Dear students, get fully solved assignments by professionals Send your semester & Specialization name to our mail id: “ stuffstudy5@gmail.com ” Or Call us at: 095695-71214 (Kindly prefer mailing & Call in case of urgency)

1. Dear students, get fully solved assignments by professionals
Send your semester & Specialization name to our mail id:
“ stuffstudy5@gmail.com ”
Or
Call us at: 095695-71214
(Kindly prefer mailing & Call in case of urgency)
ASSIGNMENT
DRIVE FALL SPRING 2013
PROGRAM Master of Business Administration- MBA
SUBJECT CODE & NAME MU0013: HR AUDIT
SEMESTER 4
BK ID B1735
CREDITS 4
MARKS 60
Note: Answer all questions. Kindly note that answers for 10 marks questions should be
approximately of 400 words. Each question is followed by evaluation scheme.
1 Define Human Resource (HR) Audit. Explain the need for HR Audit. What are the benefits of HR
Audit?
Answer : : A Human Resources Audit is a comprehensive method (or means) to review current
human resources policies, procedures, documentation and systems to identify needs for
improvement and enhancement of the HR function as well as to ensure compliance with ever-
changing rules and regulations. An Audit involves systematically reviewing all aspects of human
resources, usually in a checklist fashion.
Need for HR Audit:
2. Common approaches to Human Resource Audits
There are five common approaches for the purpose of evaluation of HR in any organization:
 Comparative approach: In this approach, another division or company that has better
practicesor resultsischosenas the model.The auditteamauditsand compares the audited
firmsresultswith the best practices of the model organization. This approach is commonly
used to compare the results of specific activities or programs. The approach is often used
with turnover, absence, salary data and staffing levels.
 Outside authority: In this approach, standards set by a consultant or taken from published
research findings serve as the benchmark for the audit team. The consultant or research
findings may help diagnose the cause of problems.

2. 2 Write short notes on the following:
(i) Audit for HR Planning
Answer : Estimating your future workforce requirements is an inexact science. But a number of
differenttechniquesexisttohelpyoudothis,as well asto calculate the state of the labourmarketin
the short to medium-term - and assess any problems or implications that result.
Thisauditwill helpensure thatyouhave reliable monitoring and planning systems in place, so that
implications for strategic and cost planning can quickly and easily be assessed. Use it to check the
effectiveness of existing systems or to plan and implement new ones.
After explaining the concept of HR planning and its
3 What is HR Scorecard? Explain the reasons for designing & implementing HR Scorecard
framework.
Answer : The HR Scorecard argues that HR measurement systems must be based on a clear
understanding of organizational strategy and the capabilities and behaviors of the workforce
required to implement that strategy. Thus, an HR Scorecard is a mechanism for describing and
measuring how people and people management systems create value in organizations, as well as
communicating key organizational objectives to the workforce.
The goal of an HR scorecard is to help businesses determine the value of their human resources
departments.The challenge oftenisdauntingbecauseunlike mostdepartmentsordivisionswithin a
company, measurement tools traditionally have been lacking for HR purposes. Human capital is
largely intangible and difficult to measure as a component in a company's business success.
Reasons to Implement HR Scorecard
4 What is meant by ‘Competency mapping’? Explain the various competencies and the associated
behavioural aspects.
Answer:Competency(or Competence) ManagementSystems are usuallyassociatedwith,andmay
include, a Learning Management System (LMS). The LMS is typically a web-based tool that allows
access to learning resources. Competency Management Systems tend to have a more
multidimensional andcomprehensive approachandinclude toolssuchascompetencymanagement,
skills-gapanalysis,succession planning, as well as competency analysis and profiling. The CompMS
tends to focus more on creating an environment of
5 Write a brief note on effectiveness of Human Resource Development Audit as an intervention.
Answer : Perhaps India is the first country to formally establish a totally dedicated HRD (Human
Resourcesdevelopment)Departmentseparatedfromthe Personnel Department.Thiswas designed
in the year 1974 when the term HRD itself was not very popular in the USA. Two consultants from
the Indian Institute of Management , Ahmadabad after reviewing the effectiveness of the
performance appraisal system and training in Larsen & Toubro recommended an Integrated HR

3. System to be established and the department dealing with development issues be separated out
from the personnel department and be called the HRD
6 Describe the rationale behind human resource valuation and auditing.
Answer : Valuation of Human Resources
Until recently,the value of anenterprise asmeasuredwithintraditional balance sheets was viewed
as a sufficient reflection of the enterprise's assets. However, with the growing emerge of the
knowledge economy,thistraditional valuationhasbeencalled into question due to the recognition
that humancapital isan increasinglyimportantpartof anenterprise'stotal value.Thishasledtotwo
important questions :
1) how to assess the value of human capital in addition to an enterprise's tangible assets and
2) how to improve the development of human capital in enterprises.
The emergence of methods for accounting human
Dear students, get fully solved assignments by professionals
Send your semester & Specialization name to our mail id:
“ stuffstudy5@gmail.com ”
Or
Call us at: 095695-71214
(Kindly prefer mailing & Call in case of urgency)