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Human Resources A


Auditing


Reviewing your employment practices is important to ensure proper compliance and the effective use of your company’s human resources. CAROL SENOUR, BREMEN CASTINGS INC., BREMEN, INDIANA


uditing your human resources (HR) depart- ment is not an


attention grabbing task that compels action, but a necessary best practice to routinely perform a study of how this department functions. As a depart- ment, human resources is subject to compliance with a number of laws and regulations. Failure to comply can result in fines and penalties. With the vast amount of paperwork, it is easy to miss dotting one “i” or crossing one


24 | MODERN CASTING April 2013


“t.” Because fines are a matter of public record, this can be a black mark on the organization within the community or with prospective employees. Often, professionals delegate tasks down to others and assume things are being done correctly; auditing assures it is being done correctly or identifies training opportunities. As positions within the HR department change, tribal knowledge is not always passed from person to person. Auditing ensures effective utilization of the organization’s human resources


and gives management confidence the company is in compliance. It also can identify strengths and weaknesses, providing a baseline for future audits. A thorough audit will leave no stone unturned, starting with recruitment and selection, where all hiring and promo- tions begin. Next, the audit moves into policies and procedures, assuring recent changes have been incorporated into handout materials. Most recent legal posters should be in plain view of employees and, as laws change, posters must be updated. Personnel files must


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