{"id":325,"date":"2022-12-30T13:18:58","date_gmt":"2022-12-30T10:18:58","guid":{"rendered":"https:\/\/hectorkurumsal.com\/en\/?p=325"},"modified":"2023-04-05T09:56:59","modified_gmt":"2023-04-05T06:56:59","slug":"the-evolution-of-hr-audits","status":"publish","type":"post","link":"https:\/\/hectorkurumsal.com\/en\/blog\/the-evolution-of-hr-audits\/","title":{"rendered":"The Evolution of HR Audits"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"325\" class=\"elementor elementor-325\" data-elementor-settings=\"[]\">\n\t\t\t\t\t\t\t<div class=\"elementor-section-wrap\">\n\t\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-2fe91053 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"2fe91053\" data-element_type=\"section\" data-settings=\"{&quot;_ha_eqh_enable&quot;:false}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-5f83062e\" data-id=\"5f83062e\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-31c69983 elementor-widget elementor-widget-heading\" data-id=\"31c69983\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.5.4 - 23-01-2022 *\/\n.elementor-heading-title{padding:0;margin:0;line-height:1}.elementor-widget-heading .elementor-heading-title[class*=elementor-size-]>a{color:inherit;font-size:inherit;line-height:inherit}.elementor-widget-heading .elementor-heading-title.elementor-size-small{font-size:15px}.elementor-widget-heading .elementor-heading-title.elementor-size-medium{font-size:19px}.elementor-widget-heading .elementor-heading-title.elementor-size-large{font-size:29px}.elementor-widget-heading .elementor-heading-title.elementor-size-xl{font-size:39px}.elementor-widget-heading .elementor-heading-title.elementor-size-xxl{font-size:59px}<\/style><h1 class=\"elementor-heading-title elementor-size-default\">The Evolution of HR Audits\n<\/h1>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-4347dd74 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"4347dd74\" data-element_type=\"section\" data-settings=\"{&quot;_ha_eqh_enable&quot;:false}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-4b4f6e5b\" data-id=\"4b4f6e5b\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-6da48704 elementor-widget elementor-widget-image\" data-id=\"6da48704\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.5.4 - 23-01-2022 *\/\n.elementor-widget-image{text-align:center}.elementor-widget-image a{display:inline-block}.elementor-widget-image a img[src$=\".svg\"]{width:48px}.elementor-widget-image img{vertical-align:middle;display:inline-block}<\/style>\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" width=\"768\" height=\"347\" src=\"https:\/\/hectorkurumsal.com\/en\/wp-content\/uploads\/insan-kaynaklari-768x347.jpg\" class=\"attachment-medium_large size-medium_large\" alt=\"\" srcset=\"https:\/\/hectorkurumsal.com\/en\/wp-content\/uploads\/insan-kaynaklari-768x347.jpg 768w, https:\/\/hectorkurumsal.com\/en\/wp-content\/uploads\/insan-kaynaklari-1536x694.jpg 1536w, https:\/\/hectorkurumsal.com\/en\/wp-content\/uploads\/insan-kaynaklari.jpg 1680w\" sizes=\"(max-width: 768px) 100vw, 768px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-612d201d elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"612d201d\" data-element_type=\"section\" data-settings=\"{&quot;_ha_eqh_enable&quot;:false}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-6ac6a2f4\" data-id=\"6ac6a2f4\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-2283c2f8 elementor-drop-cap-yes elementor-drop-cap-view-default elementor-widget elementor-widget-text-editor\" data-id=\"2283c2f8\" data-element_type=\"widget\" data-settings=\"{&quot;drop_cap&quot;:&quot;yes&quot;}\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.5.4 - 23-01-2022 *\/\n.elementor-widget-text-editor.elementor-drop-cap-view-stacked .elementor-drop-cap{background-color:#818a91;color:#fff}.elementor-widget-text-editor.elementor-drop-cap-view-framed .elementor-drop-cap{color:#818a91;border:3px solid;background-color:transparent}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap{margin-top:8px}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap-letter{width:1em;height:1em}.elementor-widget-text-editor .elementor-drop-cap{float:left;text-align:center;line-height:1;font-size:50px}.elementor-widget-text-editor .elementor-drop-cap-letter{display:inline-block}<\/style>\t\t\t\t<p>Evolution is a process of change. In recent years we have seen a significant change in the human resources auditing process, in the value derived from HR auditing, and in the tools that companies are using to audit HR.<\/p><p>HR audits have evolved from a simple checklist of dos and don\u2019ts or periodic affirmative action plans to a comprehensive, sustainable process that is an integral part of the organization\u2019s internal controls, due diligence, and risk management function. HR audits are a fundamental activity of strategic and operational management and use sophisticated auditing products and consulting services. Increasingly, HR audits are conducted of HR, rather than by HR.<\/p><p><strong>Overview of HR Audits<\/strong><br \/>The HR auditing process is \u2014 or should be \u2014 an independent, objective, and systematic evaluation that provides assurance that: 1) compliance and governance requirements are being met; 2) business and talent management objectives are being achieved; 3) human resource management risks are fully identified, assessed, and managed; and 4) the organization\u2019s human capital adds value.