Social auditing involves systematically assessing and reporting on the social impacts of a company's activities. There are challenges in determining the scope of what to include and how to quantify social performance. An effective social audit provides statements of social objectives and commitments, describes goals and programs, reports on accomplishments, and measures progress toward objectives.

1. P M INDUKALA
M120015MS

2.  Evaluation
of management
 Involves independent and careful
examination
 Advice top management
 Problems
 Reports

3.  Social
performance of an organization in
contrast to its economic performance
 Started in USA in 1950s
 Different definitions-different yardsticks
 It can be defined as a commitment to
systematic assessment and reporting on
some meaningful definable domain of
company’s activities that have a social
impact.

4. Problems in social audit:
 Determining
the scope of social audit:
What all activities are to be included?
 Measurement Problems:
Difficulty in quantifying social activities.

5. An enumeration of social expectations and
organisation’s responses.
 A statement of corporation’s social objectives
and priorities attached to specific activities.
 A description of corporation’s goals in each
programme area of the activities it will conduct.
 A statement committed to achieve objectives
and goals
 A statement of accomplishments and progress
made in achieving each objectives and goals.


6. Provides tools for valuation of human resources and
measures to take appropriate actions.
 Involved in measuring various aspects related to human
assets.
 Basic purpose:
 To provide cost-value data to managerial decisions
 To provide info to monitor the effectiveness of human
resource utilization
 To provide info regarding human asset status
 To assist in the development of effective human resource
management practices


7.  Gives
valuable information to management.
 Measurement of standard cost of HR activities.
 Changes the attitudes of managers.
 Create a congenial work environment.

8.  Absence
of well defined practice.
 Based on the assumption that human
resource remains constant
 Leads to dehumanization in organization.
 Trade unions’ opposition

10.  Information:
life blood in systems approach
 Information system
 Management Information System can be
defined as the system of providing needed
information to each manager at the right
time, in the right form and relevant one
which aids his understanding and stimulates
his action.
 Designing of MIS based on two factors:
 Determinants of information needs
 Mis Blueprint

11.  Computer
and MIS
 Role of MIS:
 Reduce the cost
 Greater precision of data
 Coordination through unifying the concept of
each subsystem
 Rapid access to information