HR Process & Policy Audit Tool

Get HR Audit score to evaluate various aspects of your HR functions

Policies

Guidelines

Section A: Policies	Do you have Existing Policy?
Leave & Attendance Policy
Work From Home Policy
Overtime Policy
Data Security Policy
Performance Appraisal Policy
POSH (Prevention of Sexual Harassement) Policy
Diversity & Inclusion Policy
Employee Wellness Policy
Whistleblower Policy
Reimbursement Policy
Travel Policy
Employee Benefits Policy
Recruitment Policy
Transfer & Relocation Policy
Audit Score	Your HR Audit Score is 0

Section B: Guidelines	Do you have Existing Guidelines?
Company Culture Guidelines
Company Dress Code Guidelines
Health & Safety Guidelines
Audit Score	Your HR Audit Score is 0

Interpreting the HR Audit Score

The HR Audit Score is a performance degree that evaluates how well an organization’s HR function meets worldwide compliance requirements, strategic goals, and operational excellence.

It highlights qualities, risks, and areas for advancement in HR policies, practices, and documentation. This formalized evaluation helps data-driven choices to improve your HR capabilities and bring them in line with international best practices.

Types of HR Audits

HR audits can be planned agreeing to the scope of the organization, the size of the workforce, the geographical presence, and operational needs. Regardless of whether it is wide or specialized in its focus on specific HR functions, each review has a specific strategic use.

• Regulatory Compliance Review

This review ensures your HR policies comply with work legislation and labor regulations in each country you’re working in. It addresses key areas like working hours, minimum wage rate, anti-discrimination laws, wellbeing and security, and classification of employees (e.g., GDPR, FLSA, HSE, etc.)

• Benchmarking & Best Practices Assessment

Evaluates your HR practices against international best practices or global standards (such as SHRM, CIPD, ISO standards). This identifies performance gaps and innovation or modernization areas required to remain competitive.

• Strategic Alignment Audit

Checks if HR strategies align with your overall business strategy. It examines the inclusion of workforce planning, succession planning, and leadership development in long-term organizational objectives.

• Functional Deep-Dive Audit

Zooms in on specific domains such as talent acquisition, payroll, employee engagement, or L&D. This targeted audit gives actionable recommendations to enhance operational effectiveness in key HR functions.

Why Global HR Audits Are Essential

It is recommended to conduct HR audits at regular intervals to keep the organization out of legal issues, such as unethical acts or wrongful termination lawsuits. Yet they are important to measure HR success and failures.

Several points that highlight the importance are:

1. Optimize HR Service Delivery

An end-to-end review gives consistency within the delivery of major HR services like onboarding, conflict management, benefits management, and representative communication—resulting in a locked in and happy workforce.

2. Guarantee Global Regulatory Compliance

With changing employment legislation and differences in regulations across countries, a frequent audit shields your company from risk of non-compliance, penalties, or brand harm—particularly in multinational or remote-first operations.

3. Enhance Performance & Feedback Culture

Audits that evaluate performance management systems assist in gauging if feedback is timely, meaningful, and consistent. They reveal whether managers are developing employees or simply checking boxes—essential for development and retention.

4. Compete in Today's Talent Market

A complete audit of HR compensation and benefits define whether your salaries and wages are competitive in the market or not.The current workforce requests reasonable compensation, equitable benefits, and flexibility. An review helps in deciding if your pay structures, advantages, and policies are in line with global market expectations, not local ones.

A high HR Audit Score reflects a well-structured, compliant, and strategically aligned HR department. Whether you’re preparing for growth, entering new markets, or refining your internal processes, regular audits ensure your people operations are proactive—not reactive.

In a globalized world, auditing your HR function isn’t optional—it’s essential.