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Hr Audit

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This presentation talks about the HR Audit..Assume is HR Audit on one organization..Analysis & Conclusion is drawn accordingly

This presentation talks about the HR Audit..Assume is HR Audit on one organization..Analysis & Conclusion is drawn accordingly

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  • 1. HR Audit
  • 2. Audit Team
    • Devika Shinde P34
    • Sukhada Kulkarni P17
    • Pradnia Bhalerao C03
    • Puja Govekar P09
    • Anandita Singh C34
    • Jayashree Prabhu C43
  • 3. HR AUDIT
    • An HR audit is a process to review
    • implementation of your institutions policies
    • and procedures, ensure compliance with
    • employment law, eliminate liabilities,
    • implement best practices and educate your
    • managers.
  • 4. SCOPE & IMPORTANCE
    • Generally, no one can measure the attitude of human being and also their problems are not confined to the HR department alone. So it is very much broad in nature.
    • Goal of the HR audit includes two different analyses and valuations: the HR policies and their level of fit with the strategy of the firm, and the characteristics of human capital.
    • Several criteria have been used to assess different HR policies. Nevertheless, the measurement of the value that human capital brings to the firm is a very complex topic.
  • 5. AUDIT TOOLS
    • Interview
    • Document review
    • Questionnaire
    • Sampling
  • 6. COMPANY BACKGROUND & AREA OF AUDIT
    • INFOLINE LTD- An I.T industry
    • Audit of Recruitment & Selection function.
  • 7.  
  • 8. Objectives - Recruitment Process Audit
    • To clarify desired practices.
    • To establish a baseline for future improvement.
    • To evaluate current effectiveness.
    • To standardize recruitment practices across multiple sites within a division or company.
    • To assess current knowledge and skills required of HR practitioners for the recruitment process.
    • In order to help the organization to evaluate it’s entire recruitment process and strategy against global best practices.
  • 9. Benefits Of Recruitment Audit
    • To understand what recruitment streams are most and least successful for the organization.
    • To streamline our recruitment processes by making them more cost and time effective .
  • 10. Action Plan
  • 11. Pre Audit : Defined desired HR practices for recruitment process for the organization
    • Internal auditor.
    • Secured senior management commitment.
    • Listed all activities undertaken by HR department of our company.
    • Introduced the audit process to our managers.
    • Pre-Audit Information:
      • Company information, past records, comp. Growth over the period, HR manual.
  • 12. During Audit : Assessed current practices against the criterion that Auditor’s have established .
    • Observational Method :
    • JD documents.
    • Recruitment room, space.
    • Interviews and way they are conducted.
    • Assessment in the interview.
    • Whole recruitment and selection process performed for any one position.
  • 13.
    • Secondary data collection:
      • Recruitment data analysis(no. and quality of applicants in relation to those recruited).
      • Manpower guidelines.
      • Recruitment policies.
      • Organizational structure of HR department.
      • Previous HR audit records.
      • Attrition rates, department wise entry and exit interview data.
    …………… ..Contd.
  • 14. Questionnaire
    • Questionnaire to analyze how the process is carried out.
  • 15. Audit report presentation
    • Highlight areas that are :
      • Urgent and important (UI),
      • Not urgent but important (NUI),
      • Not urgent not important (NNI))
    • As a result of this scheme of classification, managements can prioritize their steps.
  • 16. Findings
    • Negative findings
    • Improper formulation of JD
    • No proper information at the time of interview(communication gap)
    • Improper treatment to candidates
    • Appointment letters delayed
    • Positive finding
    • Recruitment policy is at par with the industry standards
    • Systematic
    • MPP is effective
    • Optimum utilization of allocated budget
    • Proper distribution of the budget.
  • 17. Recommendations
    • Clear and specific Job Description
    • Plan the process
    • Communication and coordination required.
    • Provide proper facilities & seating arrangements
    • Computerize the process
  • 18.
    • Thank You