Post on 04-Apr-2018
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QUANTITATIVE TECHNIQUES
IN
HUMAN RESOURCE MANAGEMENT
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HR Audit
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Meaning
An HR Audit is a process of examining
policies, procedures, documentation,
systems & practices with respect to an
organizations human resource functions.
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An HR Audit is a systematic verification of - job analysis & design - recruitment & selection
- orientation & placement - training & development - performance appraisal & job evaluation - welfare & social security - industrial relations
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Features of HR Audit
Process of Examination
A Diagnostic Tool
SWOT of Human Resource System
Systematic way of achieving Companysgoals
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Why ?...
Organisations undertake HR audits for manyreasons :
To make the HR function business-driven . Change of leadership For expanding, diversifying, & entering into a fast
growth phase.
For promoting professionalism among employees. To find out the reasons for low productivity &
improve HRD strategies.
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Changes in the styles of top management
Role clarity of HR Department and the role of linemanagers in HR
Increased focus on human resources and humancompetencies
Better recruitment policies and moreprofessional staff
More planning and more cost effective training
Strengthening accountabilities through appraisalsystems and other mechanisms
Role of HR Audit in Business Improvements
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How ?... HR Audit is studied and analysed using a
variety of methodologies like interviews, questionnaires, observations, available records, workshops etc.
This evaluation helps the organisation tohave a clear understanding of the the HRprocesses with business goals.
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Interviews
This method is quick & adequate for acomprehensive HR Audit. It can be in the form of
Interview with CEO & Top Management Interview with HRD Staff Interview with Line Managers
Interview with Workers & Representatives Group Interviews
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Observation
This method is a way to look at the thingsas they exist.
These includesPhysical Facilities Meetings & Discussions
Celebrations & other events Training Forms, reports & Manuals
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Questionnaires This method measures various aspects &
provides inputs more appropriately It includes various sections such as
Career System Work Planning Development System Self Renewal System
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Who conducts HR Audit Audit is conducted on availability of Experts
It is always useful to conduct HR audit by anexternal team
They are likely to bring newer perspectives
They are likely to suggest new benchmarks
They are not influenced by internal politics &
familiarities
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Qualification of HR Auditor
Skills in identifying developmental needs Skills in methodologies
Skills in reporting Benchmarking Skills Knowledge of business
Knowledge of HR strategies
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Preparation Needed for HR Audit
Educate all the employees Decide on appropriate timing for audit
Request the managers to co-operate Make all the records available to the
auditor
Mentally prepare all those to beinterviewed to set aside a couple of hoursfor the same.
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Frequency of HR Audit
Audit is one-time affair . It is a good to conduct audit once in two
years. It is preferably good to conduct audit once
in four to five years by an outsideagency.
Reason to conduct audit more frequentlyis to help review & evaluate HRDimplementation on a regular basis.
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Benefits
Proper contribution of HR departmenttowards the organization
Develops professional image of HRDepartment Motivates Human resource personnel
Finds out problem & solve them smoothly Sound performance appraisal systems Timely Legal Requirements
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Conclusion
HR Audit is important is important as ithighlights critical issues.
It involves involvement of all.
Effectiveness depends upon competencyof auditors.
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THANK YOU