Human resource records overview

1. HUMAN RESOURCE RECORDSHUMAN RESOURCE RECORDS
 FLOW OF HR INFORMATION IS ESSENTIALFLOW OF HR INFORMATION IS ESSENTIAL
FOR TAKING DECISIONSFOR TAKING DECISIONS
 RECORDS AND REPORTS HELP MNGMT TORECORDS AND REPORTS HELP MNGMT TO
GENERATE HR INFORMATAIONGENERATE HR INFORMATAION
 USES ARE-PERFORMANCE APPRAISAL,USES ARE-PERFORMANCE APPRAISAL,
SALARY FIXATION, PROMOTONS FRINGESALARY FIXATION, PROMOTONS FRINGE
BENEFITS, PERKS, CPD, TRAININGBENEFITS, PERKS, CPD, TRAINING
PROGRAMMESPROGRAMMES
05/20/18 1By:Puneet Goyal

2. MEANING & TYPES OFMEANING & TYPES OF
RECORDSRECORDS
 RECORD-INFORMATION DOCUMENTEDRECORD-INFORMATION DOCUMENTED
 A PIECE OF WRITING OR A CHARTA PIECE OF WRITING OR A CHART
PROVIDING INFORMATIONPROVIDING INFORMATION
 TANGIBLE EVIDENCE OF PAST RECORDSTANGIBLE EVIDENCE OF PAST RECORDS
RELATING TO HR ASPECTS-ABSENTEEISM,RELATING TO HR ASPECTS-ABSENTEEISM,
PRODUCTION, WAGES, PRODUCTIVITY,PRODUCTION, WAGES, PRODUCTIVITY,
TURNOVER, VARIOUS HR SURVEY RESULTSTURNOVER, VARIOUS HR SURVEY RESULTS
 RECORDS-CONVENTIONAL & MODERNRECORDS-CONVENTIONAL & MODERN
 CONVENTIONAL-PAPERS, CARDS, CHARTS,CONVENTIONAL-PAPERS, CARDS, CHARTS,
BLUE PRINTSBLUE PRINTS
 MODERN-VIDEO FILMS, AUDIO CASETTES,MODERN-VIDEO FILMS, AUDIO CASETTES,
MAGNETIC TAPES, MAGNETIC CARDS, CD,MAGNETIC TAPES, MAGNETIC CARDS, CD,
DVDDVD05/20/18 2By:Puneet Goyal

3. IMPORTANCE OF RECORDSIMPORTANCE OF RECORDS
 SUPPLY INFORMATION FOR FRAMING HRSUPPLY INFORMATION FOR FRAMING HR
POLICIES/SYSTEMSPOLICIES/SYSTEMS
 TRAINING NEEDS IDENTIFICATIONTRAINING NEEDS IDENTIFICATION
 SKILL INVENTORYSKILL INVENTORY
 VALIDITY OF TESTS/INTERVIEWSVALIDITY OF TESTS/INTERVIEWS
 TANSFERS, PROMOTIONS, LAY OFFS,TANSFERS, PROMOTIONS, LAY OFFS,
SUSPENSION, DISMISSALSSUSPENSION, DISMISSALS
 LEGAL IMPLICATIONSLEGAL IMPLICATIONS
 COMPENSATION/REWARDSCOMPENSATION/REWARDS
05/20/18 3By:Puneet Goyal

4. ESSENTIALS OF A GOODESSENTIALS OF A GOOD
RECORDRECORD
 DEFINE THE OBJECTIVESDEFINE THE OBJECTIVES
 LOW MAINTENANCE COSTSLOW MAINTENANCE COSTS
 EASILY RETRIEVABLEEASILY RETRIEVABLE
 SIMPLE IN FORMAT, U/S BLE &SIMPLE IN FORMAT, U/S BLE &
MEANINGFULLY PRESENTABLEMEANINGFULLY PRESENTABLE
 PERIODICALLY REVIEWEDPERIODICALLY REVIEWED
 SPLIT AND CLUB CONVENIENTLYSPLIT AND CLUB CONVENIENTLY
 MUST AVOID DUPLICATIONMUST AVOID DUPLICATION
 ONE PERSON MUST BE RESPONSIBLEONE PERSON MUST BE RESPONSIBLE
 ISO, QS, TS QSP-DEFINE THEISO, QS, TS QSP-DEFINE THE
PROCEDURES & FOLLOW THE SAMEPROCEDURES & FOLLOW THE SAME05/20/18 4

5. HR RECORDSHR RECORDS
 QSP & VARIOUS MANUALSQSP & VARIOUS MANUALS
 EMPLOYEE MASTEREMPLOYEE MASTER
 JOB DESIGN DOCUMENTSJOB DESIGN DOCUMENTS
 TIME OFFICE REASCORDSTIME OFFICE REASCORDS
 TRAINING DOCUMENTSTRAINING DOCUMENTS
 TRANSFER DOCUMENTSTRANSFER DOCUMENTS
 PAY ROLL RECORDSPAY ROLL RECORDS
 SUGGESTION RECORDSSUGGESTION RECORDS
05/20/18 5By:Puneet Goyal

