Organisational audit - To make it easier to develop your HR strategy

During an organisational audit, we review the company from a specific perspective that provides answers to human resource management on how to optimise the workforce to achieve business objectives. Throughout the project, we work closely with HR and management, keeping them informed of the status of the steps and the next steps.

Who is it for?

We offer our cooperation to organisations that recognise that an HR strategy is effective if it is aligned with and flexible to the corporate strategy.

This requires regular and thorough assessment and adjustment, for which there are often insufficient internal resources, so they are happy to outsource the necessary assessments and guidance.

Project duration: 1-6 months. Depending on the size of the organisation and the number of jobs and staff, the exact duration will be determined after initial consultation.

Are you interested in this service?

Then send us your request for proposal and our staff will contact you with a tailor-made solution.

Request a quote

Why is this good for your company, what results will your organisation achieve after the project?

Especially in an ever-changing, unpredictable, complex and ambiguous (VUCA) world, it is important for HR to serve cross-functional departments in a flexible and timely manner.

Alongside constant change, it is also essential for HR to support the organisation and its employees to achieve their goals by being flexible and responsive. One of the key objectives is to determine the quantity, skills and composition of the workforce required to achieve business objectives, and to provide (i.e. train, motivate and support) this on an ongoing basis.

The focus of the organisational audit in this case is human resources, so we will examine what internal human resources are available, how it is possible to increase efficiency through human operations and how this can be supported by HR.

Steps of the project

1. Analysis of the organisational structure

  • Corporate structure
  • Definition of organisational vision and mission
  • Analysis of business objectives
  • SWOT analysis of the current company situation
  • Review of the currency of regulations, manuals
  • Organigram and job descriptions analysis
  • Management and employee interviews, questionnaires

2. Diagnosis

  • Identification of problems
  • Identification of reserves

3. suggesting ways of optimising/updating human resources management, which may concern the following points:

  • EEM objectives in the organisation
  • HR strategy
  • HR processes and systems
    • Workforce planning, working time management
    • Recruitment and selection process
    • Performance appraisal system
    • Remuneration and incentive system
    • Human resource development, training processes and systems
  • Human resources
    • Defining and updating job profiles in the light of organisational objectives
    • Defining job profiles
    • Clarification of job descriptions

Project follow-up

Further collaboration is also possible during the HR strategy update, but we recommend at least one clarification meeting with your HR expert to review the issues that need to be clarified during the development of the HR strategy.