<\/p><p>Under this definition, HR audits are more than an audit activity that solely collects and presents evidence of compliance. HR audits are increasingly expected to look behind and beyond the organization\u2019s assertions of sound and proper HR management practices and to assess the assumptions being made, to benchmark the organization\u2019s processes and practices, and to provide the necessary consultative services that help the organization achieve its business goals and objectives.<\/p><p><strong>External and Internal Forces<br \/><\/strong>Numerous external forces and factors have had an impact on the demand for and scope of HR audits. First, in the global economy, human capital is becoming the single most important determinant of competitiveness, productivity, sustainability, and profitability. Increasingly, the organization\u2019s human capital is being recognized as the source of innovation and a driver of business success. Thus, to be effective in the global economy, HR audits must be diagnostic, predictive, and action oriented.<\/p><p>Second, a confluence of economic, political, and social factors\u2014including corporate scandals, the failure of the financial industry to adequately assess risks, and increasing stockholder initiatives\u2014have resulted in increased statutory and regulatory requirements, demands for greater transparency, and increased internal and external audit activity.<\/p><p>Consider these factors:<\/p><p>1) Sarbanes-Oxley requires effective internal controls. While Sarbanes-Oxley specifically requires effective internal financial controls, the financial and organizational costs of employment related claims and litigation can have a material effect on an organization\u2019s bottom line, can have a negative impact on earnings and the organization\u2019s valuation, and because employment litigation can negatively affect the organization\u2019s employment brand, can impact the organization\u2019s long-term sustainability.<\/p><p>2) Securities and Exchange Commission guidelines require management to, \u201cexercise reasonable management oversight.\u201d If human capital is one of the organization\u2019s most important assets\u2014it is certainly one of the organization\u2019s largest expenses\u2014it is reasonable to expect management to apply the same level of oversight and due diligence to the management of the organization\u2019s human capital as it does to the management of other assets.<\/p><p>3) The U.S. Federal Sentencing Guidelines require that management demonstrate that it took reasonable steps to engender an organizational culture of compliance and to \u201cmonitor and audit\u201d compliance activities, behaviors, and results. Ethical conduct and legal compliance, including nondiscriminatory employment practices, are achieved by management setting a positive \u201ctone at the top.\u201d Audits\u2014including HR audits\u2014provide the C-suite and boards of directors with important feedback about how effectively they are communicating this message.<\/p><p>4)\u00a0Governmental agencies are attacking systemic noncompliance. The Equal Employment Opportunity Commission (EEOC) strongly encourages employers to conduct comprehensive HR audits as a tool to ensure that systemic discrimination does not exist. Likewise, the Office of Federal Contract Compliance Programs (OFCCP) considers self-assessments a \u201cbest practice\u201d and has issued its final voluntary guidelines for self-evaluation of compensation practices. The U.S. Department of Labor considers wage and hour self-audits as a valuable tool in ensuring compliance, and the Department of Homeland Security (DHS) and immigration attorneys encourage employers to self-audit their I-9s and hiring processes and practices to ensure compliance with U.S. immigration laws.<\/p><p>5) Venture capitalists, investors, and shareholders are scrutinizing organizations\u2019 human resource management practices, processes, and outcomes and using HR audits to help them properly valuate an organization\u2019s human capital asset, expose liabilities, and perform due diligence.<\/p><p>6)\u00a0Recognizing the importance of the organization\u2019s human capital asset and the risks associated with misaligned, mismanaged, and unlawful employment practices, internal auditors and risk managers are assuming a leadership role in developing HR auditing standards and in designing and conducting HR audits.<\/p><p><strong>Designing and Conducting HR Audits<br \/><\/strong>While an organization\u2019s size, industry, financial health, commitment to becoming a \u201cbest place to work,\u201d and business objectives and imperatives affect the scope and urgency of the HR audit process, we have noted some common features, attributes, and objectives in HR audits recently conducted.<\/p><p>First, HR audits are becoming increasingly complex and multi-dimensional. While ensuring compliance is still a basic goal of HR audits, other objectives include:<\/p><ol><li>Ensuring the alignment of HR management and employment practices with the organization\u2019s business objectives.<\/li><li>Assessing the outcomes of the organization\u2019s employment processes, policies, practices, and procedures.