Enhancing Compliance through Human Resource Audits in the Healthcare Sector: A Research Synthesis and SIMS Application

In the medical profession, conforming and abiding with the regulations and standards is a
complicated matter that impacts numerous elements such as quality of clinical care, legal
security and staff retention in the present medical climate. In this research paper the role and
importance of structured Human Resource (HR) audits as indicators in the employee relation
and stability of the organization will be highlighted. A cross-section of $N = 121$ healthcare
professionals is used to gather data and categorised them into seven key operational areas of
HRM in the workplace which are Recruitment & Selection, Onboarding & Training,
Employee Records & Contracts, Compensation & Benefits, Performance Management,
Attendance, Leave & Discipline and Health, Safety & Welfare. The composite measurement
was found to have good psychometric reliability with a Cronbach's Alpha ($\alpha$) of .942
for 29 items.29 items. The Multiple Linear Regression with Ordinary Least Squares (OLS)
shows that together these seven HR audit variables account for 71.5% of the total variance
found in the Grievance Redressal and Exit Management systems in the institutions ($R^2 =
.715$, F (7, 113) = 40.446, $p < .001$).On an individual level, Performance Management
($\beta = .424$, $p < .001$), Employee Records & Contracts ($\beta = .291$, $p < .001$),
and Health, Safety & Welfare ($\beta = .206$, $p =.018$) emerged as the most significant
factors of workforce health. Finally, these empirical findings are used as the basis for a model
of Strategic Information Management System (SIMS) application framework. It is a new
paradigm for compliance, transforming the process into a real- time, proactive environment
that can help to eliminate conflict in the workplace and minimize expensive employee
turnover.