Abstract

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.