The document discusses the key aspects of conducting a human resource (HR) audit. It defines an HR audit as examining and evaluating HR policies, practices, and procedures to assess effectiveness and efficiency. The presentation covers the significance, need, scope, objectives, benefits, approaches, and timeline for an HR audit. It aims to identify gaps, ensure legal compliance, and recommend improvements to help optimize HR management.

1. Presentation on HR Audit by: N.Chandra Sekhar MBA . PRABHATH INSTITUTE OF BUSINESS MANAGEMENT HUMAN RESOURCE AUDIT

3. An HR audit is a process to review implementation of your institutions policies and procedures, ensure compliance with employment law, eliminate liabilities, implement best practices and educate your managers. Definition: (OR) HR Audit refers to Examination & Evaluation of Polices, Practices & Procedures to detect Effectiveness & Efficiency of HRM and Verify if Mission, Objectives, Polices, Procedures, Programs are chased and expected results achieved. HR Audit also suggest future improvements based on past activities measurement. PRABHATH INSTITUTE OF BUSINESS MANAGEMENT Presentation on HR Audit by: N.Chandra Sekhar MBA .

6. Scope of Audit: HR Audi has vide scope, involves much more than Management. Scope of HR Audit Planning - Forecasting Scheduling HR Philosophy Motivation & commitment Policies Organizing leadership styles Personnel Results Staffing & Development Programmes & Practices supervision delegation negotiation Special area Research & Innovation PRABHATH INSTITUTE OF BUSINESS MANAGEMENT Presentation on HR Audit by: N.Chandra Sekhar MBA .

8. Objectives: 1. Effectiveness: To review performance of Human resource Department and its activities to determine effectiveness. 2.Implementation: To locate gaps, lapses, failings in applying Polices, Procedures, Practices & HR-directives. Also to see areas of wrong/ non- implementation that hindered the planned programs & activities. 3.Rectification: To take corrective steps to rectify mistakes, shortcomings contesting effective work performance of HR Department. 4. Evaluation: To evaluate HR Staff & employees. 5. To evaluate the extent to which Line Managers Applied Policies Programmes & Directives initiated by Top Management & HR Department. 6.Modify: To review HR System and Modify to meet challenges in comparison with other organizations. 7.Questioning: To seek answers to ‘What, Why ‘When Happened while implementing Policies, Practices & Directives in managing HRs Presentation on HR Audit by: N.Chandra Sekhar MBA . PRABHATH INSTITUTE OF BUSINESS MANAGEMENT

10. Pitfalls of HR Audit: 1. Full audit may be time consuming 2. May not be as objective and impartial as desired 3.Impact of certain actions may not be clear PRABHATH INSTITUTE OF BUSINESS MANAGEMENT Presentation on HR Audit by: N.Chandra Sekhar MBA .

11. Special Areas Of HR Audit: Audit of HR Function Audit of Managerial Compliance Audit of HR Climate 1.Employee Turnover 2.Absenteeism 3.Safety Records 4. Attitude Surveys Audit of Corporate Strategy Audit and Human Resource Research PRABHATH INSTITUTE OF BUSINESS MANAGEMENT Presentation on HR Audit by: N.Chandra Sekhar MBA .

13. For each activity in the HR Audit functions Auditors must: 1 determine objective of activity. 2 Identify who is responsible for its performance. 3 Review the performance. 4 Develop action plan to correct deviation, between Results & Goal. 5 Follow up action plan. HR Evaluation must justify existence of department & its expenses. Department has no reason to function if fails to contribute to Company’s bottom-line, Prune expenses to make department viable. Auditor’s Role: PRABHATH INSTITUTE OF BUSINESS MANAGEMENT Presentation on HR Audit by: N.Chandra Sekhar MBA .

15. Comparative Approach – Auditors Identify another Company as a MODEL. Result of their Organization compared with those of Model Company . Outside Authority Approach – Often, Auditors use standard set by Outside Consultant as BENCHMARK for comparison of own Results. PRABHATH INSTITUTE OF BUSINESS MANAGEMENT Presentation on HR Audit by: N.Chandra Sekhar MBA .

16. Compliance Approach – Auditors review Past Actions to determine if those activities comply with legal requirements and Company Policies, & Procedures. A Final approach is for Specialists & Operating Managers to set objectives in their areas of responsibility. Management By Objectives Approach – creates Specific Goals against which performance can be measured. Then the Audit Team Researches ACTUAL PEERFORMANCE and COMPARES WITH THE OBJECTIVES. PRABHATH INSTITUTE OF BUSINESS MANAGEMENT Presentation on HR Audit by: N.Chandra Sekhar MBA .

17. Audit Report The Prog comes to end with preparation of Report. Report may be Clean or Qualified. It is Qualified if HR Performance contains Gaps for which remedies suggested. Report is Clean where Performance is fairly Satisfactory Naturally any audit will be done annually. Though it is preferred to conduct Human Resource Audit annually, but it is advisable to conduct audit once in three years or five years, keeping in view the fact that the realization of the Organizational goals may not be identified within a year. PRABHATH INSTITUTE OF BUSINESS MANAGEMENT PERIOD OF AUDIT Presentation on HR Audit by: N.Chandra Sekhar MBA .

18. PRABHATH INSTITUTE OF BUSINESS MANAGEMENT THANK YOU… Presented by N.Chandra Sekhar (MBA) Presentation on HR Audit by: N.Chandra Sekhar MBA . Thanks to V.Lalitha Shiva Jyothi, U Subbachari, K.Venkateswara Reddy Special Thanks to Prof. L.Vincent Raj Kumar , B.Tech,MBA,Phd