HR Audit Example
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The HR internal audit objectives were to determine:
- Whether policies and procedures addressing activities of the PM process were developed and formally documented.
- Whether policies and procedures were adequate and were properly communicated to all OSFI managers and employees.
- Whether policies and procedures were applied as designed and consistently across the office.
- Potential areas for improvement, as appropriate.
Audit Approach
The scope of the audit included Performance Management process, including performance planning, monitoring, and reviewing as well as management oversight controls around the performance process. Excluded from the scope of this audit:
- “Rewarding Performance”
These include the following:
- Formally establishing a Policy to be complied with,
- Revisiting the “Guide” to ensure procedures and/or guidance including expectations, roles and responsibilities are appropriate, clear and formally established,
- Effectively communicating to all employees and line managers how the process works,
- Requiring mandatory training on performance management for all managers,
- Ensuring job descriptions are available for all positions, and o Incorporating employee learning and development plans into the performance management process..
- Observations and Recommendations, Continued
- Application of the Performance Management (PM) Policy Framework (Cont)
- Recommendation: In order to effectively implement the PM framework, we recommend:
- Management Oversight Performance Management requires a course of its own, which will allow for deeper learning, including specific training for the various steps in the process (i.e.. Audit Report on HR Performance Management 12 of 14 Office of the Superintendent of Financial Institutions
- A CS Audit Consulting Services A CS Appendix A – Performance Management Control Criteria Elements Components Governance:
- PM Policy Framework
- Governance:
- Management Oversight
- PM related policies and procedures exist and are appropriate, are regularly reviewed, assessed for quality, and are updated..
- Audit Report on HR Performance Management
- Office of the Superintendent of Financial Institutions Governance:
- Skills Development Training Components
- Control Processes:
- Application of the Policy Framework
- Risk Management A CS The organization provides employees with the necessary tools, training, resources and information to support the discharge of their responsibilities.. HR procedure in place to deal with employee performance issues ensures that: templates for progressive discipline.
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