Why HR department is the essence for an organization?
For businesses of any size or type, growth is the most critical focus. To expand the reach and conquer new
market sectors, several strategies are to be framed and implemented. However, to grab the opportunities, a
surfeit of challenges related to people are to be faced. Thus, HR department is an inevitable part of an
Some of the core functionalities of an accomplished HR department are budget control, con
training and development, employee satisfaction, cost saving, performance improvement, sustaining
business and building a sound corporate identity and
HR Compliance- inevitability
Recognises and gauges the contribution of HR department to your
organization and thus upgrades the professional repute of HR
Simplifies and classifies the duties and responsibilities of HR
department consequently inspiring more accountability and
Encourages uniformity and standardization of HR policies and
Discovers acute HR challenges and crises and confirms timely and
appropriate amenability with legal prerequisites.
Increases the effectiveness of HR procedures thereby reducing the
cost of human resources.
Avails detailed review of the information system of HR department as
well as assurance of labour compliance.
Implements and prudently establishes better documentation and
improved technology practices.
Employers can amend their existing HR practices or implement new
functions to improve their quality of services to the current employees
and the prospective ones.
Identifies the areas that need attention as well as the spaces where
HR department is performing well.
Exposes to you the gaps that may potentially lead to governmental
penalties and legal complications.
Threats owing to
noncompliance of audit
If there is noncompliance of audit, your company
will encounter serious issues. First and foremost,
there can be grave legal proceedings that may get
initiated. Sometimes, the seriousness may be to
such an extent that the whole venture crumbles
Regular inspection by the labour department can
create intimidating hitches obstructing the smooth
functioning of your organization. Goodwill of the
company will be lost and there may be constant
loss of manpower.
A company conducting regular auditing gets
maximum favours from governing bodies. Also
you gain trust from the employees, they feel more
motivated thus leading to more productivity for
Above all, you will have absolute peace of mind
and therefore can concentrate on your business
objectives without any stress.
WHY LABOURNET- Exclusive benets of shaking hands with us
Labour NET Law Consultancy has ever since its incorporation strived hard for achieving the best possible results for its
esteemed customers. The venture that rides on the back of legal experts having extensive experience in labour laws has
incessantly showcased apex level of professionalism, dedication and adherence to moral ethics. Our main forte lies in labour
compliance, implementation and enforcement.
Our client pool that includes private business, public agencies and individuals has kept on expanding owing to quality of services
we offer. Our provisions comprise of but are not restricted to assistance in.
1.Statutory and HR Compliance Management
(a) Labour Registrations and Licensing.
(b) Statutory Registers | Records | Returns Management.
(c) Social Security Service Management.
(d) Entity and Vendor Audit Management.
(e) Labour Law Training and Advisory Services.
HR audit includes the following checks
Agreement to mandatory laws and record keeping.
Authorizing and registration checks.
Payment /Remuneration management inspection.
Vendor (contractors) and Entity (company) audit check.
Member of staff relation.
Societal safety service check-i.e. Provident fund, welfare fund workmen
compensation ,gratuity and maternity check.
Employment and HR policies.
LABOURNET HR AUDIT METHODOLOGY
1.Defining the scope: First of all the audit scope is defined. If it is for the first time an HR audit is going to be
conducted, it is recommended to have a complete evaluation and assessment of entire procedures and
policies. In course of time businesses can conduct audits exclusively focussing on explicit HR functions.
2.Developing a plan: After the scope is defined, developing a feasible and viable plan is the immediate
step that follows. Goals are identified, audit team is determined and assembled as well as a timeline for
achieving different milestones and audit completion is decided.
3.Collecting and examining the data: As the audit initiates, all forms and documents relevant to the audit
are gathered. Then a careful study of present and probable legal actions is done.
4.Producing a report: After the analysis of all necessary information, a report based on discoveries and
conclusions of audit is created. This report includes the strong points and vulnerabilities found as well as
operative curative recommendations for any sort of noncompliance.
5.Creating an action plan: After the completion of audit, company executives are called to trigger a
meeting to discuss about the findings made followed by framing a plan for addressing the pitfalls detected. It
can be changing of policies or practices, starting training programs and so on. We keep in mind, the
resourcefulness of the organization as well as practicability of an action plan before proposing the same.
6.Continual evaluation: After the implementation of corrective measures, continuous monitoring and
periodical review is done so as to assure that the organisation stays in line with the demands of compliance