<\/li><li>Developing the right human capital measurements and HR metrics to allow the organization to calculate and measure the value added by human resources, to determine the ROI and the return on the human capital asset, to measure the outcomes of employment policies and practices and the achievement of EEO and diversity goals, and to benchmark best practices.<\/li><li>Ensuring due diligence, including: uncovering hidden liabilities and assets, identifying vulnerabilities to be corrected, and identifying opportunities to be attacked.<\/li><li>Developing HR auditing procedures that become an ongoing and sustainable element of the organization\u2019s internal controls.<\/li><li>Assessing and managing employment related fraud.<\/li><li>Developing HR auditing procedures that become an ongoing and sustainable element of the organization\u2019s risk management program.<\/li><\/ol><p>Second, HR audit reports are increasingly being used to report audit findings to a wider audience. The distribution of the report on HR auditing findings is no longer limited to senior management. As noted above, an increasing number of third parties are expressing interest in the organization\u2019s human resources management. This list of external stakeholders includes, not only shareholders, potential investors, and venture capitalists, but also governmental agencies, NGO\u2019s, civil rights groups, corporate governance watchdogs, and plaintiff attorneys.<\/p><p>Since HR audit findings include proprietary and confidential information and, in many cases, produce discoverable information, the implications of non-management stakeholders reviewing HR audit finding are significant and create a potentially serious problem for organizations. As a result, organizations are spending more time considering the format, content, and the impressions created by their HR audit reports.<\/p><p><strong>The Five Critical Components of the HR Audit Process<br \/><\/strong>A leading HR auditing tool, the Employment-Labor Law Audit (ELLA) incorporates five critical components of an HR audit into the HR audit process. These five critical components, which should be addressed in every HR audit, are shown and discussed below in the HR Audit Model.<br \/><br \/><\/p><p><strong>1) Activities<\/strong>: The starting point of the HR auditing process is a review of the organization\u2019s activities. These are the tasks and actions that create or implement employment policies, practices, procedures, and programs. Activities include such actions as the promulgation of an EEO policy statement, a sexual harassment policy, and other employment policies, and the posting of required employment posters. The activities component of HR audits is typically evaluated by using a \u201cchecklist approach,\u201d that is, the item is checked off when it is completed.<\/p><p><strong>2) Behaviors:<\/strong>\u00a0Behaviors in this context are actions and conduct that affect\u2014either positively or negatively\u2014the implementation or effectiveness of the organization\u2019s policies, practices, procedures, and programs and demonstrate the organization\u2019s commitment to stated goals and objectives. Examples of behaviors include: the creation of a corporate culture that values and promotes equal employment opportunities, diversity, and compliance; the visible and unequivocal support by senior management for the organization\u2019s diversity efforts; and the budgeting of sufficient resources to achieve EEO compliance and diversity goals. Behaviors are frequently assessed using qualitative measures, such as culture scans and employee satisfaction surveys.<\/p><p><strong>3) Risk Assessment:<\/strong>\u00a0Risk assessment is the identification of current and future events that have the potential to cause loss, peril, or vulnerabilities, and management\u2019s willingness to accept those risks. Risk assessment is also the identification of events or conditions that create new opportunities for the organization to achieve its business objectives. Risk assessment provides management with the information to make informed decision about the allocation of the organization\u2019s human, physical, and financial capital and about effective ways to eliminate, mitigate, control, or transfer those risks.<\/p><p>Human resource management and employment practices liability related risks include: employment law and regulation compliance failures; lost business opportunities due to the failure to attract, hire, and retain top talent; intangible asset losses due to turnover and the loss of top talent and key employees; ineffective staff development and succession planning; and lower profitability due to the inability to control labor costs. HR auditing activities include assessments of the external and internal factors that impact human resource management and employment practices, including: the economy; legal, regulatory, and litigation trends; and demographic and structural changes in the workplace and work force.<\/p><p><strong>4) Internal Controls:<\/strong>\u00a0Internal controls are processes, tests, and assessments that help ensure compliance, manage risks, identify fraud, and help ensure the achievement of organizational goals. HR auditing activities include: 1) assessments of the effectiveness and efficiency of HR management processes, policies, practices, and procedures; 2) the reliability and accuracy of HR management reporting; and 3) the level of compliance with laws and regulations, industry and professional standards, codes of conduct and ethics, organizational policies, and budgets.