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PapaHR · Mike Pritula Academy

Company HR audit: a free checklist with a report

Check the HR processes of your company with the Mike Pritula Academy method. Answer yes or no — one section or all of them. The report with a score for every area and recommendations opens right away, with no sign-up and no email.

  1. Pick a section of the audit and answer yes or no. Your answers stay in your browser.
  2. Press “Get the report” at any time — even after one section.
  3. See a score for every area and a recommendation for every “no”, and save the report as a PDF.

What the HR audit covers

  1. Business Audit — 14 questions
  2. HR Team and Structure Audit — 17 questions
  3. Recruitment Process Audit — 152 questions
  4. HR Processes (Part 1) — 142 questions
  5. HR Processes (Part 2) — 123 questions
  6. Corporate Culture Audit — 12 questions
  7. HR Results Audit — 7 questions
  8. Employee Performance Audit — 9 questions
  9. Business Results Audit — 9 questions
  10. Employee Value Proposition (EVP) Audit — 41 questions
  11. Technology and Automation Audit — 21 questions
  12. People Management Audit — 15 questions
  13. Remote Work Audit — 122 questions

HR audit questions

What is an HR audit?

An HR audit is a review of how a company works with people: from the HR team and recruiting to onboarding, performance, learning, rewards and culture. It shows which processes work, which exist only on paper, and what holds the business back.

What are the areas of an HR audit?

This checklist covers 14 areas: business, HR team and structure, recruitment process, HR processes (two parts), corporate culture, HR results, employee performance, business results, employee value proposition (EVP), technology and automation, people management, remote work, and the audit summary.

How do I conduct an HR audit?

Start with the sections that matter most for the business right now, for example recruiting or onboarding. Answer honestly: “yes” only if the process is written down, works, and its result is measured. Then get the report, discuss the weak areas with the leadership and pick 3–5 changes for the quarter. The step-by-step method is in the “HR Audit Playbook” course.

How do I prepare for an HR audit?

Collect what you already have: the org chart, job descriptions, the recruiting funnel, onboarding plans, performance review forms, HR metrics (turnover, time to hire, engagement). Agree with the leadership on the goal of the audit and who will act on its results.

Do I need to sign up?

No. The audit, the report and the PDF work without an account and without an email. A free PapaHR account is only needed to save the results, open them on another device, or turn them into an HR strategy.

What comes after an HR audit?

Turn the weak areas into a plan: HR goals for the year, projects and a budget — an HR strategy. In PapaHR the audit results fill in the HR strategy template by themselves.

Want to go deeper and defend your conclusions before the leadership? The method with templates is in the “HR Audit Playbook” course. How to build HR as a business function — in the “Power HR” course.