At the end of this course, the participants should be able to:

• Defines the concept of Human Resource Management and its importance in improving organizational performance.
• Explains the concept of Human Resource Auditing and its role in improving organizational performance efficiency.
• Reviews the benefits of Human Resource Auditing and how it impacts the development of organizational strategies.
• Identifies the mechanisms and tools of Human Resource Auditing and applies them effectively.
• Identifies the sources of information used in Human Resource Auditing to ensure accurate evaluation.
• Evaluates the effectiveness of the Human Resource Management strategic plan in alignment with the organization’s goals.
• Audits organizational aspects and human resource planning to maximize the utilization of available resources.
• Audits recruitment and hiring processes to ensure alignment with organizational needs.
• Measures the effectiveness of employee performance evaluation systems and policies to achieve continuous improvement.
• Evaluates compensation and benefits systems and policies to ensure the organization’s attractiveness to talent.
• Audits employee-related activities to ensure compliance with legal and regulatory standards.
• Measures the effectiveness of training and employee development systems and policies to enhance organizational efficiency.
• Assesses the effectiveness of the succession planning process and its role in leadership sustainability within the organization.
• Identifies key performance indicators for Human Resource Management to measure the achievement of strategic goals.

Concept and Importance of Human Resource Management and Auditing

• The impact of external factors on Human Resource Management.
• The importance and objectives of Human Resource Management.
• Human Resource Management as a strategic process.
• The concept and benefits of Human Resource Auditing.

Mechanisms of Human Resource Auditing

• Sub-processes of Human Resource Management.
• Evaluating and analyzing results and determining priorities.
• Setting goals and improvement action plans.

Information Sources in Human Resource Auditing

• Reviewing records.
• Interviews with HR managers and operational managers.

Auditing the Human Resource Strategic Plan

• Aligning the HR strategic plan with organizational goals.
• Collaboration between the HR manager and senior management.
• Implementing HR strategy and measuring employee efficiency.

Auditing Organization and Human Resource Planning

• Aligning organizational structures with strategy.
• HR policies and procedures.
• Job analysis, human resource planning, and job competencies.

Auditing Recruitment and Hiring Activities and Policies

• Shortlisting candidates, interviews, and hiring tests.
• Competency-based recruitment and hiring.
• Analyzing recruitment costs and employee turnover.

Auditing Performance and Compensation Systems and Policies

• Performance evaluations, compensation indicators, and training.
• Aligning performance evaluations with organizational performance.

Auditing Compensation and Benefits Systems and Policies

• Salary studies, salary scales, and job evaluation.
• Auditing employee relations activities:
• Work and absence policies, employee satisfaction, and internal relations.
• Evaluating disciplinary procedures and complaints.

Auditing Training and Succession Planning Policies

• Onboarding and training programs.
• Identifying training needs, designing, and evaluating training programs.
• Succession planning policies.

Key Performance Indicators for Human Resource Management

• Measuring HR performance using measurable indicators.