Professional Documents
Culture Documents
Prevalence of HR Audit
Research Univ of Iowa(USA- 1991): Abt 1/3rd firms U/Sur Seldom or never conducts reviews.
Final 1/3rd somewhere in Mid.
Business Today - Gallup MBA India Bangalore Mkt Research 1995; How people being managed
in various Orgns across India. Survey n = 653, Line Mgrs (477), HR Mgrs (98). CEOs
(78).Chosen across 350 Companies. Findings Hiring: 83% CEOs, 72% Mgrs , 77% HR Mgrs
(98): Feel HR Mgrs Doing good Job in appointing people with requisite
skills.
Job Satisfaction:3/4th Line Mgrs & HR Mgrs : are satisfied with the level of attention paid
to Employee welfare & Work Culture in their Organizations.
Training & Dev: Majority feels that attention paid to Employee Growth & Dev is
satisfactory.
Appraisal System: Majority are not happywith the system they have in their organizations.
HR Audit: How often they conduct audit: was out side the purview of Survey
HRA is well practiced in western world. Alike, Financial Audit No full Personnel Audit in India.
HRA is Evaluation, Examination, Review and Verification of Completed Activities to find the
true state of affair in the deptt.
HRA refers to Examination & Evaluation of Polices, Practices & Procedures to detect
Effectiveness & Efficiency of HRM And Verify if Mission, Objectives, Polices, Procedures,
Programs are chased and expected results achieved
HRA-OBJECTIVES
Objectives are:
Though, to audit HR- Policies & Practices No legal obligation exists, some Modern
Organizations chase to:
Change HRM Philosophy hence Affect Change in Personnel Policies & Practices World Wide.
Increase Organizational dependence on HR System & its Effective Funtioning
Scope of Audit
The audit should be broad. HRA has vide scope, involves much more than Mgt. of HR.HRA
covers concept of ‘people Mgt’ by supervisors at all levels. Covers Areas: HR Philosophy,
Policies, and Programmes & Practices and Personnel Results. [ Functions, Procedures, Impact on
Employees] Involves all activities of HR Functions like Major Areas: Planning - Forecasting,
Scheduling; Staffing & Development, Organizing; Motivation & commitment ; Admn –
leadership styles, supervision, delegation, negotiation; Research & Innovation – Experiments &
theory testing in all Areas. Covers Specifically following Areas:
See Tables:
AND
LET US
Audit process
Audit of HR Function
Involves all activities of HR Functions, From HRP to IR. Major Areas: Planning - Forecasting,
Scheduling; Staffing & Development, Organizing; Motivation & commitment ; Administration ;
Research & Innovation. For each activity Auditors must: 1 determine objective of activity.2
Identify who is responsible for its performance. 3 Review the performance.4 Develop action plan
to correct deviation, between Results & Goal. 5 Follow up action plan. HR Evaluation must
justify existence of deptt & its expenses. Deptt has no reason to function if fails to contribute to
Company’s bottom-line, Prune expenses to make deptt viable.
Involves audit of managerial compliance of Personnel Policies, Procedures & Legal Provisions.
Saves Mgt of guilty of offence in case of violations.
Audit of HR Climate
HRM Climate has impact on Motivation, Morale and Job Satisfaction. Quality of Climate
can be measured by examining: 1.Employee Turnover, 2.Absenteeism, 3.Safety Records 4.
Attitude Surveys
Employee Turnover:
ETO Implies the process of Employee Leaving & Joining - deaths, transfers, retirements,
resignations. High ET incurs increased costs – Recruitment, Selection, Trg, Disruption of Prodn,
QC-Problems, and Team & Morale Building. Certain % turnover is Unavoidable. Avoidable
ETO causes Concern to HRM, gives excellent measure of HR Climate, as it can be reduced.
Specific Actions can Minimize ETO - Better Hiring Practices, Orientation Trg, Working
Conditions, Remuneration & Benefits, Advancement Opportunities. Quality ETO Better Than
Quantity ETO
Absenteeism
Refers to Failure on part of Employee to report for work. (Unauthorized Absence). It costs
money and reflect dissatisfaction with Orgn. Unavoidable Absence sanctioned. Mgr must step in
to remove causes of Avoidable Absenteeism – night shifts, earning extra income, indebtness, and
lack of job security, job dissatisfaction, and unfriendly supervision.
Accidents
Organizations keep records. Accidents cost money and also reflect prevailing Org-climate.
Managements must have Safety Plan, implement, Evaluate its Effectiveness.
Attitude Surveys
Are Most Powerful Indicators of Org-climate. Attitudes determine employee’s feeling towards
the Orgn, supervisor, peer & activities. ASs conducted thro’ face-to-face interviews or
anonymous questionnaires. Resulting Info – an invaluable Insight What They Feel & Think.
Useful to address Business Problems linked to Productivity, Turnover, Absenteeism, Tardiness,
Work-Group Effectiveness & IR.
Audit of Corporate Strategy
HR Professionals do not set CS, but determine its success. CS gains competitive advantage.
Assessing Orgn Internal Strengths & Weaknesses and its External strengths & opportunities
enable Mgt gain advantage. Coy may adopt any Approach, HRM always affected. Understanding
thro Audit, CS strongly influences HR planning, staffing, remuneration, IRs & other activities.
Auditors highly rely on HRR Data. Research - systematic goal-oriented investigations of facts
establishing relationship between two/ more phenomenon – lead increased understanding of &
improvement in HR Practices. HRR major Topics:
Auditors may choose any of the five approaches for the purpose of Evaluation. Comparative
Approach. Outside Authority Approach. Statistical Approach. Compliance Approach.
MBO Approach
Outside Authority Approach – Often, Auditors use standard set by Outside Consultant as
BENCHMARK for comparison of own Results.
MBO Approach – creates Specific Goals against which performance can be measured.
Then the Audit Team Researches ACTUAL PEERFORMANCE and COMPARES WITH
THE OBJECTIVES.
Audit Report
The Prog comes to end with preparation of Report. Report may be Clean or Qualified. It is
Qualified if HR Performance contains Gaps for which remedies suggested. Report is Clean
where Performance is fairly Satisfactory