This document provides information about an assignment for an MBA course on HR Audit. It includes 6 questions related to topics like objectives of human resource planning, methods used in the HR audit process, competency mapping, and balanced scorecard software. It also provides contact information to obtain solved assignments for Rs. 125 each via email or phone.

1. Spring-2016
Get solved assignments at nominal price of Rs.125 each.
Mail us at: subjects4u@gmail.com or contact at
09882243490
Master of Business Administration - MBA Semester 3
MU0013-HR Audit
(Book ID: B1735)
Assignment (60 Marks)
Note: Answers for 10 marks questions should be approximately of 400 words. Each question is
followed by evaluation scheme. Each Question carries 10 marks 6 X 10=60.
Q1. State the key objectives of human resource planning? Explain Importance and Process of
human resource planning?
Objectives of HRP - 4
Importance of HRP - 2
Process of HRP - 4
Answer. Objectives of HRP
1. To recruit and maintain the HR of requisite quantity and quality.
2. To predict the employee turnover and make the arrangements for minimizing turnover and
filing up of consequent vacancies.
3. To meet the requirements of the programmes of expansion, diversification etc.
4. To anticipate the impact of technology on work, existing employees and future human resource
requirements.
Q2. Discuss the methods used in the HR Audit process.
Answer. Methods used in the HR Audit process:
1. Briefing and orientation:
This is a preparatory meeting of key staff members to:
a. discuss particular issues considered to be significant,

2. b. chart out audit procedures, and
c. develop plans and programme of audit.
Q3. What is HR Scorecard? Explain the reasons for implementing HR Scorecard framework.
Meaning of HR Scorecard - 2
Reasons for implementing HR Scorecard framework. - 8
Answer. HR Scorecard:
The goal of an HR scorecard is to help businesses determine the value of their human resources
departments. The challenge often is daunting because unlike most departments or divisions
within 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, according to the website HR Folks International.
Q4. What is meant by ‘Competency mapping’? Explain the various competencies and the
associated behavioral aspects.
Meaning of competency mapping - 3
Explanation any seven competencies along with the behavioral aspects - 7
Answer. Competency approach to job depends on competency mapping. Competency Mapping is
a process to identify key competencies for an organization and/or a job and incorporating those
competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the
organization. A competency is defined as a behavior (i.e. communication, leadership) rather than
a skill or ability.
Competencies:
Organizational competencies:
The mission, vision, values, culture and core competencies of the organization that sets the tone
and/or context in which the work of the organization is carried out (e.g. customer-driven, risk
taking and cutting edge). How we treat the patient is part of the patient's treatment.
Q5. Find out the details and advantages of Balanced Scorecard Software. Name few Balanced
Scorecard Software.
details and advantages of Balanced Scorecard Software. - 8

3. Examples of balanced scorecard software - 2
Answer. Advantages of a Balanced Scorecard
The balanced scorecard is a set of financial and non-financial measures regarding a company’s
success factors. It reflects the essence of the organization’s value-creating activities. While
originally adopted by large organizations, it applies to organizations of any size or sector. An
increasing number of small businesses are embracing the balanced scorecard method and
achieving results.
Q6. Write short notes on the following:
(i) Audit for HR Planning
(ii) Audit for HR Climate
Answer. (i) Audit for HR Planning:
A 6-Step audit to help analyse, estimate and meet your organisation's staff and workforce needs
Estimating your future workforce requirements is an inexact science. But a number of different
techniques exist to help you do this, as well as to calculate the state of the labour market in the
short to medium-term - and assess any problems or implications that result.
This audit will help ensure that you have 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.
Spring-2016
Get solved assignments at nominal price of Rs.125 each.
Mail us at: subjects4u@gmail.com or contact at
09882243490