At Artemis we take a combined approach to our human resource advisory services – we combine (where relevant) financial audit/ assurance and human resource review approaches to deliver business focussed recommendations.
We understand the importance of sales, revenues, cost, efficiencies and bottom lines to our clients and it is on this basis that we have structured our human resource audit services. Business leaders have come to understand the contribution that human resource plays in supporting business successes through efficiency and efficient use of resources including budgets and allocated monies.
Our approach to the human resource audit covers four key areas:
a) Payroll Audit
Review of internal controls and efficiency attraction points for payroll costs.
b) Manpower analytics
This involves placing the right number of people and the right kind of people at the right place, at the right time, doing the right things for which they are suited for the achievement of corporate goals.
Generally we would work towards understanding and reviewing amongst others the practices around the following:
- How the business deploys it staff
- The interrelationship between deployment and sales, revenues and costs
- The relationship between staff costs an annual budgets and expenditure
- What is the collective and individual revenue contribution of staff versus the revenue generated and in comparison with the staff costs?
c) Skills assessment
We would normally carry out a high level skills assessment of staff in key positions identified and agreed upon with the client. This activity largely entailed assessing staff against the stated requirements of their individual roles.
Our activities would include:
- Identifying education and professional backgrounds of staff holding selected positions
Documenting staff skills and past experiences etc. - Using the data and information gathered to assess the degree to which staff holding these positions match the relevant requirements of the positions that they currently hold.
- Giving high level recommendations on how to bridge any gaps identified and address any other upcoming issues e.g. highly skilled staff who may be allocated to low level positions
d) Review of the human resource department, its practices and staffing
This would normally entail reviewing current practices to confirm compliance with legal/ regulatory requirements, against good practices and corporate requirements.
Generally activities may include:
- Engaging the HR team which gives an opportunity to see if they clearly understand their role and also the gaps that exist (if any) between what their stakeholders expect and what they think their role is.
- Establishing pain points by identifying key stakeholders and engaging with them to understand and identify key problem areas including:
-stakeholders? - Understanding how key HR activities carried out, checking to confirm statutory/ legal compliance where relevant and making comparisons against good practice. Ideally we would review the following:
• Review the HR policies and procedures manual –
• Review personnel files against a good practice checklist that includes the requirements outlined in the Employment Act 2007.