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AUDITING HUMAN RESOURCE MANAGEMENT
Scott Scott
NCU
ACC 7030
10/30/2023
2
AUDITING HUMAN RESOURCE MANAGEMENT
Auditing Human Resource Management
Human Resource Management (HRM) is a critical function for any organization
and is responsible for crucial aspects like hiring, compensation, benefits, training, and
compliance with employment laws and regulations. While HRM is often viewed from a
qualitative perspective, focused on policies, procedures and people management, it also
has a very real quantitative and financial impact. As such, auditing HRM should examine
both the qualitative compliance aspects as well as the financial record-keeping and
reporting. Conducting a comprehensive audit of HRM activities is therefore essential, not
just for ensuring legal and regulatory compliance but also for validating that HR funds
are being spent appropriately (Kooli & Abadli, 2022). Connecting these dots provides
auditors and organizations with a comprehensive assessment of the effectiveness and
strategic value of the HRM function.
Compliance Auditing of HRM
Auditing the compliance aspects of HRM is important for reducing organizational
risk related to employment practices and labor laws. There is a complex array of federal,
state and local laws that apply to the workplace, and HRM must ensure the organization
is in compliance. Some key legal and regulatory areas that HRM should be audited on
include:
a.
Recruitment and hiring practices - Ensuring hiring processes are non-
discriminatory and provide equal opportunity. This includes auditing job postings,
applications, interviews, and selection procedures.
3
AUDITING HUMAN RESOURCE MANAGEMENT
b.
Wage and hour regulations - Verifying pay practices adhere to federal and state
minimum wage, overtime, and rest/meal break requirements. Auditing time
tracking, pay calculations, and payroll distribution (Kooli & Abadli, 2022).
c.
Benefits and leave management - Validating benefits programs and leave policies
comply with regulations like FMLA, ADA, HIPAA, COBRA, and ERISA.
Auditing eligibility, enrollment, premium payments, and leave tracking.
d.
Safety, health and workers' compensation - Checking for compliance with OSHA
and workers' compensation rules. Auditing incident tracking, training, safety
policies, workplace conditions, and insurance coverage.
e.
Employee relations - Reviewing termination processes, grievances, progressive
discipline, and non-harassment policies to avoid wrongful discharge or
discrimination claims.
By reviewing policies, procedures, documentation and data, auditors can ensure HRM
programs align with employment laws and minimize compliance exposures. This protects
the organization from fines, lawsuits and reputational damage related to non-compliance.
Financial Auditing of HRM
In addition to compliance, auditing the financial aspects of HRM is critical for managing
costs and ensuring fiscal responsibility. Key financial areas to audit include:
a.
Payroll - Verifying pay rates match contracts/offers, overtime is correctly
calculated, taxes are properly withheld, and net pay distributed matches
supporting docs (Priscilla, Sulaeman, & Sofiani, 2022).
b.
Benefits - Confirming benefits deductions match enrollment docs and provider
invoices reconciled. Auditing payments to 3rd party insurers/administrators.
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AUDITING HUMAN RESOURCE MANAGEMENT
c.
Paid leave - Checking leave balances are accurate, leave pay is correctly
determined based on policies, and aligns to time tracking records.
d.
Hiring - Reviewing budgets, headcount planning and cost-per-hire metrics to
assess efficiency and ROI of recruiting spend (Priscilla, Sulaeman, & Sofiani,
2022).
e.
Training - Analyzing training costs and measuring impact on performance to
maximize the value of training investments.
f.
Severance/Separations - Validating severance calculations and payouts, adhering
to employment contracts and complying with legal requirements.
g.
HRIS data - Assessing accuracy and completeness of data in HR Information
Systems that feed payroll, compliance reporting and analytics.
h.
Vendor contracts - Reviewing vendor agreements for services like background
checks, recruiting, benefits, and payroll to confirm appropriate and as-intended.
Thoroughly auditing these financial elements provides assurance that HRM spending
is accurately recorded, aligned to budgets, and brings optimal return on investment. It
also identifies any erroneous transactions or potential fraud. This allows organizations to
manage costs, minimize financial risk, and strategically direct HRM dollars.
Connecting Compliance to Dollars and Cents
While compliance and finances may seem disconnected, in practice, they are very
interdependent when it comes to HR. When compliance breaks down, the financial costs
quickly compound through litigation, fines, and settlement payments. When the financial
side is mismanaged, it leads to non-compliance through areas like improper pay, late tax
5
AUDITING HUMAN RESOURCE MANAGEMENT
payments, and benefit eligibility errors. Some examples that illustrate this connection
include:
a.
Discrimination lawsuits resulting in significant punitive awards
b.
Minimum wage violations leading to back pay liability
c.
Improper classification of employees as exempt, resulting in owed overtime
d.
Uncorrected pay errors compounding over years of service
e.
Benefits provided to ineligible family members cost thousands
f.
Late filing of payroll taxes requiring interest payments
Thus, to manage risks effectively, both compliance and finances must be regularly
audited together as part of a comprehensive HRM assessment strategy. This also sends a
clear message that the organization takes both discipline and stewardship of people-
related costs seriously.
Auditing both the qualitative compliance and quantitative financials of HRM provides
a complete picture of the function. It highlights where policies and spending may be
misaligned or present potential liability. Bringing these perspectives together enables
organizations to elevate HRM to be both a compliant and strategic function. It also allows
for identifying opportunities to control costs through improved compliance or
demonstrate the ROI of compliance spending to the organization (Priscilla, Sulaeman, &
Sofiani, 2022).
Conclusion
In summary, comprehensive HRM audits that connect compliance to dollars and
cents are essential for managing risk, controlling costs, and leveraging HRM strategically.
While HR is fundamentally about people, it also impacts nearly every aspect of
6
AUDITING HUMAN RESOURCE MANAGEMENT
organizational finances. Thorough audits assess policies, procedures, documentation,
systems, and transactions to provide assurance that HRM is legally compliant, financially
sound, and adds optimal value to the organization. This integrated compliance and
financial audit perspective makes HRM auditing a critical component of effective
organizational governance and strategic success.
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References
Kooli, C., & Abadli, R. (2022). Could education quality audit enhance the human
resources management processes of higher education institutions?.
Vision
,
26
(4),
482-490.
Priscilla, M., Sulaeman, S., & Sofiani, V. (2022). The Authors Are Interested in
Conducting Research on Human Resource Management Audits on HR
Recruitment to Assess Effectiveness in Jampang Kulon Hospital.
JASa (Jurnal
Akuntansi, Audit dan Sistem Informasi Akuntansi)
,
6
(3), 316-330.
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Related Questions
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O A. To decrease the workload of employees
OB. To increase an organization's profits
OC. To implement new technologies
○ D. To verify the correctness of representations made by the entity being audited
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b) IT governance is the responsibility of the board of directors and executive management.
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Internal auditing involves appraising the economy and efficiency with which resources are employed
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O I II, III and IV
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O , Il and III only
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