Hr Audit
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Transcript of Hr Audit
HR Audit
Audit Team
•Devika Shinde P34•Sukhada Kulkarni P17•Pradnia Bhalerao C03•Puja Govekar P09•Anandita Singh C34• Jayashree Prabhu C43
HR AUDIT
An HR audit is a process to review
implementation of your institutions policies
and procedures, ensure compliance with
employment law, eliminate liabilities,
implement best practices and educate your
managers.
SCOPE & IMPORTANCE
• Generally, no one can measure the attitude of human being and also their problems are not confined to the HR department alone. So it is very much broad in nature.
• Goal of the HR audit includes two different analyses and valuations: the HR policies and their level of fit with the strategy of the firm, and the characteristics of human capital.
• Several criteria have been used to assess different HR policies. Nevertheless, the measurement of the value that human capital brings to the firm is a very complex topic.
AUDIT TOOLS
• Interview
• Document review
• Questionnaire
• Sampling
COMPANY BACKGROUND & AREA OF AUDIT
• INFOLINE LTD- An I.T industry
•Audit of Recruitment & Selection function.
Objectives -Recruitment ProcessAudit•To clarify desired practices.
• To establish a baseline for future improvement. • To evaluate current effectiveness. • To standardize recruitment practices across multiple
sites within a division or company. • To assess current knowledge and skills required of
HR practitioners for the recruitment process. • In order to help the organization to evaluate it’s entire
recruitment process and strategy against global best practices.
Benefits Of Recruitment Audit
•To understand what recruitment streams are most and least successful for the organization.
•To streamline our recruitment processes by making them more cost and time effective .
Action Plan
Pre Audit : Defined desired HR practices for recruitment process for the organization • Internal auditor.
• Secured senior management commitment.
• Listed all activities undertaken by HR department of our company.
• Introduced the audit process to our managers.
• Pre-Audit Information: • Company information, past records, comp. Growth over
the period, HR manual.
During Audit :Assessed current practices against the criterion that Auditor’s have established .
Observational Method :
• JD documents.
• Recruitment room, space.
• Interviews and way they are conducted.
• Assessment in the interview.
• Whole recruitment and selection process performed for any one position.
•Secondary data collection:▫Recruitment data analysis(no. and quality of applicants in
relation to those recruited).▫ Manpower guidelines.▫Recruitment policies.▫Organizational structure of HR department.▫Previous HR audit records.▫ Attrition rates, department wise entry and exit interview
data.
……………..Contd.
Questionnaire
•Questionnaire to analyze how the process is carried out.
Audit report presentation
•Highlight areas that are :▫Urgent and important (UI),▫Not urgent but important (NUI), ▫Not urgent not important (NNI))
•As a result of this scheme of classification, managements can prioritize their steps.
Findings
Negative findings• Improper formulation of JD• No proper information at the time
of interview(communication gap)• Improper treatment to candidates• Appointment letters delayed
Positive finding• Recruitment policy is at par with
the industry standards• Systematic• MPP is effective• Optimum utilization of allocated
budget• Proper distribution of the budget.
Recommendations
•Clear and specific Job Description •Plan the process•Communication and coordination required.•Provide proper facilities & seating arrangements•Computerize the process
Thank You