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DRIVE SUMMER 2014
PROGRAM/SEMESTER- MBADS (SEM 3/SEM 5)
MBAFLEX/ MBAN2 (SEM 3)
PGDHRMN (SEM 1)
SUBJECT CODE & NAME
MU0013 HR Audit
BK ID B1735
CREDIT & MARKS- 4 Credits, 60 marks

Q.1. Write a note on the major Human Resource Development (HRD) Strategies. (Explanation of the major
HRD strategies) 10
ANS:
Major human resource development strategies

Employee Engagement Strategy: As defined by Tower Perrin (2007) employee engagement refers to the
extent to which employees put discretionary effort into their work, beyond the minimum to get the job done
Systematic Training Strategy: The planning and organisation of formal on-job training and off-job
training leads to improving vital employee characteristics, building and sustaining appropriate work culture

Q2. What do you mean by Human Resource Audit? Discuss the purpose of HR Audit. Explain the common
approaches to HR Audit.
(Definition of HR Audit, Describe the purpose of HR Audit, Explain the common approaches to HR
Audit)2,3,5
Answer.
Definition of HR Audit
The human resource audit closely examines the people side of theorganisation. It involves a comprehensive review
of HR-related policies, procedures and practices. It provides an opportunity to do a systematic review of activities
that might otherwise be viewed as unrelated and it identifies areas that require further attention or improvement.

Q.3. Suppose you have joined as an HR and you are asked to carry out the HR Audit process in your
organization. What are the methods you will consider while implementing the HR Audit process? (Explain
the methods involved in the HR Audit process) 10
ANS:
Methods used in the HR Audit process
Methods used in the HR Audit process are given below:
Interviews: In order to ascertain what the top management thinks about the future plans and opportunities available
for the company, the auditors conduct individual interviews with the members of the top management. The top
management can provide a perspective for a good HR audit. To collect information about the effectiveness of the

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Q.4.What do you mean by HR Scorecard? Explain the steps undertaken to approach a Human Resource
Scorecard. (Definition of HR Scorecard, Explaining the steps in HR Scorecard Approach) 2,8
ANS:
HR Scorecard
HR scorecard is an important tool for conducting a successful HR audit. It is used for measuring the contribution of
human resource management practices for achieving organisational objectives. The purpose of the audit is to reveal
the strengths and weaknesses in the non-profit human resources system, and any issues needing resolution. The HR
Q.5. Write a brief note on the effectiveness of Human Resource Development Audit as an intervention.
(Explaining the Effectiveness of Human Resource Development Audit as an intervention) 10
ANS:
Effectiveness of Human Resource Development Audit as an Intervention
In any firm, along with the optimal utilisation of other resources, human resources should also be exploited to its
maximum potential. Businesses which utilise their human resources in an effective way have better chances of
success in the future. Sustainability and progress of business will depend on new competencies, methods, strategies

Q.6. Write short notes on the following: a) Balanced Scorecard b) Competency Mapping (Balanced
Scorecard, Competency Mapping) 5,5
ANS:
Balanced Scorecard
Balanced Scorecard was developed by Dr. Robert Kaplan (of Harvard Business School) and David Norton as a
performance measurement framework that added strategic non-financial performance measures to traditional
financial metrics to provide managers and executives a more 'balanced' view of organisational performance. The
balanced scorecard is a strategic planning and management system that is used widely in various organisations

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