6. HR RECORDSHR RECORDS
 HEALTH RECORDSHEALTH RECORDS
 WAGES SETTLEMENTSWAGES SETTLEMENTS
 HR SURVEYSHR SURVEYS
 ADMN RECORDSADMN RECORDS
 ACCIDENTS/SAFETY RECORDSACCIDENTS/SAFETY RECORDS
 HR INVENTORYHR INVENTORY
 GRIEVANCE RECOPRDSGRIEVANCE RECOPRDS
 INTERVIEW RECORDSINTERVIEW RECORDS
 EXIT INTERVIEW RECORDEXIT INTERVIEW RECORD
05/20/18 6By:Puneet Goyal

7. HR AUDITHR AUDIT
 REVIEW AND VERIFICATION OFREVIEW AND VERIFICATION OF
ACTIVITIESACTIVITIES
 MEASUREMENT OF EFFECTIVENESSMEASUREMENT OF EFFECTIVENESS
OF THE HRM’S MISSION, POLICIES,OF THE HRM’S MISSION, POLICIES,
OBJECTIVES, STRATEGIES,OBJECTIVES, STRATEGIES,
PROGRAMMES AND PRACTICES TOPROGRAMMES AND PRACTICES TO
DETERMINE THE EFECTIVENESS &DETERMINE THE EFECTIVENESS &
EFFICIENCY OF HRMEFFICIENCY OF HRM
 DETERMINE FUTURE COURSE OFDETERMINE FUTURE COURSE OF
ACTIONACTION
05/20/18 7By:Puneet Goyal

8. OBJECTIVES OF HR AUDITOBJECTIVES OF HR AUDIT
 REVIEW THE WHOLE SYSTEMS/PROCESSREVIEW THE WHOLE SYSTEMS/PROCESS
OF HRM TO DETERMINE EFFECTIVENESSOF HRM TO DETERMINE EFFECTIVENESS
OF HR SYSTEMSOF HR SYSTEMS
 TO SEEK EXPLANATIONSTO SEEK EXPLANATIONS
 EVALUATE THE EXTENT TO WHICH THEEVALUATE THE EXTENT TO WHICH THE
LINE MANAGERS IMPLEMENT HRLINE MANAGERS IMPLEMENT HR
POLICISES AND INITIATIVESPOLICISES AND INITIATIVES
 EVALUATE THE FUNCTIONING OF HREVALUATE THE FUNCTIONING OF HR
DEPTDEPT
05/20/18 8By:Puneet Goyal

9. NEED FOR HR AUDITNEED FOR HR AUDIT
 NO LEGAL OBLIGATIONNO LEGAL OBLIGATION
 IS, QS & TS CERTIFICTIONIS, QS & TS CERTIFICTION
MANDATESMANDATES
 HOWEVER THE FOLLOWINGHOWEVER THE FOLLOWING
DRIVESDRIVES
1.1. NO. OF EMPLOYEESNO. OF EMPLOYEES
2.2. ORGANISATIONAL STRUCTUREORGANISATIONAL STRUCTURE
3.3. COMMUNICATION & FEEDBACKCOMMUNICATION & FEEDBACK
4.4. LOCATION & DISPERSIONLOCATION & DISPERSION
5.5. STATUS OF THE HR MANAGERSTATUS OF THE HR MANAGER
6.6. ADMINISTRATIVE CULTUREADMINISTRATIVE CULTURE05/20/18 9

10. AREAS OF HR AUDITAREAS OF HR AUDIT
 ACHIEVEMENT OF ORGANISATIONALACHIEVEMENT OF ORGANISATIONAL
MISSION, OBJECTIVES, GOALS ANDMISSION, OBJECTIVES, GOALS AND
STARATEGIESSTARATEGIES
 MISSION STMT. OF HRMMISSION STMT. OF HRM
 HRM POLICYHRM POLICY
 HR STRATEGIESHR STRATEGIES
 CORE VALUESCORE VALUES
 HR IN TQMHR IN TQM
 SOCIETAL ACTIVITIESSOCIETAL ACTIVITIES
 SURVEYS-FEEDBACK-ACTIONSURVEYS-FEEDBACK-ACTION
 LEGAL COMPLIANCELEGAL COMPLIANCE
05/20/18 10By:Puneet Goyal

11. HR AUDITHR AUDIT
TYPICAL CHECK LISTTYPICAL CHECK LIST
 HR PHILOSOPHYHR PHILOSOPHY
 HR POLICIES AND PROCEDURESHR POLICIES AND PROCEDURES
 HRPHRP
 SELECTIONSELECTION
 HRD/TRAINING & DEVT.HRD/TRAINING & DEVT.
 PERFORMANCE APPRAISALSPERFORMANCE APPRAISALS
 PROMOTIONS AND TRANSFERSPROMOTIONS AND TRANSFERS
 COMMUNICATIONSCOMMUNICATIONS
05/20/18 11By:Puneet Goyal

12. HR AUDITHR AUDIT
TYPICAL CHECK LISTTYPICAL CHECK LIST
 VOICE MECHANISMVOICE MECHANISM
 WAGES, SALARY, FLEXIBLE FRINGEWAGES, SALARY, FLEXIBLE FRINGE
BENEFITS, MEDICAL BENEFITS ETCBENEFITS, MEDICAL BENEFITS ETC
 UNION RELATED ISSSUESUNION RELATED ISSSUES
 LEAVE. LTC, AND PERKSLEAVE. LTC, AND PERKS
 DISCIPLINARY ISSUESDISCIPLINARY ISSUES
 LEGAL COMPLIANCELEGAL COMPLIANCE
 BUILDING ETHICAL WORK CULTUREBUILDING ETHICAL WORK CULTURE
05/20/18 12By:Puneet Goyal