Human resources self-audit

Tātari whaiaro pūmanawa tangata


How can an HR self-audit contribute to school effectiveness?

A self-audit can assist the board of trustees to measure and review the effectiveness of the school's current policies, processes and procedures with regard to people and employment. It enables the board to identify areas of strength and target areas for future improvement and should link to achieving better outcomes for students. It will help the board become familiar with current employment law (NAG3) and employment agreements to ensure you have good HR practices to avoid employment relations problems.

 

Auditing school HR functions involve

  • Communicating the purpose and benefits of the audit to all involved
  • Allocating appropriate resources to ensure the necessary skills, budget, tools and materials are available
  • Comparing current school practices, procedures and achievements against the board's strategic objectives and policy
  • Identifying any gaps between the current and ideal conditions
  • Eliminating or reducing gaps to ensure legal compliance and improved school performance
  • Making recommendations and suggestions to remedy any identified issues

 

What is the difference between policies, processes and procedures?

  • Policies are the board developed guidelines or rules
  • Processes are developed by the principal from the policies
  • Procedures are developed by the principal and are the detailed steps required to perform an activity within a process - they are at the daily operational/management level

 

Who does the self-audit?

The board has overall responsibility. They can delegate the process in writing to a committee which should include the principal and other delegates who have a good knowledge of the relevant employment agreements, HR policies and strategic objectives. The committee reports back to the whole board on progress, required actions or any issues and risks identified. 

 

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