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Review of Personnel Policies

In review of personal polices, several functions of Human resources department are reviewed. This review is more than just looking at personnel files to make sure they’re complete and consistent with applicable laws and legislation pertaining to employment practices. In personal policies review it is ascertained whether human resources function is supporting the company philosophy, mission and values.

A. Review of Employee Relations

The employee relations area of human resources is typically responsible for addressing employee concerns, designing and analyzing employee opinion surveys, assisting HR leadership with monitoring the performance management system, and representing the company in matters involving claims pertaining to unemployment compensation and unfair employment practices. An review of these functions includes reviewing the level of employee satisfaction. Employee satisfaction can be measured by turnover rate; number of employee complaints filed and resolved, the status of action plans from recent employee opinion surveys, and the effectiveness of performance management system.

B. Review of Safety and Risk Management

The goal of HR department’s safety and risk management program is to create and maintain a safe work environment. Auditing safety and risk management function goes beyond merely assessing adherence to company occupational health safety policy, however it includes assessing employee participation in maintaining a safe work environment, measuring the effectiveness of safety training to reduce the number of workplace injuries, and providing training related to workplace violence, actions of disgruntled employees and civil unrest.

C. Review of Compensation and Benefits

Reviewing compensation and benefits begins with an analysis of compensation practices — review the employee survey to get sure that organisation’s pay practices are appropriate for each job group, as competitive as possible for geographic area and the industry, and, importantly, the pay practices must be fair. Reviewing compensation plans takes time to complete; based on the size of the workforce. This part of your person policy review may be more effectively outsourced than conducting the analyses in-house.

D. Recruitment and Selection

Organization’s recruitment and selection process shapes part of company’s reputation. Reviewing human resources employment function involves a review of the way applicants are received. An review should reveal how knowledgeable the engaged employment specialists are concerning organizational structure, positions within each department, and fair employment practices in recruiting and hiring candidates.

E. HR Departmental Practices

In addition to auditing specific areas of human resources department, review of HR function in its totality and in relationship to other departments is also required. An ineffective HR programs can undermine an organization’s ability to achieve its mission by stunting its competitiveness in the labor market, increasing unjustified financial costs, and putting the organization at risk for lawsuits or regulatory inquiries due to non-compliance or misconduct.

The document Review of Personnel Policies - Review of Internal Control, Auditing & Secretarial Practice | Auditing and Secretarial Practice - B Com is a part of the B Com Course Auditing and Secretarial Practice.
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FAQs on Review of Personnel Policies - Review of Internal Control, Auditing & Secretarial Practice - Auditing and Secretarial Practice - B Com

1. What are personnel policies and why are they important in a company?
Ans. Personnel policies refer to a set of guidelines and rules established by a company to govern the behavior, rights, and responsibilities of its employees. These policies are important as they provide clarity and consistency in managing employee behavior, ensuring fair treatment and equal opportunities, promoting a positive work environment, and protecting the rights and interests of both the employees and the organization.
2. What is the role of internal control in personnel policies?
Ans. Internal control plays a crucial role in personnel policies by ensuring that the established guidelines and rules are effectively implemented and followed throughout the organization. It helps to identify and mitigate risks associated with personnel management, such as fraud, errors, non-compliance with regulations, and unauthorized access to sensitive employee information. By implementing internal control measures, organizations can enhance the effectiveness and efficiency of their personnel policies, leading to better management of human resources.
3. How does auditing contribute to the effectiveness of personnel policies?
Ans. Auditing plays a significant role in evaluating and assessing the effectiveness of personnel policies within an organization. It involves an independent and systematic examination of the policies, procedures, and practices related to personnel management to ensure compliance, identify areas for improvement, and detect any irregularities or non-compliance. Through auditing, organizations can identify gaps or weaknesses in their personnel policies and take corrective actions to enhance their effectiveness, thereby ensuring a fair and conducive work environment for employees.
4. What is the relevance of secretarial practice in personnel policies?
Ans. Secretarial practice is relevant in personnel policies as it involves the administrative tasks related to managing and documenting various personnel-related processes and procedures. Secretaries play a vital role in maintaining employee records, preparing documentation for hiring, promoting, or terminating employees, handling employee grievances, and ensuring compliance with legal and regulatory requirements. Their expertise in secretarial practice ensures that personnel policies are accurately executed, documented, and maintained, contributing to the overall effectiveness of the policies.
5. How can companies ensure that their personnel policies are up to date with changing laws and regulations?
Ans. To ensure that personnel policies are up to date with changing laws and regulations, companies can adopt the following practices: 1. Regularly review and monitor changes in relevant laws and regulations. 2. Seek legal advice or consult with experts to interpret and understand the implications of new laws. 3. Update personnel policies accordingly to align with the new legal requirements. 4. Communicate and train employees on any policy changes to ensure compliance. 5. Establish a system for ongoing monitoring and revision of policies to adapt to future changes in laws and regulations. By implementing these practices, companies can ensure that their personnel policies remain compliant and provide a framework that supports a legally sound and fair work environment.
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