Essentials of GCC Labour Laws course is designed to simplify, clarify, interpret and help organizations abide by the labor laws in the GCC region. It is, basically, labor law made simple. Labor law is essential to the human resources management function, yet it can be complicated and highly specialized. This 2-day interactive course will walk…View Details
Auditing HR Processes
Auditing HR Processes
Auditing HR Processes is a credibly practical and skill-based workshop that focuses on audit and systematic record keeping in small and large organizations. The training program outline is up to date and pertinent to marketplace requirements, thus catering well to all analytical prediction of training needs in the specified area.
It is vitally essential for HR to keep pace with the demands of dynamic business environments and legal frameworks. Unfortunately, many HR functions have evolved without being fully aware of these demands, and are either entirely reactive or are driven by their specialist outlook, not taking into consideration the imperative of supporting the organization, its business and its strategies.
Auditing HR Processes is used to highlight areas of weakness, areas that can be improved and even areas where there are no policies or procedures.
Employment law is also an ever-changing field and, to avoid costly litigation, your policies, procedures, and processes must reflect the law. The HR audit is an essential preventative strategy to ensure you remain legally compliant.
All work in human resources has a legal and a financial impact on the organization. As such, critical employees in human resources should ensure the integrity and accuracy of the data they use and the processes they follow in their departments. One way to ensure that this is happening is by auditing the human resources processes currently in place.
HR auditing process goes into the depths of an organization to find out where and why the problem occurs, or how to optimize human and mechanical resources. Service quality dimensions, productivity, and cost are revised to find clues for the better outcome. Different methods like self-auditing questionnaires are used which contain many questions related to organizational work.
Reviews of employees are entertained, their compatibility and devotion are checked. This course reveals the ideas and sequence which are required to improvise an organizational standard at every level.
This course is endorsed by HRCI.
You might be interested in other Human Resources Programs as a next step.
Please check accreditation here.
- COURSE TYPE ADVANCED
- COURSE NUMBER
- DURATION 5 Days
- COURSE ACCREDITED BY HRCI
YOU WILL LEARN HOW TO
This course is designed to help participants identify the critical areas of human resources that must be audited. It also allows participants decide on the questions to ask and in determining the minimum requirements to run processes in human resources efficiently.
This course helps you to minimize your cost of production and points out the flexible ways to maximize available supplies and human resources.
By the end of the course, participants will be able to:
Organize employee records and files in an effective manner
Identify areas of weaknesses in organizational processes related to recruitment and selection, employee records keeping, performance appraisal, and payroll
Create a plan of action to improve HR processes in their organization
Relate the importance of an efficient employee record keeping process to their organizational financial well being
Develop a detailed and accuracy-focused approach to human resources
IMPORTANT COURSE INFORMATION
By completing this Strategic Axis program which is approved by HRCI, participants will earn credit hours essential for maintaining the professional distinction of PHR®, SPHR® or GPHR®.
Participants who fully attend this course and complete the test on the last day will receive a Strategic Axis Professional Certificate (SAPC). SAPC certificates are regionally recognized and can be quite valuable when applying for more senior roles within the organization or outside.
Module 1: Human Resources Management (HRM)
Definitions and objectives of HRM
The main functions of HR
Examples of HR organization charts
The recruitment and selection cycle
The performance management cycle
The compensation and benefits cycle
Module 2: The Audit Process
History, Origin, and Definition
How to Conduct a Good Audit
Pitfalls to Watch Out For
Creating a Plan to Conduct an HR Audit
Module 3: Organizational Chart Audit
Identifying the Components of a Good Organization Chart
Conducting a Proper Analysis of your Organizationâ€™sCurrent Organization Chart
Identifying Areas of Improvement in the Existing Organization Chart
Developing Possible Improvements
Creating a Plan of Action for Implementing Improvements to Charts
Module 4: Recruitment and Selection Process Audit
Analyzing the Current Workforce Plan and Budget
Modifying Workforce Plan and Budget to Include the Important Elements
Reviewing the Current Recruitment and Hiring Process as per the Companyâ€™s HR Policy
Analyzing and Improving the Joining Formalities of New Employees
Creating a Proper New Joiners File
The Induction Process
Module 5: Employee Administration Process Audit
Reviewing and Developing the Probation Period Administration Process
Reviewing and Developing the Staff Performance Appraisal Process
Maintaining a Proper Leave Record and Leave Administration Process
Auditing and Improving the Current Payroll Administration Process Including Overtime Management
Ensuring Correct Calculation of Severance Pay
Ensuring Compliance with Pension Fund Regulations
Module 6: Computer-Based Data Management System Audit
Evaluating Current Methodology for Maintaining Soft Employee Data
Ensuring Soft Data Matches Employee Personnel Files
Identifying Best Approach to Maintaining Employee Soft Records
Module 7: Statutory Compliance Audit
Verifying Employee Records and HR Process Compliance with Labor Law
Checking Visa and Local Sponsorship Process Compliance
In The Classroom
Private Team Training
Indiviual Private Session
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