MENTORING & HR-AUDIT

What is Mentoring?Key points.Why Mentoring?

Meaning of Mentoring

Employee training system under which a senior or more experienced individual (the mentor) is assigned to act as an advisor, counselor, or guide to a junior or trainee. The mentor is responsible for providing support to, and feedback on, the individual in his or her charge.

ORMentoring is a professional activity, a trusted relationship,

a meaningful commitment. The origins of mentoring can be traced back to ancient Greece as a technique to impart to young men important social, spiritual, and personal values

Some key points on Mentoring Mentoring focus on attitude development Conducted for management-level employees Mentoring is done by someone inside the

company It is one-to-one interaction It helps in identifying weaknesses and focus on

the area that needs improvement

Advantages of Mentoring. Ease of AcclimationAn advantage of mentoring is that it helps to acclimate a new worker

to the job and organization. By having a "go to" person to ask questions, discuss scenarios and generally learn the nuances of the company, the mentee can become a productive member much more quickly and never feel that he has nowhere to turn for help. If the mentor serves in a supervisory capacity or needs to depend on the performance of the mentee to reach certain objectives, he can be sure the mentee is trained properly.

Sense of AchievementThe mentee can gain the sense of achievement that comes from the

mentor's feedback and assessment of his progress. The mentee's quest to gain the mentor's approval can serve as a motivating force to continue to improve his performance. The mentor can gain satisfaction from knowing that she is helping an individual and can take a measure of pride in her accomplishments. For a mentor that has already achieved a great deal of success, she can look at the process as a way of "giving back."

Why Mentoring is Important

It’s a complement to trainingMentoring is much more about coaching and counseling It’s a responsibility we have to the agencyBeing a good mentor is a hard thing to do

It’s a complement to training. The training we do is primarily about functional things – the “How To”

stuff that teaches us about the “manufacturing” part of our job (making ads, writing decks, making presentations, understanding financials, etc.).

Mentoring is much more about coaching and counseling. It’s much more about the qualitative and subjective parts of our job –

dealing with frustration, giving constructive criticism, handling disappointment, behaving with humility and compassion, etc.

It’s a responsibility we have to the agency. Part of what we need to give back to the agency is the development of

people who can be part of and carry on the culture, so that future generations of people who work here can sustain the same mood, atmosphere and positive corporate citizenry that exist today.

HUMAN RESOURCE AUDIT.What is HR-audit?benefit HR-audit?Approaches of HR-audit?

HUMAN RESOURCE (HR) AUDIT

HR audit is very much useful to achieve the organizational goal and also is a vital tool which helps to assess the effectiveness of HR functions of an organization.

ORThe American Accounting Association’s Committee on Human

Resource Audit (1973) has defined Human Resource Accounting as “the process of identifying and measuring data about human resources and communicating this information to interested parties”.

Benefits of HR Audit: Benefits to the organization are:

1. Find out the problems and solve them smoothly.

2. It helps to find out the proper contribution of the HR department towards the organization.

3. Reduce the HR cost.4. Motivation of the HR personnel5. Find out the problems and solve them

smoothly.6. Sound Performance Appraisal Systems7. Systematic job analysis

Approaches to Human Resources Audit

The following approaches are adopted for purpose of evaluation:

Comparative approachOutside authority approachStatistical approachCompliance approachManagement by objectives (MBO)

approach

Comparative approach In this, the auditors identify Competitor Company as the model. The results of their organization are compared with that Company/ industry.

Outside authority approachIn this, the auditors use standards set by an outside consultant as benchmark for comparison of own results.

Statistical approachIn this, Statistical measures of performance is developed considering the company’s existing information.

Compliance approachIn this, auditors review past actions to calculate whether those activities comply with legal requirements and industry policies and procedures.

Management by objectives (MBO) approachThis approach creates specific goals, against which performance can be measured, to arrive at final decision about organization’s actual performance with the set objectives.

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