ScottSACC7030-6

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Southern New Hampshire University *

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7030

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Nov 24, 2024

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1 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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4 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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7 AUDITING HUMAN RESOURCE MANAGEMENT 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.