This document discusses the concept and importance of HRD (human resource development) audits. An HRD audit comprehensively evaluates an organization's HR structure, strategies, systems, styles, skills, and culture and their alignment with short-term and long-term business goals. HRD audits are important for ensuring effective HR utilization, developing organizational reputation, and promoting professionalism among employees. The scope of an HRD audit includes areas like manpower planning, goals and policies, promotion and transfer policies, and performance management. Methods used in HRD audits include interviews, workshops, questionnaires, and observations. Advantages include improved business performance, increased focus on human capital, and more cost-effective training.
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
Interventions are necessary for an organization to apply for effectiveness in functioning of an organization. this presentation is about part of interventions known as structural intervention.
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
Interventions are necessary for an organization to apply for effectiveness in functioning of an organization. this presentation is about part of interventions known as structural intervention.
Training - Human Resource Management HRMDeva Pramod
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Training is a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behaviour of employees.
Essential for job success
It can lead to higher production, fewer mistakes, greater job satisfaction and lower turnover
Training Vs. Development, Training Vs. Education, Learning Principles: The Philosophy of Training, Applicability of Training, Job Instruction Training (JIT)
Coaching
Mentoring
Job Rotation
Apprenticeship Training
Committee Assignments
Rao V.S.P “Human Resource Management”, 2nd edition, Pearson –Prentice Hall, New Delhi, 2005
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Grievance is the first requisite that leads to indiscipline. Effective grievance handling is not only crucial to maintain harmony but also employee satisfaction.
Meaning of HRM, Importance of HRM, Objectives and Functions, process of HRM, Systems and Techniques, Role of human resource manager, duties and responsibilities of human resource manager, typical organization set up of human resource department.
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2. Contents
What is the audit
What is HRD Audit
Concept of HRD Audit
Objectives of HRD Audit
Importance of HRD Audit
Scope of HRD Audit
Role of HRD Audit
Methods of HRD Audit
Advantages of HRD Audit
Conclusion
References
3. What is HRD Audit
An HRD Audit is like a weekly/
montly/ annualy health check-up,
it plays a vital role in instilling a
sense of confidence in the
Management and the HR
functions of an organisation.
4. What is HRD Audit
HRD Audit is a comprehensive evaluation of the
existing HRD
• Structure,
• Strategies,
• Systems,
• Styles,
• Skills / Competencies &
• Culture
and their appropriateness to achieve the short-
term and long-term goals of the organisation.
5. Why????
Organisations undertake HR audits for many reasons :
• To make the HR function business-driven.
• Change of leadership.
• To take stock of things & to improve HRD for expanding,
diversifying, & entering into a fast growth phase.
6. Why ?...
• For promoting professionalism among employees &
to switch over to professional Management.
• To find out the reasons for low productivity &
improve HRD strategies.
• For growth and diversification.
7. Concept of HRD Audit
Following are the concept of HRD Audit…..
HRD Audit is Comprehensive
HRD Audit examines linkage with other
systems
HRD Audit is Business-driven
8. Objectives of HRD Audit
To determine the effectiveness of management
programmes
Develop a statement of findings with
recommendations for correcting deviations
To study the current manpower inventory
9. Importance of the HRD Audit
Technological changes
To keep pace with the environment changes
Changing role of trade union
Emergence of new working class
10. Role of HRD Audit in Business Improvements…
• To gets the current facts.
• It could get the top management to think in terms of
strategic and long term business plans.
• Changes in the styles of top management
• Role clarity of HRD Department and the role of line
managers in HRD.
11. Role of HRD Audit in Business Improvements…
• Improvements in HRD systems
• Increased focus on human resources and human
competencies
• Better recruitment policies and more professional
staff
• More planning and more cost effective training
12. Scope of HRD Audit
HRD Audit emcompasses all the areas like as…
Manpower planning
Goals,policies and objective
13. Scope of HRD Audit
Promotion and transfer polices
Performance appraisal systems
Training and development functions
14. Methodology of HRD Audit…
HRD Audit requires the use of a number of methods for
HRD Audit. Following are the methods…
Individual interview
Group interview
Work shop
Questionnaire methods
Observation
15. Advantages of HRD Audit
• To ensure effective utilization of HR
• To inculcate sense of confidence in management
• To develop and sustain organizational reputation in
the society
• To perform a “due diligence “ review for various
stakeholders
16. Conclusion
HRD Audit is a comprehension evaluation of the
current hr strategies ,structure ,style and skills in the
context of the short and long term business plans of
a company.
its main objective is to align the hr function with
business goals or to create a business driven hr
function.
17. References
• Human Resource Planning
: D.K. bhattacharyya
• Human Resource Management
: K. Aswatapha
• HRD Audit
: T.V.RAO
• Google .com
• Scribd .com
Hrd audit is the systematic survey and analysis of different hrd function with a summarized statement of finding and recommendation for correction of deficiency.basically its examine and evalutes policies,procedures,and practices for determine the effectiveness of hrd function in an organization .
Lets start the prsention,these are my content ,which I am going to cover one by one. What is audit In genral terms according to oxford dictionary, audit is an official inspection of an organizations account
HRD Audit is Comprehensive : hrd audit starts with aan understanding of the future business plans and corporate strategies.while hrd auditcan be doneeven in organization that lack formulated future plans and strategies,it is most effective as a tool when the organization has such long term plans. HRD Audit examines linkage with other systems: hrd audit also examines the linkages between HRD and other systems like Total quality Management,Personnel Policies,Stratgic Planning,etc. HRD Audit is Business-driven : hrd audit always keeps business goals in focus .it attempt to bring in professionalism in hrd .hrd audit attempts to evaluate hrd strategy ,structure ,system ,staff,and style and their appropriates.
1-which facilitate the development,allocating and monitring of human resources 2- 3-to study the current manpower inventory and identified shortfall or excess,if any.
Technological changes : are calling for renewal of knowledge and skills of existing manpower..periodic hrd audit can help to indentify the changing training needs and development of new training needs and development of new training modules for effective utilization of manpower . To keep pace with the environment changes: management philosophy and practices at the organizational level also need to be changed ,like participative management ,employee empowerment ,total employee involvement etc.
Methodology of HRD Audit… Individual interview : the auditors normally make it a point to interview the top level manegment and senior managers individually.such individual interviews are a must for capturing their thinking about the future plan and opportunities available for the company.thus a good hrd audit begins with individual interviews of the top management. Group interview : group discussions and interview serve as a good mechanism for collecting information about the effectiveness of existing systems. Group interviews are conducting normally for groups of four to eight individuals. Work shop : in workshop method a large number of participants ranging from 30 -300 can be gathered in room and asked to do the hrd audit.the workshop also can be used to focus specifically on individual hrd systems like performance appraisal. Questionaire methods : the questionnaire can be administered individually or in a group. I have found it useful to call groups of respondents,selected randomly ,to a room and explain the objectives and the process of hrd audit and administer the questionnaire then and there itself. Observation : In this methods auditors should physically visit the workplace including the plant,training rooms ,hostels,hospital,living colony etc.
Due diligence:a fight between two people to settle a point of owner.its ensure the stake holder that the conflicts in the organization have been reviewed and resolved.