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HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
HUMAN RESOURCE AUDIT
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HUMAN RESOURCE AUDIT

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HUMAN RESOURCE AUDIT

HUMAN RESOURCE AUDIT

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  • 1. MASTER OF SOCIAL WORK-II YRPRESENTATION ON HUMAN RESOURSE AUDIT HUMAN RESOURSE INFORMATION SYSTEM HUMAN RESOURSE CONSULTANCY By, S.PADMAPRIYA
  • 2. HUMAN RESOURSE AUDIT “The things that getmeasured gets managed”
  • 3. MEANING & PURPOSE OF HR AUDITThe Human Resources (HR) Audit is a process of examining policies, procedures, documentation, systems, and practices with respect to an organization’s HR functions.The purpose of the audit is to reveal the strengths and weaknesses in the organizations human resources system and any issues needing resolution.The audit works best when the focus is on analyzing and improving the HR function in the organization.
  • 4. OBJECTIVES OF HR AUDIT Effectiveness of performance of HR Department; Implementation of HR policies, procedures; To find out the reasons for low productivity and improve HRD Strategies; Evaluation of the HR staffs & employee; Modify and Review HR system & challenges; Questioning: To seek answers to : What happened ? Why did it happen? Why did it not happen?
  • 5. Benefits of HR Audit Identification of contributions of HR department Helps identify the gaps between the current state and the standard, thereby streamlining HR work processes Encouragement of greater responsibility and professionalism among HR members Clarification of HR duties and responsibilities Stimulation of uniformity of HR policies and practices Ensuring timely compliance with legal requirements Reduction of HR costs through more effective personnel procedures A thorough review of HR information systems.
  • 6. APPROACHES TO HR AUDIT OutsideComparative Statistical Compliance Management authority approach approach approach and By Objectives approach
  • 7. Frequency of HR auditIt is best to have a HR audit once in a year. The HR audit, ifconducted continuously and regularly, then it becomes a fairlymanaged process. The chances of drastic corrections becomelower if it is conducted regularly. Usually, the frequency of theaudit being conducted depends on the company. An ideal auditcan be conducted for every 18 months but the managementmust see to it that a well efficient audit is done on yearly basis.
  • 8. Types of HR Audits Compliance: Focuses on how well the company is complying with current federal, state and local laws and regulations. Best Practices: Helps the organization maintain or improve a competitive advantage by comparing its practices with those of companies identified as having exceptional HR practices. Strategic: Focuses on strengths and weaknesses of systems and processes to determine whether they align with the HR department’s and/or the company’s strategic plan. Function-Specific: Focuses on a specific area in the HR function (e.g., payroll, performance management, records retention, etc.)
  • 9. HR AUDIT-SECTION WISE HRIS Performance Management Recruitment and evaluationResourcing Documentation Training, &Safety Development Employee Compensation Relations and Benefits Welfare Health systems
  • 10. CONCLUSION The auditors always prepare andsubmit an audit report to the authority of the organization, which may be clean or qualified. A clean report indicates the appreciative of the Department’s function, but the latter one represents the gaps in performance and therefore contains remarks and remedial measures. HR audit is very much essential to face the challenges and to increase the potentiality of the HR personnel in the Organization.
  • 11. HUMAN RESOURSE INFORMATION SYSTEM The application of computers to employee-related record keeping and reporting and management decision making any organized approach for obtaining relevant and timely information as a base for human resource decisions. HRIS is a set of inter related components working together to collect, process and store information to support HR decision making, coordination and control in an organization.
  • 12. Need and Objective for HRISNEED: Large Organization Organizations Geographically Dispersed Complexities in Salary Packages Decision MakingOBJECTIVE: Right form of information at the right time Make the information available at reasonable cost Processing the data by using most efficient method Provide necessary security and secrecy Keep the information up to date
  • 13. HRIS Tracks... Medical Recruit/ Records Employ Workers Payroll CompHealth & People BenefitsSafety Jobs PositionsHR Emp.Planning Relations T&D Comp. Pension Admin 13
  • 14. BENEFITS • Easy data maintenance • Administrative processes automated • Employee ‘self-service’ • Adequate information base that leads to timely and just decisionSaving time making • Responding faster to employee inquiries to enhance efficiency and productivity • Minimum paperwork • Timely and accurate decision making includes less costSaving costs • Helping the employees perform better through effective career planning and performance management Work re- • Integrating the human resource function with other business functions allocation in the enterprise, to serve personnel better 14
  • 15. Some of HRIS products listed…. People- Trak HRMSHR Control SAP@ Centre HR Data Oracle Manager Smart stream@
  • 16. ABOUT HR CONTROL CENTREHR Control Centre 6.0 is a program software that tracksemployee information, employee status, records regardingbusiness progress and employee performances. As such,with this software HR managers can perform variousfunctions that they need to run an organization. Thissoftware basically fulfills the Human ResourceInformation needs for a business unit by acting as asupport system in quality and flawless decision making. Ittherefore is sophisticated and delicate yet user-friendly forcompanies irrespective of size and type.
  • 17. OPENING VIEW OF HR CONTROL CENTRE
  • 18. EMPLOYEE PROFILE
  • 19. OPENING VIEW OF SALARY PAGE
  • 20. FINAL OUTPUT OF SALARY PAGE
  • 21. CHANGING A BENEFIT RECORD
  • 22. FINAL OUTPUT OF EMPLOYEE BENEFIT
  • 23. CONCLUSION“By automating Human Resource practices, HRIS saves time and money, effectively reallocates work processes and thus provides competitive advantage and to the organization.”
  • 24. HR CONSULTANCY
  • 25. ROLE OF HR CONSULTANCY The role of human resource consulting services in an organization differs with the extent of outsource functions. Some services go with the "all-or-nothing" approach, requiring that they handle all your HR functions or none at all. Others offer their services "a la carte," meaning employer can pick and choose fromthe HR consulting services they offer. The HR consulting portfolio -may include features like payroll administration, employee Benefits, human resource management, risk management.
  • 26. LEADING JOB PORTALS Times Jobs ShineNaukri Jobs Ahead Jobs Monst Click Latest er Jobs Jobs India India
  • 27. SERVICES OF HR CONSULTANCYConducting HR auditsDealing with employee relations issues including disciplinary, grievance or performancemanagement problemsDrafting Contracts of Employment and Employee HandbooksFormulating policies and procedures to suit your businessAssisting recruitment and selection processesDesigning and delivering induction programmes, performance appraisal schemes etcDeveloping and delivering a range of bespoke training programmes in areas such as: performancemanagement; conducting grievance and disciplinary hearings; appraisal and supervisory skillsInterim HR Management
  • 28. THANK YOU

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