The audit assessed the HR processes and practices of four group companies for a client with over 10,000 employees across multiple businesses. Questionnaires, interviews, and document reviews were used to evaluate 14 areas against statutory and process compliance requirements. Compliance levels varied across areas, with staffing at 70% and training and development only 35%. Gaps identified included a lack of manpower planning, structured feedback and budget constraints limiting training. The analysis provided insights to improve HR systems and practices across the organizations.

1. CASE STUDY:
NOVEMBER 2014
Assessment of HR processes and practices

2. Case Example: HRFunctionAssessment – Conducted assessment of HR
processes and practices for four of the group companies for a client
Challenge Zinnov Solution Client Impact
• The client was able to
understand the current state,
establish areas that needs to
be sustained as well as
improved.
It was also able to determine
the compliance level and
course of action
• The client with over 10,000
employees and multiple
business interests wanted
to measure the
effectiveness and
compliance level of HR
systems and practices
across its various business
groups
Currently each of the
group companies followed
different systems and
practices
Other developments
– Change in organization
structure (introduction of
matrix structure)
– Introduction of Group VP
of HR
• Zinnov mapped the ‘as is’
state to understand the
existing systems and
practices. This was done
through onsite discussions
& reviews
Opportunities and strengths
were identified
Gaps and root causes for
the same were analyzed
Zinnov provided insight on
industry best practices and
developed a detailed action
plan to bridge the gaps
•
•
•
•
•
• “
insights in to the practices followed
by each of the group companies.
This will form the basis for me to
decide the next course of action”
- Group VP, HR
Client – The client is a multi-faceted Global Management Group
with over 30 years experience in pioneering technologies in IT,
Telecommunication and IT enabled services
Thank you for giving such good

3. Aud A eas
The audit was conducted for the organizations to determine the level of
both statutory and process compliance
Employeeit rpractices
Exit Process
management ManagementCompensationretention
Training and
Staffing/
Recruitment
Communication Orientation
Systems
Talent
acquisition
Operations Separation/
Talent Talent Performance
practices practices and Benefits
Development
HR Audit

4. The methodology used for the audit was administration of
questionnaire, onsite review conformity evaluation & employee interviews
Pre-assessment interview interviews
and thereby establishing the areas for
Pre- questionnaire will be administered to
Onsite review, understand the current systems and
and •Review of policies, forms and other
evaluation •Review relevant documents that support
Employee with regard to the various human
1 2 3
Onsite review, Employee
questionnaire and conformity
evaluation
•Prior to onsite review pre -assessment
assessment define the focus areas during onsite
questionnaire interviews
The onsite review will focus on the level of
•Interviews with the HR team to compliance followed for each of the review areas
interview practices
improvement
conformity related documents.
various processes and action
•Understanding employee perceptions
interviews resource systems and practices
Approach

5. a wa awa e
com
– The process followed to identify a vendor
A summary that
quantifies the
compliance level of
each audited area and
also captures
compliance, gaps and
analysis
constraints
Compliance
Specified requirements Conformity Evaluation Gaps
Each of the audited area
will list down the
sequence of activities in
that area ; explaining the
specified requirements,
the conformity evaluation,
the gaps identified and
the qualitative
compliance level
(Placement consultants, media, walk in,
positions
level
Manpower Planning
Identification of resource requirement based
on business projections for the year
NA (Activity conducted by operations.
No documents to support the same)
HR is not playing any role
in manpower planning
Raise Manpower Request Form MRF forms signed by Head of the
Department (Hardcopy)
None
Provide job description to HR Job Description formats (Hardcopy) None
Sourcing
Use of appropriate sourcing channels Employee interviews None
Evaluation and identification of vendors Records on vendor agreements None
Employee referral policy administration and
timely communication of open positions
- Documentation of referral policy
- Employee interviews
Employee referral
process not actively
pursued. Employees not
Screening and Interviewing l ys r of open
Written test for freshers Test scores None
Functional and HR interviews Feedback on resume, employee
application form and e-mail
No structured feedback
assessment form
Missing Not up to standard In Compliancemunication
72%
Development
processes
Function assessment areas–
Compliance level
Staffing 70%
On boarding &
orientation 57%
Employee
94%
Separation
Performance
Management
Training and
35%
Compensation 64%
Benefits
administration 94%
Operations 83%
Communication 37%
0% 20% 40% 60% 80% 100%
Compliance Percentage
• Compliance
and create a program
• Gaps
– Training & development initiatives
– Development need identification process
and delivery of programs
• Analysis
– It was observed that barring a few
external training programs, no initiatives
around training & development was
taken since last one year due to budget
Report Presentation - Illustration

6. Employee discussions were held to help organizations understand the
employee perception as well with respect to compliance level.
HR systems &
practices
High sati action Low satisfaction
Employee friendly 3
6
6
4
%
policies
The
analysis
will include
both
qualitative
as well as
quantitativ
e data
orientation
efficiency
Communication
environment
engagement
%
HR efficiency
Negative response Positive response
Employee friendly
Initiatives 71 % 29%
Responsiveness 64% 36%
HR personnel 50 % 50%
Creating a fun79 % 21%
Employee
79 % 21%
Process efficiency
Negative response Positive response
Staffing process 50 % 50 %
Onboarding/
64 % 36 %
Performance 43 % 57 %
Management
Training & 93 % 7 %
development
64 % 36 %
processes
71 % 29
%
Compensation &
benefits
ssfa

7. Gurgaon Office:
First Floor,
Plot no. 131, Sector 44,
Gurgaon-122002,
Phone: +91 124 4420100
Singapore
Level 42, Suntec Tower Three
8 Temasek Boulevard
Singapore 038988
Phone:+65 6829 2123
Bangalore
69 "Prathiba Complex",
4th 'A' Cross,
Koramangala 5th Block,
Bangalore-560 095.
Phone: +91-80-41127925/6
Texas
21, Waterway Ave
Suite 300
The Woodlands
TX-77380 USA
Phone:+1-281-362-2773
Thank You
Gurgaon Office:
First Floor,
Plot no. 131, Sector 44,
Gurgaon-122002,
Phone: +91 124 4420100
California Office
3080 Olcott Street
Suite A125,
Santa Clara, CA 95054
Phone: +408-716-8432