Science, Technologies, Innovations №1(13) 2020, 9-15 p

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http://doi.org/10.35668/2520-6524-2020-1-02

Bieliaieva N. S. — PhD in Economics, Associate Professor, Associate Professor of Department of Management, Kyiv National University of Trade and Economics, 19, Kyoto Str., Kyiv, Ukraine, 02156; +38 (095) 342-50-57; nswork@ukr.net; ORCID: 0000-0001-8833-1493

CONCEPTS AND ELEMENTS OF THE HR AUDIT SYSTEM IMPLEMENTATION: ANALYSIS OF SCIENTIFIC RESOURCES

Abstract. The article explores the concepts and elements of HR audit implementation based on the analysis of available scientific sources. The interpretation of the concept of “HR audit” and defining elements of its implementation in the scientific literature are investigated. It is estimated that there are really only quite a bit thorough scientific works regarding the study of concepts and elements of HR audit, which complicates the process of understanding the concept for its wide implementation in Ukraine. It is determined that Ukrainian scientists consider HR audit based on international experience, that is, as foreign scientists view the concepts of “HR audit”, “personnel audit”, “staffing audit”; that is, a HR audit is considered as including both the verification of personnel records and the functioning of the organization’s personnel management system as a whole. It is determined that labor law has steadily increased responsibility for non-compliance with labor laws, with such dynamics being observed worldwide. It is detected, that in most developed countries, penalties for violations of labor law are quite significant, while in Ukraine they are not so large, which diminishes the importance of HR audits ordering in Ukraine. Losses can be caused not only by checks on proper personnel documentation, but also by conflicts with employees (labor disputes, legality of dismissal, terms of payment of wages and other compensations, etc.). HR audit offers great opportunities for increasing productivity, improving the climate within the company and shaping the brand and the company as a whole. It has become common practice to involve third-party organizations specializing in HR analysis. In general, both in business and in the civil service, there is a trend towards digitization (the transition of the information field to digital technologies) of the formal side of staff work. Therefore, HR audit will change over time, and from the process of, for example, checking archives and stacks of paper will go into the scope of checking the formation of databases.

Keywords: HR audit, HR management system, personnel documentation audit, HR department functions, personnel audit.

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