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PRESENTATION ON PERSONAL RECORDS
,AUDIT AND RESEARCH
BY :-
RICHA YADAV
MB10B(50)
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A PERSONNEL RECORDS PROVIDE INFORMATION RELATING TO THE USE OF HUMAN
RESOURCES IN AN ORGANISATION .PERSONAL RECORDS PRESERVE INFORMATION
IN FILES AND DOCUMENTS LIKE CARDS,PAPERS etc.
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Personnel records include the following:
Job application and test scores.
Job description and job specification.
Interview results
Employment history Medical reports
Attendance records
Payroll
Leave record
Contract of employment
Record to be kept under various status
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The purposes of records management are outlined hereunder:
To keep an orderly account of progress: Normally the purpose of
writing down and perceiving documents is to facilitate the company to
access its progress.
To facilitate the preparation of the statement of the true condition:
Information presented in the form of records enables the top
management to prepare the top management to prepare the statement
of the true position of the organisation.
To enable the making of camparisons: Records facilitate comparison
of operations and events between one period and another.
To facilitate detection of errors and frauds: Records act as a tool in the
hands of top management in detecting errors and frauds. Legal requirements: Some records are maintained to satisfy legal
requirements and various status.
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Justification: The purpose of keeping and maintaining records
must be justified resulting in elimination of un necessary records.
Verification: Non verifiable records , files and documents will not
be useful and they provide no evidence in a court of law therefore
it is important to get all recods verified.
Classification: Records must be properly classified so that they
are useful to the management. Without proper segmentation
,records cannot serve any effective purpose.
Availability of required information: Records must be kept in such
a form , type and shape so that they can furnish the required
information within the shortest possible time. Reasonable cost: Records must be produced and maintained at a
reasonal cost .
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Supply the information required by the management and trade
unions to review the effective ness of personnel policies and
practices and develop them.
Supply the information required by various agencies on the
accidents,employment position,turnover etc.
Provide the information about manpower ,inventory for
manpower planning and succession planning.
Conduct research in personnel and industrial relations areas.
Identify training and development needs.
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Personnel audit refers to an examination andevaluation of policies ,procedures and practices todetermine the effectiveness of personnel management
SEYBOLD
OBJECTIVES OF PERSONNEL/HR AUDIT:
The objectives of personnel audit are:
To review the organisation system, human
resources sub-system in order to find out theefficiency of the organisation in attracting andretaining human resource.
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To find out the effectiveness of various personal policies
and practices.
To know how various units are functioning and how they
have been able to implement the personal policies.
To review the personal system in comparison with
organisations and modify them to meet the challenges of
personnel management.
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Increasing size of the organisation and
personnel in several organisation.
Increasing dependence of the organisation on
the HR system and its effective functioning.Changing HR management philosophy and
thereby personnel policies and practices
throughout the world.
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Identifies the contributions of the HR department. Improves the personnel image of HR department. Encourages greater responsibility and
professionalisation among members of HR
department. Classifies the HR departments duties and
responsibilities. Ensures timely compliance with legal requirements. Stimulates uniformity of personnel policies and
practices.
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` Personnel research is the task of searching for and
analysing facts relating to the end that personnel
problems may be solved or principles and laws
governing their solutions derieved . It implies
investigation into any aspect of personnel managementin a systematic way.
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To measure current condition in human resource
management.
To evaluate effects and results of current
policies and practices.To provide an objective basis for revising current
programmes and activities.
To discover ways and means of strengthening
the abilities and attitudes of employees at a highlevel on a continuing basis.
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THANK
YOU
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