Professional Documents
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PERSONNEL RESEARCH
Personnel research is the task of searching for and analyzing facts relating to the end that personnel problems may be solved or principles and laws governing their solution derived. Personnel research implies systematic investigation into any aspect of personnel or human resource management in a systematic way.
of a problem Selection of hypothesis Designs of experiment Description of sampling Collection of data Analysis and interpretation of data Report writing
CHARACTERISTICS OF HR RESEARCH
HR research is purposive, means seeks to answer only specific questions It is objective in nature It is systematic It identified methods & techniques for the solution of problem with minimum cost HR research is repeatable. Can be used by different researchers at the same time It is planned & designed investigation & analysis It supplements the knowledge & extends the frontiers of understanding.
OBJECTIVES OF HR RESEARCH
To measure & evaluate present conditions To predict future conditions, events & behavioral patterns To appraise proposed policies, programmes & activities To evaluate the effects & results of current policies, programmes, practices and activities To provide an objective basis for a revision of current policies, programmes, practices and activities To evaluate & review the linkage & knitting b/w organizational strategies & HRM strategies To discover means and ways of strengthening the abilities & attitudes of employees.
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Mathematical models
Simulation methods Action research methods Personnel decisions can be improved through personnel research because better information leads to better solutions Personnel research can offer valuable insights for managers as they attempt to increase employee productivity and satisfaction while reducing absenteeism and turnover.
Personnel Records, Audit And Research
OUTCOMES
Increase
HRM Objectives
Organizational objectives
HRM Activities
HRM Audits
HRM Outcomes
Scope
Approaches
Comparison
HR Research
Evaluation Report
Compliance MBO
Process of HR Audits
2.Absenteeism
Audit of HR Climate
3.Safety Records 4. Attitude Surveys
HR Audit Significance:
1. Essential for Organization success.
Scope of Audit:
HR Audit has wide scope, involves much more than Management.
Special area Policies HR Philosophy
supervision
leadership styles delegation Motivation & commitment Organizing negotiation Scope of HR Audit
Use Of HR Audit:
Basic purpose of HR-Audit is to find: 1. How various units are functioning? 2. How they met policies & guidelines Pre-agreed upon? 3. To assist Rest of Organization locating gaps between Objectives & Results. 4. Formulate Plan for corrections
Benefits of HR Audit:
1. Identifies contribution of HR Departments to the organization 2. Improves HR Departments Professional Image. 3. Encourages greater Responsibility & Professionalism amongst members of the personnel department. 4. Classifies HR Departments Responsibilities & Duties. 5. Stimulates Uniformity of Personnel Policies & Practices.
Pitfalls of HR Audit:
1. Full audit may be time consuming 2. May not be as objective and impartial as desired 3. Impact of certain actions may not be clear
Audit of HR Function:
Involves all activities of HR Functions Major Areas: 1. Planning - Forecasting, 2. Scheduling; 3. Staffing & Development, 4. Organizing;
Auditors Role:
For each activity in the HR Audit functions 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 department & its expenses. Department has no reason to function if fails to contribute to Companys bottom-line, Prune expenses to make department viable.
1. Comparative Approach.
Comparative Approach
Auditors Identify another Company as a MODEL. Result of their
Compliance Approach
Auditors review Past Actions to determine if those activities comply with legal requirements and Company Policies, & Procedures. A Final approach is for Specialists & Operating Managers to set objectives in their areas of responsibility.
PERIOD OF AUDIT
Naturally any audit will be done annually. Though it is preferred to conduct Human Resource Audit annually, but it is advisable to conduct audit once in three years or five years, keeping in view the fact that the realization of the Organizational goals may not be identified within a year.
Audit Report
Audit 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
ELEMENTS OF REPORT
Table of contents Preface giving a brief statement of the objectives Summary of report for top executives Proper report General summary to all the person concerned Appendix.