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HR Audit involves an organization’s strategic actions to take an intensely objective look at its HR policies, procedures and practices. This type of comprehensive review of the company’s current state can help identify whether specific practice areas or processes are adequate, legal and effective. The results obtained from this review can help identify Gaps in HR practices, and HR can then prioritize these gaps in an effort to minimize lawsuits and regulatory violations, as well as to achieve and maintain world-class competitiveness in key HR practice areas.
An HR audit involves identifying issues and finding solutions to problems before they become unmanageable. It is an opportunity to assess what an organization is doing right, as well as how things might be done differently, more efficiently or at a reduced cost. Noncompliance with applicable laws and regulations involves significant financial risk. To avoid such kind of risks Organizations can take proactive measures by doing HR compliance audit, Process Audit and Policy Audit. 
An HR audit involves at the organization's HR policies, practices, procedures and strategies to protect the organization establish best practices and identify opportunities for improvement. The results can provide decision-makers with the information necessary to decide which areas need improvement.

HR Audit generally consists of two main parts:
Organization's Strategic & Operational HR Matters: 

An evaluation of Organization’s HR policies, practices and processes with a focus on key HR department delivery areas like Recruiting, Employee retention, Compensation, Employee benefits, Performance Management, Employee relations, Training and development. 

Review of Current HR Indicators:

A review of current HR indicators like number of unfilled positions, the time it takes to fill a new position, turnover, employee satisfaction, internal grievances filed, number of legal complaints, absenteeism rates etc…
We Abhyudaya HR carryout the HR Audit and develop HPR (Human Resource Process Reengineering) by understanding client business and focus areas to be audited. An HR audit can be structured to be either comprehensive or specifically focused. 

The following are main areas where we do HR Audit 

  • Compliance Audit (Legal & Risk Compliance)
  • Strategic Compliance Audit
  • HR Function Specific Audit
  • HR Processes & Systems Audit
  • Employee Benefits Audit
  • Employee Health – Safety – Welfare – Environment Audit
  • ILS (International Labour Standard) Audit


We conduct an audit by understanding the client business practices, procedures and systems, where we need more focus.

Our Audit Methodology is as follows.

  • Determine the scope and type of audit.
  • Develop the tool for Audit
  • Collect the data.
  • Benchmark the findings.
  • Provide feedback about the results.
  • Create action plans.
  • Human Resources Process Reengineering


Our Audit Model Frame Work