hrp audir ppt

8/8/2019 hrp audir ppt

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HRD AUDITFlow of th e Presentati on Concept

Need

Methodologies

1. Interviews

2. Questionnaire

3. Observation

Limitations

Conclusion


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HRD AUDIT CONCEPTComprehensive Evaluation of 5 S of the current HRD

TRATEGIES

TRUCTURES

YSTEMS

TYLES

KILLS


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NEED OF E D DI

CEOS HAVE HOPE IN HRD

HUGE INVESTMENT

CONTRADICTIONS

COMPETIVE ADVANTAGE

GOOD ALIGNEMENT

HR FUNCTION CAN BECOME A LIABILTY

HRD AUDIT ATTEMPT TO

ASSESS & ALIGN


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WH Y D O C O M PA N I E S WA N T H R D A U D I T ?

1. To make the HR function business driven

2. Expansion & diversification

3. For promoting professionalism

4. Improvement of HRD strategies Indian context

5. Dissatisfaction

6. Change of leadership


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I n t e r v i e w s

Individual and group

Top Management

Line Managers

HRD Staff

Workmen and others

A d v a n t a g e

Capacity to capture the primary concern of stakeholders

Interviews make the assessment dynamic

METHODOLOGIES


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The audit process consists of a series of questions covering

the eight primary components of the HR function:

1. Roles, head count, and HR information systems

2. Recruitment

3. Documentation

4. Training, development, and career management

5. Compensation and benefits

6. Performance measurement and evaluation

7. Termination and transition

8. Legal issues and HR policies

9. Health /Welfare systems

10.Employee Relations

11. Safety

12. Resourcing


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INTERVIEWSWITH CEO

Briefing

1. What do you see as the competency requirements for the future ?

2. what competency gaps do you see existing in the staff at present?

3. What new competencies need to be developed at what levels?

INTERVIEWSWITH HRD CHIEF

Objectives of the interview

1. To understand 5s and their congruence with HRD philosophy and problems

2. To prepare checklist of documents for audit checklist

3. To find out time division

4. Swot analysis of HRD systems

5. To understand the perceptions of the competencies at various levels


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INTERVIEWQUESTIONS TO THE HHRRDD CHIEF

What are the objectives of this department?

Why ,when and how was it set up ?

Significant contributions of HRD department in history?

The organizational structure ,current activities

Who reports to whom?

What are the competencies of the HRD staff?

Is there a separate budget for HRD? How is it formulated

What do they excel in ,what do they need to develop more?


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INTERVIEWQUESTIONS TO THE LLIINNEE MANAGERSMANAGERS

What kinds ofHRD needs do you have?

What kind of help do you get from the HRD for competency building

What are the HRD systems that you feel have contributed to the business goals

What are the weak areas of the HRD and its strengths?

What are the expectation you have from the HRD

What are your career growth needs ? are you been taken care of by the HRD?

W

hat are the core competencies or skills and knowledge the companieshas that you are proud of?

What should the HRD deptstart doing or do more

What should the HRD stop doing?


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INTERVIEWQUESTIONS TO

THEWORKERS & THEIR REPRESENTATIVE

How do you feel working in this organization?

What are the areas that need improvement?

What do you know about the competition the company is facing or is likely to face?

Whatmotivates you here?

What kind oftraining do you get here? Are you satisfied?

What are the facilities available for you all what are they in plant and in the colony?

What do you think can be done to improve quality ,save cost and make people happy to work for the organization?

What are your expectations from the HRD department ?what are you happy about?

What are your suggestions for them to serve you better?


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OBSERVATION


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OBSERVATION

Observation is a way to look at things as they exist

It involves various senses and drawing meanings.

They can be classified:

1. Physical facilities and living conditions

2. Meeting, discussions and other transactions

3. Celebrations and other events

4. Training and other HRD related facilities

5. Forms formats. reports, manuals


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QUESTIONNAIRE

Measures various aspects of HRD & provide inputs for score card

It can be administered to all employees or a sample

Example of Training Effective questionnaire

Intended to asses the effectiveness of the training

Effective training

Need based

Well planned

Evaluated

Monitored

Used

Questionnaire measures the extent to which the training function

is effective in the organization


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T R A I N I N G E F F E C T I V E Q U E S T I O N N A I R E

Results can be analyzedto reviewtheeffectivenessofthetraining function

he ratingsof25 itemsmay be addedforeach respondent

tto computethetraining effectivenessscore

Score can rangefrom 0-100

Ascoreabove 75 indicatesthatthetraining function

iseffectivein theorganization


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LIMITATI O N S

R a r e l y a f a i l u r e

E v a l u a t i o n o f i n d i v i d u a l s

C o m p r e h e n s i v e E v a l u a t i o n

M a i n o b j e c t iv e - A l i g n m e n t

N u m e r o u s m e t h o d s

N u m e r o u s r e a s o n s w h y C o s i n f o r t h e H R D a u d i t

T r e m e n d o u s i m p a c t o n B u s i n e s s G r o w t h

R o l e C l a r i t y

S t r a t e g i c p l a n n i n g , p o l i c i e s , s t y l e s , T Q M i n t e r v e n t i o n s .

CO N C L U S I O N


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