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How do you measure the impact and value of a HR project audit?

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A HR project audit is a systematic and objective assessment of a HR project's performance, outcomes, and alignment with the organization's goals and strategy. It can help you identify the strengths and weaknesses of your HR project, as well as the opportunities and threats for improvement and sustainability. In this article, we will guide you through the steps of conducting a HR project audit, from planning and preparation to data collection and analysis, and finally to reporting and action planning.

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1 Plan and prepare

The first step of conducting a HR project audit is to plan and prepare for the process. You need to define the scope, objectives, and criteria of the audit, as well as the roles and responsibilities of the audit team and the stakeholders. You also need to determine the timeline, budget, and resources for the audit, and communicate them clearly to everyone involved. Planning and preparation will help you ensure that the audit is relevant, feasible, and effective.

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Dan Schawbel

LinkedIn Top Voice, New York Times Bestselling Author, Managing Partner of Workplace Intelligence, Led 80+ Workplace Research Studies
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I would identify the goals and objectives of the audit, including what specific aspects of the HR project I want to examine, such as compliance with legal requirements or the effectiveness of HR policies and procedures. Next, I would determine the scope of the audit, including the timeframe, resources, and personnel needed to conduct the audit. This may involve coordinating with other departments or stakeholders, such as legal or finance, to ensure a comprehensive review. I would develop an audit plan that outlines the specific audit procedures and methodologies to be used, as well as the timeline for completing the audit.

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2 Collect data

The second step of conducting a HR project audit is to collect data from various sources and methods. You can use quantitative and qualitative data, such as surveys, interviews, focus groups, observations, documents, and reports, to gather information about the HR project's inputs, activities, outputs, outcomes, and impacts. You should use a mix of primary and secondary data, as well as triangulate the data from different sources and methods, to ensure the validity and reliability of the data.

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Dan Schawbel

LinkedIn Top Voice, New York Times Bestselling Author, Managing Partner of Workplace Intelligence, Led 80+ Workplace Research Studies
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I would begin by reviewing existing documentation and records, such as employee files, HR policies and procedures, and compliance reports. I would also conduct interviews with key stakeholders, including HR staff, managers, and employees, to gather additional information and insights. In addition, I may use quantitative methods, such as surveys or data analysis, to identify trends and patterns related to the HR project being audited. This may involve using HR software systems to extract and analyze data, such as employee turnover rates, training records, or performance metrics.

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3 Analyze data

The third step of conducting a HR project audit is to analyze the data that you have collected. You need to use appropriate tools and techniques, such as descriptive and inferential statistics, thematic analysis, SWOT analysis, and gap analysis, to examine the data and identify the patterns, trends, and gaps. You should compare the data with the audit criteria and the benchmarks, and evaluate the performance, outcomes, and alignment of the HR project. You should also identify the root causes, risks, and best practices of the HR project.

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4 Report findings

The fourth step of conducting a HR project audit is to report the findings of the data analysis. You need to prepare a clear, concise, and comprehensive audit report that summarizes the main findings, conclusions, and recommendations of the audit. You should use visual aids, such as charts, graphs, and tables, to illustrate the data and highlight the key points. You should also use a logical and coherent structure, such as introduction, background, methodology, results, discussion, and conclusion, to organize the report.

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5 Action plan

The fifth step of conducting a HR project audit is to develop an action plan based on the findings and recommendations of the audit report. You need to prioritize the actions, assign the responsibilities, set the deadlines, and allocate the resources for implementing the actions. You should also define the indicators, targets, and methods for monitoring and evaluating the progress and impact of the actions. You should involve the stakeholders and the audit team in the action planning process, and solicit their feedback and input.

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6 Follow up

The sixth and final step of conducting a HR project audit is to follow up on the action plan and the audit report. You need to communicate the action plan and the audit report to the stakeholders and the audit team, and ensure that they understand and agree on the actions and the expectations. You also need to monitor and evaluate the implementation and the outcomes of the actions, and report the results and the challenges to the stakeholders and the audit team. You should also review and update the action plan and the audit report as needed, and celebrate the achievements and the learnings of the HR project audit.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you measure the impact and value of a HR project audit?

1

2

3

4

5

6

7

1 Plan and prepare

2 Collect data

3 Analyze data

4 Report findings

5 Action plan

6 Follow up

7 Here’s what else to consider

Human Resources

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How do you measure the impact and value of a HR project audit?

1

2

3

4

5

6

7

1 Plan and prepare

2 Collect data

3 Analyze data

4 Report findings

5 Action plan

6 Follow up

7 Here’s what else to consider

Human Resources

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