HR audit and organizational diagnostics
We help companies understand what is really holding back efficiency, growth, employee retention, quality management and business development. We conduct comprehensive HR audits and analyze processes, structure, culture, management practices, internal communication and employee experience to see the real picture and determine what changes are truly needed.
At a glance
Business owners, CEOs, HR directors, HR Business Partners and management teams
Diagnostics → data collection → analysis → recommendations → improvement plan
Defined after clarifying the scope of diagnostics and the number of participants
Analytical report, conclusions, recommendations, map of problem areas and improvement plan
For whom
- Companies that feel there are problems in people management, but do not understand their real causes
- Business owners, CEOs and managers who need an independent diagnosis of the HR system and management practices
- HR teams that need to validate priorities, identify blind spots and build an evidence-based improvement plan
When you need it
- Employee turnover is increasing, engagement is declining or employee dissatisfaction is becoming stronger
- HR processes work unevenly, formally or do not deliver the expected results
- Managers lead people differently, and management practices depend on each manager’s personal style
- There is a sense that the issues are not related to one procedure, but to the management system, culture, communication and quality of interaction
What's included
- Comprehensive HR audit and audit of the people management system
- Audit of HR processes, procedures, documents and HR tools currently in use
- Diagnostics of organizational structure, management system and distribution of responsibility
- Diagnostics of corporate culture and internal communication
- Analysis of employee turnover, causes of low engagement and retention issues
- Analysis of management practices and the role of managers in people management
- Interviews with managers and key employees, development of diagnostic questionnaires
- Preparation of an analytical report, recommendations and an improvement plan based on diagnostics
What you get
A real picture of the HR system
An understanding of how HR processes, management practices, communication and interaction between HR, managers and employees actually work.
Identified root causes
Not just a list of symptoms, but an analysis of the causes of employee turnover, low engagement, weak onboarding, management gaps and other systemic problems.
Evidence-based recommendations
Practical recommendations based on data, interviews, documents and analysis of the company’s context, not on general assumptions.
An improvement plan
A clear sequence of actions that helps define priorities and move from diagnostics to specific changes.
How we work
- 01
Request diagnostics
We clarify the business context, objectives of the diagnostics, key questions, expectations of business owners, CEO, HR and managers, as well as the boundaries of the future audit.
- 02
Data collection
We review documents, HR processes, structure and management practices, conduct interviews, analyze available HR data and, if needed, develop diagnostic questionnaires.
- 03
Analysis
We compare data from different sources, identify patterns, contradictions, systemic causes of problems and areas that have the strongest impact on efficiency and people management.
- 04
Recommendations
We prepare an analytical report, discuss the findings with key stakeholders and develop a practical improvement plan with priorities, stages and possible next steps.
Q&A
How does an HR audit start?+
We start by clarifying the request: what exactly causes concern, what business goals the company has, what HR and management issues are already visible and what decisions will need to be made after the diagnostics. After that, we define the scope of the audit and the data sources.
Can we audit only one area instead of the entire HR system?+
Yes. Diagnostics can be comprehensive or focused on a specific topic: recruitment, onboarding, turnover, engagement, corporate culture, internal communication, management practices or effectiveness of HR processes.
How do you ensure the objectivity of the diagnostics?+
We use several sources of information: documents, HR data, interviews, surveys, analysis of process logic and analysis of the management context. This helps us avoid relying on one opinion and separate symptoms from real causes.
What happens after the audit?+
After the audit, the company receives an analytical report, conclusions, recommendations and an improvement plan. The company can then implement the changes independently or continue working with our support: developing processes, policies and tools, training managers or supporting implementation.