Career Development for HR Professionals: The Three (3) Core Competencies of HR Auditing

In today’s competitive business environment, companies are increasingly paying attention towards hiring valuable employees who are able to help in achieving business objectives. The cornerstone to this is HR Auditing, where it ensures companies are able to not only attract talents, but also to retain them. For sustainable career development and competitiveness, HR professionals should ensure that their skills and competencies are in-line with current needs and practices of HR in modern organization. With that in regard, we discuss three (3) core competencies that are regarded as important skills for a HR auditing, as below:

Process Audit and Compliance: Typically, a typical organization shall already have a set of HR procedures or HR system (HRS) in place. In order to ensure good auditing process, a good HR auditor should be able to support the HR Department to govern the HRS compliance, which may include inventorying, assessing, controlling and monitoring important HRS processes. These process include the documentation and fact checking of HR processes such as recruitment, selection, remuneration offerings, training programs, performance appraisal, etc. These are done by monitoring known and emerging risks, measure internal control effectiveness, and develop own action items to re-mediate identified risk issues. As auditing exercise is to ensure good functionality of HR Department, HR professionals should always adapt to possible changes in organizational business objectives, and perform adjustments to existing processes.

HR IT System and Support: It is a common scenario for companies nowadays to adopt information technology (IT) system, aimed at easing the ever-challenging HR duties and tasks, especially in a company with a large number of staff. The aim of adopting an IT-based solution is not only to ensure a more effective and efficient service for internal staff, it is also essential for record keeping and yearly auditing purpose, enabling the presentation of important facts and figures for HR excellence. With this, HR professionals are expected to be well-acquainted with the daily operation of a HR system. This includes, but not limited to, monitoring of change request (e.g., information updating), search and retrieval of HR information, attending to staff request (e.g.,) and even answering service tickets for HR system related issues. To be competent in IT system, a good training on the system is important to learn the essential skills. For high-level efficient handling of the system, apart from everyday practice, HR professionals can also join support forum that is focused on a particular system solution. The point here is not only to foster mutual support, but to establish good professional network as well for career advancement.

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HR Reporting Skills: While HR professionals can have easy fingertips access to essential HR information, making them presentable is a whole other story. Reporting skills include skills that includes the development, analysis and summarization of data in a relevant, meaningful and quality driven manner for supporting business decisions, process improvements, operational efficiency and strategic initiatives. Hence, HR reporting is an essential pillar of a company management, where it can indicate the status quo of a company’s HR practices. HR professionals are accountable for developing and presenting information, findings and results to multiple levels of management, ensuring business objectives are met and also help in decision making at the management level. To learn good reporting skills, a good training not only on the report writing but data analytics skills (e.g., statistical knowledge) is deemed increasingly important.

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