Human Resource Strategic Audit Consulting

As leaders in the HR space, we pride ourselves on leveraging technology through innovative designs to simplify administration while ensuring proper management of record-keeping and vital documentation. We align these processes with business needs and deliverables to maximize performance in the human resources domain. Our approach enhances productivity through performance management controls, allowing more time for face-to-face HR engagements while maintaining a comprehensive 360-degree HR value chain.

Job Architecture and Strategic Alignment

  • Auditing and updating job profiles to ensure they meet organizational needs, including job title and job description alignment.
  • Analyzing human resources deliverables against strategic business planning.
ProsAndCons

Organizational Design and Risk Mitigation

  • Designing an organogram that ensures the correct structure and volume of human resources to maximize deliverables and productivity.
  • Aligning job title hierarchy with occupational levels and competency frameworks.
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    Gap Analysis and Development

    • Conducting gap analysis to identify discrepancies between employee skills and job descriptions, aiding in skills development, succession planning, and career planning.

    Job Grading and Evaluation

    • Conducting gap analysis to identify discrepancies between employee skills and job descriptions, aiding in skills development, succession planning, and career planning.

    Management and Training

    • Implementing an online platform for managing these processes, which is handed over to the client upon project completion, including comprehensive training to ensure ongoing effective use.

    Objectives of HR Structural Audit

     Human Resource Audit is a comprehensive, objective, and systematic verification of your most valued assets—the HR Value Chain. An effective HR audit helps identify areas for improvement and enhancement within the HR structure, including efficiency, succession planning, and career path development.

    1. Identifying Improvement Needs:
      • Evaluate the current HR structure to identify areas requiring enhancement for better efficiency and effectiveness.
    2. Succession Planning and Career Development:
      • Analyze current succession plans and career path planning to ensure they align with organizational goals and support employee growth.
    3. Gap Analysis:
      • Assess the gap between the current HR value chain and the optimal alignment needed to ensure sustainability, high performance, and effective succession planning.
    4. Aligning HR Structure with Business Objectives:
      • Ensure the HR structure is capable of not only achieving but exceeding business deliverables through strategic alignment.
    5. Enhancing HR Performance Output:
      • Implement changes to the HR structure to enhance performance output and ensure long-term organizational success.

    While HR auditing is not mandatory, many organizations opt for HR audits to examine their existing HR structure in line with business deliverables. This ensures the structure can meet and exceed strategic objectives, ultimately contributing to organizational success.

     

    What Entails a Strategic Human Resource Audit?

    A Strategic Human Resource Audit is an objective examination of your business’s HR structure, capacity, and deliverables against your budget and strategic business plan. The primary goal is to identify trouble spots and opportunities for improvement to enhance the overall HR structure, align resources, and facilitate organizational re-engineering.

    Key Components of a Strategic HR Audit:

    1. HR Structure vs. Capacity:
      • Evaluate the current HR structure and its capacity to meet organizational needs and objectives.
    2. Alignment with Strategic Business Plan:
      • Assess how well the HR structure and resources align with the strategic business plan and budget.
    3. Identifying Improvement Areas:
      • Look for trouble spots within the HR function that may hinder performance and identify ways to improve these areas.
    4. Resource Alignment and Optimization:
      • Ensure the best possible use of internal resources to maximize the effectiveness of human capital.
    5. Organizational Re-Engineering:
      • Facilitate changes in organizational design to improve efficiency and performance.
    6. Maximizing Human Capital Effectiveness:
      • Implement strategies to enhance the overall effectiveness of human resources within the organization.
    7. Streamlining Organizational Functioning:
      • Improve the overall functioning of the organization, ensuring processes are efficient and effective.
    8. Sustainability and Succession Planning:
      • Focus on long-term sustainability by developing robust succession plans and career development paths.

     Conducting a strategic HR audit contributes to better resource utilization, improved HR effectiveness, and streamlined organizational processes, ensuring that the organization is well-equipped to meet its strategic goals and objectives.

    Deliverables incorporated within the HR Audit are outlined in accordance with company needbles incorporated within the HR Audit are outlined in accordance with company needs

    We apply a unique methodology and approach across all areas, providing a complete solution to your human capital management needs. Ensuring the right person in the right position is crucial for the survival and success of your organization.

    Tremendis Logo
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    360 Human Capital Management and Development tools incorporating soft skills training and coaching.  Tremendis learning offers expert advisory support and consultation across a number of critical human resource functions, impacting positively on ROI.  The Human Resource Value Chain plays a pivotal role in organizations today. We have a unique methodology and approach applied transversely, providing the full solution to your human capital management needs.

