HR Function Audit Checklist

Recruitment & Selection

• Are there job descriptions for each position within the organization?
• Are all job descriptions up to date?
• Are current employees made aware of job openings within the organization?
• Does the company use job advertisements?
• Are applicants required to complete application forms for open positions?
• Do application forms refrain from asking information about prohibited grounds?
• Are unsuccessful candidates notified?
• Is there a standard offer letter?
• Is there a standard contract? Has it been checked by a lawyer?
• Are all new hires reported to the CRA?
• Are the references for job applicants checked?
• Is attrition/turnover monitored?
• Is the cost per new hire being calculated?
• Are hiring costs within budget?
• Is training provided for those who conduct interviews?

New Employees

• Our workplace policies and procedures reviewed with all new hires?
• Are company policies and procedures applicable to the work environment?
• Are all policies and procedures communicated and enforced?
• Is there an employee handbook?
• Is the employee handbook specific to your workplace?
• Is there an orientation or onboarding policy?
• Are new hires provided an orientation?
• Are new hires introduced to other employees, including management?
• Are new hires trained appropriately for their job?

Training & Development

• Are employees provided training for new processes and procedures required to complete their job duties?
• Are employees provided with opportunities to develop their existing skills?
• Are employees evaluated after completion of training programs?
• Our training initiatives within budget?
• How are managers and supervisors trained and prepared for their roles?

Health & Wellness & Safety

• Are all employees provided with Health & Safety training?
• Are all employees provided with emergency numbers, human rights commission, and labor board information?
• Are employees encouraged to promptly report incidents, and suggest ways to reduce or eliminate risks?
• Are workplace injuries, near misses and accidents being reported, documented, and investigated?
• Our employees’ worker’s compensation files kept secure and separate from their employee files?
• Is regular contact made with employees out on workers’ compensation?
• Is there a Health & Safety Policy in place, and is it updated on an annual basis?
• Is there an effective Return to Work Policy and Procedure in place?
• Is the Health & Safety Policy posted in a conspicuous place and signed by the head of the organization?
• Are there first aid stations with posted first aid regulations?
• Are emergency evacuation plans and procedures established?
• Are measures in place to prevent intruders from entering the grounds or buildings?
• Is bright, effective lighting installed indoors and outdoors?
• Is there a Health & Safety committee established?
• Are workplace inspections conducted monthly and documented?
• Are workplace inspections documents reviewed and signed by management?
• Is there a policy on discrimination and harassment?
• Is there an established wellness program?
• Is the office and building infrastructure accessible to disabled employees?

Compensation

• Is there a formal pay structure?
• Is the pay structure reviewed regularly?
• Is there documentation pertaining to hours worked?
• Has the compensation plan been communicated to all employees?
• Are the appropriate payroll deductions being made?
• Are employees paid on time, and is pay free from discrepancies?
• Does the compensation structure adhere to employment standards?
• Are there procedures developed pertaining to paid time off (vacation, stat holidays, etc.)?

Benefits

• Are there incentives in place?
• Is there a benefit plan in place?
• Are employees aware of the details of their benefit plans and incentives?
• Who administers the benefits?
• Is the employee’s health care information kept in a private, confidential location?
• Is there a recognition program in place?

Performance Management

• Is there a performance management policy in place?
• Is the effectiveness of the performance management practices reviewed on a regular basis?
• Is the quality and quantity of work evaluated?
• Is there a correlation between performance and compensation?
• Is there a process for employees to lodge complaints?
• Is there a whistleblower policy?

Attendance Management

• Is there an attendance management program?
• Is there an effective leave policy in place?
• Are workweeks identified and defined?
• Our full-time and part-time hours defined?
• Are shifts defined?

Recordkeeping and Documentation

• Are employee files up to date and retained for the appropriate length of time?
• Is employee information kept confidential?
• Are records of all training (i.e. Health & Safety) received, maintained, and updated?

Administration

• Do the goals of the Human Resources department align with those of the organization?
• Our hours of work established for each role within the organization (including full-time and part-time)?
• Is there open communication to and from the HR department?

Termination of Employment

• Are exit interviews conducted?
• Is the information garnered through
• Is there a progressive discipline policy in place?
• Is this policy communicated to all employees?
• Do terminations adhere to employment standards with respect to notice, termination pay, etc.?

Management

• Are HR goals in line with those of the organization?
• Is there open communication to and from the HR department?
• Is the HR department/manager/leader at the same pay level as other senior executives?
• Is the HR department/manager/leader consulted by the other senior executives during the planning
• Are all supervisors and managers trained in all HR policies (discrimination, harassment, health, safety, etc.)
• Is there a talent management plan in place?