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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

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Hr Audit

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