HRIS Audits

Two different types of Audits to help you get the Best out of your HRIS investment.

HRIS Sys Audit

Why it doesn’t work? Why do I have so much paperwork lying around in HR? Why does a simple claim take ages to process? Need Answers and Resolutions? (br) HRIS Systems Audit will review, validate your HR system in-context of your HR Department and your HR Policies and provide you with right answers. HRIS Systems Audit will review your current system usage and provide in-depth analysis around:

  • ➢ Transactional Data – Is it setup correctly? Do I have too much junk? Is all my Data rightly defined and interlinked?
  • ➢ Master Data – Does it reflect my company/business? Do I have right controls for Master Data maintenance? Have I defined Master Data Entities correctly so they support my business functions?
  • ➢ Customisations – What do I have? Are they upgrade compatible and secure? Can I get rid of some or combine? Do I need some to reduce paper-work?
  • ➢ Roles & Access Controls – Do Right People have Access to Right Data and Functions? Have I got Access Leaks? Do my Access Roles match/support Business Roles?
  • ➢ Reporting – How do I reduce Ad-Hoc reports?
  • ➢ User Experience and User Support Network – Do I have enough documentation to support users? What do users think and would change in the system? What can I do to increase usability & usage?
  • ➢ Knowledge – Documentation & Retention

PPT Audit

An HR system is always a delicate balance as it’s vital yet it’s supporting a cost centre so you need to invest just right to reap maximum benefits from it. Time and again, it’s been observed many companies have failed HR operations wherein either system is isolated or is overpowering causing lot of extra non-fruitful work.

PPT Audit focuses on the three main causes under which a HRIS implementation could have failed or is not providing right benefits to the HR Operations:

Key assets to any organisation, this part of the audit focuses on people; their knowledge, process compliance, willingness, pain points. Progress report highlights where and how you can improve all these aspects of the HR staff so they can implement your processes using the HR system in most effective an efficient way. Progress report findings can be from providing training / re-trainings, setting up control groups, re-defining roles to better suit organisation and systems management etc.

Processes define the outline against which every function in and out of the system is performed. Making processes are fit-for-purpose, regulatory compliant and easy to follow and implement is key to achieving success with any IT system. Process audit will highlight process improvements, compliance issues and opportunities to simplify or adapt the process to better suit your business. Many a times, HR follows system guidelines and adopts their processes to system functionality. This might bring in Best Practises from industry into your organisation however it might also eliminate a part of process specific and vital to your organisation needs. Process Audit will also review such occasions and indicate whether the change in process is an adaptive or adoptive nature

Any HRIS should provide a system which is fit-for-purpose, non-burdening, easy to use, packed with features and functionalities, future-proof and secure. As technology moves as rocket speeds, it’s hard to keep up with the changes and sometimes it’s not even necessary to follow the herd. Sometimes it’s best to keep to your path. However, with ever increasing HR software in the market their might be a cost effective better HR solution around the corner. This audit section will compare your HR system from perspective of fitment, customisations, managing change (operational or IT Infrastructural), market leaders and suits that provide you features you use.