Professional Documents
Culture Documents
Scope of Presentation
Introduction - Objective & function of HR Audit - Benefits of Audit Scope/Area of Audit Process of Audit Analysis Feedback on Audit Conclusion
Introduction
Objectives of HR Audit
To find out effectiveness of policies and procedures. To chect indicators of quality of leadership,motivation ,communication,effectiveness of supervision, constant development of employees and managers. Verify mission, objectives of the organisation, goals of HR deptt have achieved expected results. Evalute to the extent line managers have implemented guidelines of HRM. To provide required feedback for the growth of the organisation. Competence of management in IR is challenged by unions Review HR system in comparision to other organisations. Locate gaps,lapses , shortcomings in implementation of policies , procedures, practices and directives of HR deptt. Evaluate HR staff.
Function of HR Audit
Scope of HR Audit
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Audit of Managerial Compliance Reviews how well managers comply with human resource policies and procedures.
Audit of Employee Satisfaction needs are met. Audit of environment culture To learn how well employee
Audit process
INTERVIEWS
With employees and managers are one source of information about human resource activity. Employees and managers comments help the audit team find that need improvement. Another useful source of information is the exit interview. Exit interview are conducted with departing employees to learn their views of the organization.
QUESTIONNAIRES/SURVEYS
Interviews are time-consuming, costly, and often to only few people, many human resource departments use questionnaires. Through questionnaire surveys, a more comprehensive picture of employee treatment can be developed. Questionnaire may also lead to more candid answers than face-to-face interviews. employee attitude about supervisors Employee attitude about their jobs Perceived effectiveness of human resource department Management effectiveness
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MANAGEMENT
Are HR goals in line with those of the
organization? Are workweeks identified and defined? Are full-time and part-time hours defined? Are shifts defined? Is there open communication to and from the HR department?
HIRING
Do
job descriptions exist? Are job descriptions up to date? Are forms and acceptable documentation reviewed annually? Are job openings offered to current employees? Are applicant references checked? Are turnover rates monitored? Are selection processes used with reference to the Uniform Guidelines? Are all applicants required to fill out and sign an application form? Are applicants asked to voluntarily identify their affirmative action information? Are independent contractors accurately identified? If the organization has a qualifying federal contract, is there an affirmative action plan? Are forms and medical information kept separately from personnel files?
NEW EMPLOYEES
Are workplace policies in place? Do policies focus on your workplace? Are policies communicated? Are policies enforced? Is there an employee handbook? Is the employee handbook specific to your workplace? Do employee orientations take place? Are employees trained on policies and work rules? Are employees trained on discrimination issues?
EMPLOYEE RELATION
Is there a system for performance evaluation? Does the system check for effectiveness of the evaluation? Is quality and quantity of work evaluated? Is performance tied to compensation? Are workplace policies flexible? Are disciplinary actions for violating workplace policies flexible? Is there a process for employees to lodge complaints? Are there a variety of individuals to whom employees may lodge complaints (supervisor, HR representative)?
WORKERS COMPENSATION
Are injuries/incidents investigated? Is follow-up remediation performed where appropriate? Is regular contact made with employees out on lost time? Is contact made with medical providers? Are insurance premiums and competitive quotes reviewed on a periodic basis? Is the workplace environment maintained with safety in mind? Are state (new and existing) requirements monitored?
HISTORICAL ANALYSIS
Not all the issues of interest to human resource audit are revealed through interviews or questionnaires. Sometimes insight can be obtained by an analysis of historical records, such as: Safety and health records Grievances records Compensation studies Scrap rates Turnover and absenteeism records Selection records Affirmative action plan records Training program records
EXTERNAL INFORMATION
Outside comparisons give the audit team a perspective against which their firms activities can be judged. Through Department of Labor, industry association, professional association numerous statistics and report are compiled. These organizations regularly publishes information about future employment opportunities, employee turnover rates, work force projection, area wage and salary survey, work force demography, accident rates, and other data that can serve as benchmark for comparing internal information.
Analysis Of HR Audit
Findings of research are used to develop a picture of the organizations resource activities. These information's are compiled into a audit report. The audit report is a comprehensive description of human resource activities that includes both commendation for effective practices and recommendations for improving practices that are less effective. Audit report often contain several sections. One part is for line managers, another is for manager of specific human resource function, and the final part is for the human resource manager.
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Conclusion