCP
kelli.vito@kvconsulting.net
512-293-4678