<\/p><p><strong>5) Outcomes:<\/strong>\u00a0Outcomes are quantitative and qualitative measurements and metrics that measure and help assess the achievement of organizational goals and objectives. HR auditing activity includes the identification of metrics used by the organization to measure organizational and individual performance; the assessment of results by comparing actual results against projected results, budgets, and internal and external standards; and a description of the activities, behaviors, and internal controls that are needed to maintain or improve future results.<\/p><p>The value of the HR Audit Model is that it helps organizations: 1) assess current HR management and employment practices; 2) identify and diagnosis systemic problems; 3) evaluate and predict the impact of corrective measures; 4) develop a plan of action; and 5) determine the ROI of such actions. Using the ELLA tool, organizations enhance the value of their human capital, reduce their exposure to employment related liabilities, and improve their ability to achieve business objectives.\u00a0<br \/><br \/>https:\/\/internalaudit360.com\/the-evolution-of-hr-audits\/<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-db0f004 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"db0f004\" data-element_type=\"section\" data-settings=\"{&quot;_ha_eqh_enable&quot;:false}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-34dd72a\" data-id=\"34dd72a\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-c01e705 elementor-share-buttons--skin-flat elementor-share-buttons--align-center elementor-share-buttons--view-icon-text elementor-share-buttons--shape-square elementor-grid-0 elementor-share-buttons--color-official elementor-widget elementor-widget-share-buttons\" data-id=\"c01e705\" data-element_type=\"widget\" data-widget_type=\"share-buttons.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<link rel=\"stylesheet\" href=\"https:\/\/hectorkurumsal.com\/en\/wp-content\/plugins\/elementor-pro\/assets\/css\/widget-share-buttons.min.css\">\t\t<div class=\"elementor-grid\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-grid-item\">\n\t\t\t\t\t\t<div class=\"elementor-share-btn elementor-share-btn_facebook\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-share-btn__icon\">\n\t\t\t\t\t\t\t\t<i class=\"fab fa-facebook\" aria-hidden=\"true\"><\/i>\t\t\t\t\t\t\t\t<span\n\t\t\t\t\t\t\t\t\tclass=\"elementor-screen-only\">Share on facebook<\/span>\n\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-share-btn__text\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-share-btn__title\">\n\t\t\t\t\t\t\t\t\t\tFacebook\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-grid-item\">\n\t\t\t\t\t\t<div class=\"elementor-share-btn elementor-share-btn_twitter\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-share-btn__icon\">\n\t\t\t\t\t\t\t\t<i class=\"fab fa-twitter\" aria-hidden=\"true\"><\/i>\t\t\t\t\t\t\t\t<span\n\t\t\t\t\t\t\t\t\tclass=\"elementor-screen-only\">Share on twitter<\/span>\n\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-share-btn__text\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-share-btn__title\">\n\t\t\t\t\t\t\t\t\t\tTwitter\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-grid-item\">\n\t\t\t\t\t\t<div class=\"elementor-share-btn elementor-share-btn_linkedin\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-share-btn__icon\">\n\t\t\t\t\t\t\t\t<i class=\"fab fa-linkedin\" aria-hidden=\"true\"><\/i>\t\t\t\t\t\t\t\t<span\n\t\t\t\t\t\t\t\t\tclass=\"elementor-screen-only\">Share on linkedin<\/span>\n\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-share-btn__text\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-share-btn__title\">\n\t\t\t\t\t\t\t\t\t\tLinkedIn\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>The Evolution of HR Audits Evolution is a process of change. In recent years we have seen a significant change in the human resources auditing process, in the value derived from HR auditing, and in the tools that companies are using to audit HR. HR audits have evolved from a simple checklist of dos and [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":334,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[6],"tags":[],"_links":{"self":[{"href":"https:\/\/hectorkurumsal.com\/en\/wp-json\/wp\/v2\/posts\/325"}],"collection":[{"href":"https:\/\/hectorkurumsal.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/hectorkurumsal.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/hectorkurumsal.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/hectorkurumsal.com\/en\/wp-json\/wp\/v2\/comments?post=325"}],"version-history":[{"count":4,"href":"https:\/\/hectorkurumsal.com\/en\/wp-json\/wp\/v2\/posts\/325\/revisions"}],"predecessor-version":[{"id":2066,"href":"https:\/\/hectorkurumsal.com\/en\/wp-json\/wp\/v2\/posts\/325\/revisions\/2066"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/hectorkurumsal.com\/en\/wp-json\/wp\/v2\/media\/334"}],"wp:attachment":[{"href":"https:\/\/hectorkurumsal.com\/en\/wp-json\/wp\/v2\/media?parent=325"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hectorkurumsal.com\/en\/wp-json\/wp\/v2\/categories?post=325"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/hectorkurumsal.com\/en\/wp-json\/wp\/v2\/tags?post=325"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}