    Our Core Compentencies

    • Job Grading, making use of our online software platform Autograde. Our primary methodology for grading is Paterson
    • HR Auditing (Re-engineering your HR Value Chain)
    • Job Profiling and Architecture (Re-Aligning)
    • Salary Benchmarking
    • Group Restructuring and change management consulting and the application thereof
    • HR and Digital Transformation implementation
    • Consulting and auditing of HR job grading outcomes, Benchmarking, Internal Equity and Skills Gap Analysis
    • Sole Provider and owner of the Autograde online Job Grading System
    • Alignment of HR structure through Human Resource Value Chain Principles (against strategic business plan / Budget)
    • Succession planning, career path planning
    • Soft skills development training
    • Paterson Workshops (Job Grading Training) & Job Profile Workshops
    • Corporate Customized Programmes *active learning programmes
    • Emotional Intelligence online short course * face to face also available
    CoreComps

    Products on offer

    HR4ALL

    HR4ALL (Human Resource management Tool, covering all HR requirements)

    (Add on modules or take full platform) (can be integrated to your existing HR Tool) 

    Performance Management

    Skills Development

    Onboarding / Recruiting

    Employee Profiles, time and attendance, leave

    Full 360 HR Management Tool

    Autograde

    Grading is the first step towards the implementation of your HR Value Chain: The right people in the right positions can determine the extinction or survival of your organization.  

    Paterson Job Evaluation and Grading  

    Job Evaluation and Grading is defined as the process of assessing the relative worth of jobs in an organisation, using an objective and reliable rating system.

    Emotional intelligence online short courses

    Emotional Intelligence course will teach you how to understand and improve your emotional intelligence (EI). Strong emotional intelligence skills allow us to understand and interact with our feelings in a way that allows us to build good quality relationships and make decisions effectively. Emotional Intelligence affects every aspect of your life, these courses are ideal for anyone interested in leading a happier and better balanced life.

    Internal Equity (Employee Remuneration against benchmarked market salaries)

    Internal equity is the comparison of positions within your business to ensure fair pay.

    Employee Assessments (Online)

    Employee assessments are performance appraisals or reviews used to evaluate employees‘ performance and productivity. These tests assess personality, aptitude and skills.

    Job Description and Organogram builder

    We are proud to introduce you to the Job Description and Organogram Builder. With fully integrated functions to any Human Resource Management software or can be used as a standalone.

    Being the pioneers within the job grading industry (specializing in Paterson), the JD/Org Builder is the first step to ensure your job descriptions are ready and you have done your job architecture to start the grading process.

    The JD/Org Builder is simplistic from a user perspective with added functionality and work flows built in to ensure elimination of human error, with a new dynamic user experience for all.

    Project and Change Management

    The disciplines of change management and project management are both necessary when executing a project or initiative. Each discipline brings the critical structure needed for effectively implementing change and achieving the results you want. Yet, change management and project management must work together to achieve successful change.

    Life Coaching and NLP

    You will learn proven practical techniques by masters. Techniques that bring change in real lives… yours and your clients.

    Salary Benchmarking (Online)

    Salary benchmarking, also called compensation benchmarking, is the process by which internal job descriptions are matched to external jobs with similar responsibilities to identify the market rate for each position.

    KeyGoals

    A few advantages to mention:

    • Principles are not complex & are usually easily understood, communicated & implemented
    • All roles within a business are evaluated using the same methodology and aligned terminology
    • Profiling/Architecture
    • Organogram alignment
    • Job Evaluations/Grading
    • Accommodating broad banding & multi-skilling / upskilling
    • Evaluation of specialist roles as effectively as non-specialist roles
    • The role (Position) & not the person is evaluated (mitigates subjectivity)
    • Job Descriptions are aligned across ALL Companies within the Group (Consistency is key)
    • It assists in illustrating the competitiveness of organizational pay scales against market
    • It is a useful Organizational Design Framework & Tool
    • Incorporates Sustainability and Succession planning
    • ROI (For both Employees and Employers)

    LEGISLATION

    It is the employers’ prerogative to ensure sustainability, not only through conducive business practices, but also by strategically incorporating Broad-based Black Economic Empowerment, Skills Development and Employment Equity initiatives.

    Recent amendments to the Employment Equity Act (No. 55 of 1998) illuminate this focused shift towards equitable working conditions; particularly referring to income differentials.

    It has now become necessary for employers to prove that differences in wages and salaries are based on fair and objective criteria such as skills, responsibility and experience.

    Using Innovation and Technology to simplify your HR Administrative requirements and record keeping

    Contact us for more information  info@degsa.co.za