Style Switcher

Choose layout


Choose main color


Background patterns

Boxed layout only

Background images

Boxed layout only

HR Audit

HR Audit.

HR Era provides HR Audit Service, it is a comprehensive tool to analyze and improve the effectiveness of HR Functions.

Purposely, we are determined to assist the organization on how their respective HR function can effectively support business direction. 

Our mandates are:

  1. To clarify desired practices of HR work and roles within the organization (HR Department, Line Managers).
    2. To establish a baseline for future improvement.
    3. To evaluate current effectiveness.
    4. To standardize practices across multiple sites within a division or company.
    5. To assess competency both current and required of HR practitioners.
    6. To improve performance levels to key customer within the organization.

The approach embrace the four main steps:

  1. Define desired HR practices for your organization.
  2. Assess current practices against the established criterion.
  3. Analyze the results.
  4. Establish improvement goals and recommend action.

Read More


HR Era Provide the services of HR Audit. The purpose of a HR  Audit is to recognize strengths and identify any needs for improvement in the human resources functions. HR Audit will reveal problem areas and provide recommendations and  suggestions for the remedy of these problems.


In today’s competitive business environment, every part of an organization must demonstrate its contribution to enterprise success. The way HR Services in Pakistan is handled can either strengthen an organization or put it at risk of suffering attrition, inefficiency, low productivity, low morale or statutory non-compliance.

Conducting an audit can provide key insights into how well HR delivers its share of value creation while identifying areas of potential liability. Human Resource Management (HRM) has experienced a strong evolution. In order to provide useful information to managers, it is necessary to evaluate the results generated by the design and implementation of personnel policies. This is the goal of the HR audit that includes two different analysis and valuations: the HR policies and their level of relevance with the strategy of the firm and the characteristics of human capital.

An HR audit service in Pakistan is a systematic review of the HR function, its strategic direction, structure and resources, systems and procedures; gaps and risks, costs and capabilities; and ultimately, its contribution to the organization.

We provide well defined diagnostic tools to measure HR’s performance against an organization’s expectations and leading practices, and target areas that would benefit from improvement.

What Is the Prospects of HR Audit in HR Era Consultancy.

Similar to a financial audit, an HR audit is a way to diagnose problems in a company’s HR department. An HR Era do through self-assessment, internally, or can be done by hiring a professional audit company, to undertake an audit. An HR audit and the subsequent HR audit report will pinpoint where there are weaknesses or risks in the HR department and help address these

HR Audit- Purpose, Structure and Modalities in HR Era Consultancy

HR Audit is a process which studies the status and preparedness of the organization on critical factors involving and impacting Human Resource. The basic purpose is to find out how effectively ready the organization is to pursue its goals and face the challenges in the market place on a sustainable basis.

The primary areas which HR Era will focus on and sequentially include, are:

  • Organization Structure.
  • Human Resources Information Systems.
  • Talent Sources induction and Employment.
  • Employee Engagement.
  • Management Systems.
  • Consequences Management Systems.
  • Talent Development Systems.
  • Talent Retention and Stability.

Each area can be customized to meet your company’s specific needs. In fact, depending on what your needs are, an HR audit can focus on a specific area, such as contracts or benefits, or cover the whole spectrum of an HR department’s activities. The findings of these audits aid decision making in the organization and are usually internal documents that need not necessarily be shared with the public. Moreover, unlike Financial Audits that are routine, regulated and standardized, Human Resource Audits are non-routine and may be designed to cater to the unique needs of the organization at a particular point in time. These are in fact, studies of an unusual nature. The manner in which the Audit is conducted could vary from self-directed surveys to interventions by outside consultants.

The main advantage is to pin-point risks and potential problem areas of an HR department. This is important, because these issues can damage morale and in the long-term the company’s competitiveness – in the worst case, a company could be breaking the law! This means that maintaining a professional and well-managed HR department is a win-win situation for everyone involved.

HR Audit.

We undertake assignments to review current human resources policies, procedures, documentation and systems to identify needs for improvement and enhancement of the HR function as well as to ensure compliance with ever-changing rules and regulations.

The HR Era Audit involves systematically reviewing all aspects of human resources, usually in a checklist fashion.

Section of Review

  •   Hiring and Orientation.
  •   Benefits/Compensation.
  •   Performance evaluation process.
  •   Termination process and exit interviews.
  •   Job descriptions.
  •   Personnel file review.

Ensuring Due to the multitude of laws affecting each stage of the employment process, it is extremely important for an employer to regularly review their policies and practices to ensure regulatory compliance in order to avoid potentially costly fines and/or lawsuits.

An Audit can also ensure that policies and procedures are fair and consistent across the organization and strengthen employee satisfaction. By maintaining a satisfied and productive workforce, an employer lessens the expense associated with costly turnover of staff.

Losing one employee is estimated to cost a company 50 – 150% of the lost employee’s salary in time and money spent to replace that employee. 

UP