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ASSIGNMENT
DRIVE WINTER WINTER 2015
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 Planning (HRP).Discuss the objectives of Human Resource Planning.
Answer:Human resourcesplanningincludesstrategicmanagementof adepartmentresponsible for
your work force. In the human resources professional community, one of the topics revisited over
and overisgettinginvolvedinorganizational objectivestomake animpacton businesssuccess.Your
companycan attain itsgoalsby includingthe humanresourcesdepartmentinmattersthataffectthe
business overall. In the meantime, your human resources has its own objectives, which can be
integrated into the organizational objectives.
Raising Level of Job Satisfaction
Human resourcesplanningtodayhasanumberof timelyissuesleaders recognize as objectives that
will improve the workforce.One of the goalsisraisingthe level of job satisfaction. You can measure
job satisfaction through employee opinion surveys,
Q.2 Suppose you have joined as an HR and you are asked to carry out the HR Audit process in your
organization. What are the methods you will consider while implementing the HR Audit process?
Answer : Human resources audit tools help you conduct thorough evaluations of your human
resources effectiveness. You can use these tools to help you identify HR processes that are
functioningwell andthose thatrequire improvements. Common HR areas you should audit include

2. your compensationsystem, performance appraisal systems,policiesand procedures and health and
safety practices.
Interviews and Questionnaires
Interviewsandquestionnaireshelpyouacquire feedback from all of your employees, including top
management.These tools are ideal when you want to get a better understanding of the work your
employees perform. You can find out about their
3 What are the areas of HR Audit? Explain any four of them
Answer : Areas of HR Audit
A regular human resources audit can improve the services your HR department renders to both
employees and applicants. It can also determine whether your organization is in compliance with
labor and employment laws. Auditing all of your HR practices and functions can take time and
resources. Small businesses without enough staff to devote their full-time attention to an audit
should consider hiring an external consultant to evaluate their HR systems. Whether you use in-
house resourcesoran external consultant to conduct your HR audit, follow an outline to keep your
audit focused.
Personnel Files
The starting point for an HR audit is up to the department lead; however, it's reasonable to begin
withan auditof your company's personnel files. Review the department's system for handling file
materials,whethercopiesof employment actions are immediately filed in the appropriate folders
and if the files containing health and
4 What do you mean by HR Scorecard? Explain the steps undertaken to approach a Human
Resource Scorecard.
Answer : The HR Scorecard Approach
HR createsvalue byengaginginactivitiesthatproduce the employee behaviors the company needs
to achieve strategic goals. Managers use an HR Scorecard to measure the HR function’s effectives
and efficiencyinproducingtheseemployee behaviorsandthusinachieving the company’s strategic
goals. The HR Scorecard – shows the causal link between the HR activities, and the emergent
employee behaviors, and the resulting firm-wide strategic outcomes and performance.
A. Creating a HR Scorecard - Three types of information are needed to create a HR Scorecard.
Q.5 Write a brief note on the 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

3. the Indian Institute of Management , Ahmadabad after reviewing the effectiveness of the
performance appraisal system and training in Larsen & Toubro recommended an Integrated HR
System to be established and the department dealing with development issues be separated out
from the personnel department and be called the
6 Write a short note on the following:
a)Flanholtz model(Rewards evaluation model)
Answer : Why do some entrepreneurs succeed, while others with ventures that seem equally
promising, experience difficulties and even failure?
Eric Flamholtz, Professor of Human Resource Management & Organizational Behaviour in the
AndersonGraduate School of Management, suggests that firms that succeed in the long term have
progressed successfully through six key tasks:
 Identification and definition of a viable market niche
 Development of products or services for the chosen market niche
 Acquisition and development of
b) Pekin Ogan model
Answer:Pekin,ashe preferstobe called,teachesManagerial Accountingwithflawlessengagement,
focusingonclassdiscussionandendlesswhiteboard brainstorms as the primary source of learning.
He sings,dances,loves his wife, hates the "word" incentivize (it should be motivate), and lives for
teaching.Pekinindirectlyteachesfromatriple-bottom-line managementperspective,where people,
profits and planet have to play nice
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
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or
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