HUMAN RESOURCE AUDITS <br />
MEANING<br />A human resource audit evaluates the personnel activities used in an organization.<br />The audit is an overa...
Benefits of A Human Resource Audit<br /> To insure the effective utilization of an organization’s human resources.<br /> M...
Sound Performance Appraisal Systems.<br />Systematic job analysis.<br />Smooth adoption of the changing mindset.<br />To m...
The Scope of Human Resource Audits<br />Audit of Corporate Strategy<br />The organization is going to gain competitive <br...
Audit of the Human Resource Function<br />1. Human Resource Information System<br />- Human Resource Plans : Supply and de...
2. Staffing and Development<br />Recruiting : sources, availability, employment applications<br />Selection : selection ra...
3. Organization Control and Evaluation<br />Performance appraisals : standards and measures of performance, performance ap...
Audit of Managerial Compliance<br />Compliance with laws is especially important. When safety, compensation, or labor laws...
Audit of Employee Satisfaction<br />It refers to an employee’s general attitude toward his or her job. <br />When employee...
THANK YOU<br />
Upcoming SlideShare
Loading in …5
×

Human resource audits

3,956 views

Published on

human resource audits

0 Comments
2 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
3,956
On SlideShare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
273
Comments
0
Likes
2
Embeds 0
No embeds

No notes for slide

Human resource audits

  1. 1. HUMAN RESOURCE AUDITS <br />
  2. 2. MEANING<br />A human resource audit evaluates the personnel activities used in an organization.<br />The audit is an overall quality control check on human resource activities in a division or company and how those activities support the organization’s strategy<br />
  3. 3. Benefits of A Human Resource Audit<br /> To insure the effective utilization of an organization’s human resources.<br /> Motivation of the HR personnel.<br /> Find out the problems and solve them smoothly.<br /> Provides timely legal requirement.<br />
  4. 4. Sound Performance Appraisal Systems.<br />Systematic job analysis.<br />Smooth adoption of the changing mindset.<br />To maintain or enhance the organization’s and the department’s reputation in the community.<br />To find out the proper contribution of the HR department towards the organization.<br />Development of the professional image of the HR department of the organization.<br />
  5. 5. The Scope of Human Resource Audits<br />Audit of Corporate Strategy<br />The organization is going to gain competitive <br />advantage.<br />Audit of the Human Resource Function<br />Human Resource Information System, Staffing and Development, and Organization Control and Evaluation.<br />Audit of Managerial Compliance<br />Human resource policies and <br />procedures.<br />Audit of Employee Satisfaction<br />To learn how well employee needs are met. <br />
  6. 6. Audit of the Human Resource Function<br />1. Human Resource Information System<br />- Human Resource Plans : Supply and demand estimates; skill inventories; replacement charts and summaries<br />- Job Analysis Information : Job standards, Job descriptions, Job specifications<br />- Compensation Management : Wage, salary, and incentive levels; Fringe benefit package; Employer-provided services<br />
  7. 7. 2. Staffing and Development<br />Recruiting : sources, availability, employment applications<br />Selection : selection ratios, selection procedures, equal opportunity.<br />Training and development : orientation program, training objectives and procedures, learning rates<br />Career development : internal placement, career planning program, human resource development efforts<br />
  8. 8. 3. Organization Control and Evaluation<br />Performance appraisals : standards and measures of performance, performance appraisal techniques, evaluation interview.<br />Labor-Management Relations : Legal compliance, management rights, dispute resolution problems.<br />Human Resource Controls : employee communications, discipline procedures, change and development procedures<br />
  9. 9. Audit of Managerial Compliance<br />Compliance with laws is especially important. When safety, compensation, or labor laws are violated, the government holds the company responsible.<br />If managers ignore policies or violate employee relations laws, the audit should uncover these errors so that corrective action can be started.<br />
  10. 10. Audit of Employee Satisfaction<br />It refers to an employee’s general attitude toward his or her job. <br />When employee needs are unmet, turnover, absenteeism, and union activity are more likely. To learn how well employee needs are met. <br />The team collects information about wages, benefits, supervisory practices, career planning assistance, and other dimensions of job.<br />
  11. 11. THANK YOU<br />

×