HR Audit with reference to SAIL(RSP)

Arshad jamil 311sm1008 NIT,Rourkela

Objective
The problem areas in human resource auditing Auditing practices in public sector undertakings. To find areas needing improvement The recent trends in valuation of human resources.

Introduction
Human resource audit is a systematic assessment of the strengths, limitation and developmental needs of its existing human resources in the context of organizational performance (Flamholtz, 1987). A process in which policies, procedures, documentation, systems and practices concerning various arenas of human resource management are examined.
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Approaches
Comparative approach Outside authority Statistical Compliance approach and Management By Objectives(MBO)

Scope
Audit of all the HR function. Audit of managerial compliance of personnel policies, procedures and legal provisions. Audit of corporate strategy regarding HR planning, staffing, IRs, remuneration and other HR activities.

Audit of the HR climate on employee motivation, morale and job satisfaction.

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Process
1.Pre-Audit Information 2.Pre-Audit Self-Assessment 3.On-site Review 4.Records Review 5.Audit Report 6.The critical areas 7.Preparation for an audit Auditor engagement 8.Data gathering 9.On-site access 10.Using audit findings
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Methods
Individual interview method Group interview method Workshop method Questionnaire method

Research Design
Non-Probabilistic Descriptive or survey Research design

The sources of information are both primary & secondary. A well-structured questionnaire was prepared to collect the response.
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Contd
Primary Data: Questionnaire was prepared to take the view.

Secondary Data:office journals, books, web search and personal interaction with experts.

Contd.
Sampling Unit: The respondents who were asked to fill out questionnaires are the sampling units. These comprise of employees of SAIL(RSP). Sample size: The sample size was restricted to only 60, which comprised of mainly employee. Sampling Area: Regions of research are within RSP Campus

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Limitations
1. The research is confined to RSP and not necessarily shows a pattern applicable to all of Country.
2. Some respondents were reluctant to divulge personal information which can affect the validity of all responses. 3. In a rapidly changing industry, analysis on one day or in one segment can change very quickly. The environmental changes are vital to be considered in order to assimilate the findings.
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Data Interpretation and analysis

Human Resource Department

1.Are you supported and assisted by HR staff? 2.Did the HR staff responded you at the time of your needs? 3.Did the HR and other departments worked with mutual collaboration?

strongly agree agree can't say disagree strongly disagree

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Human Resource Planning

1.Was the work processes well designed? 2.Is the technology updated with passage of time? 3.Are your potentials being identified by the management?

strongly agree

agree
can't say disagree strongly disagree

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Recruitment and selection

1.Are position, objectives, and requirements of a candidate specified? 2.Is the interviewing process and selection instruments effective? 3.Is it difficult to perform your task?

strongly agree agree

can't say disagree strongly disagree

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Employee Compensation
1.Are you benefitted by your organization compared to others? 2.Are the medical and healthcare benefits satisfactory? 3. Is there an awareness about the benefits being offered to you? 4.Did the HR takes appropriate cost measures while providing and administering quality health care coverage?

strongly agree agree

can't say disagree strongly disagree

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Employee Relation and communication

1. How well are the employee relation policies published and communicated.? 2. Is the new employee orientation program satisfactory? 3. How accessible is the HR department to employees who feel the need to discuss work issues outside the chain of command?

strongly agree agree can't say disagree strongly disagree

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Training and development

1.Are the training and development program meeting the organizational needs? 2. Whether the assistance provided to managers developing training programs satisfactory. 3. Are the training programs related to organizational objectives? 4. Whether available training opportunities communicated to employees?

strongly agree agree can't say disagree strongly disagree

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Labor Relations
1.Did the management address the labor concerns? 2. Were the efforts made to promote a spirit of union/management cooperation?

strongly agree

agree

can't say

diasagree

strongly disagree

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Safety Health and Wellness

1.Is the safety department complying with the safety regulations? 2.Whether the HR is concerned about safety and wellness of employees? 3. Do you feel that HR recognize and reward safe behavior?

strongly agree agree can't say disagree strongly disagree

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Suggestions
The labour relations should be given more emphasis in order to improve the performance. More attention towards building a work friendly environment.

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