HUMAN RESOURCE AUDIT
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Transcript of HUMAN RESOURCE AUDIT
MASTER OF SOCIAL WORK-II YR
PRESENTATION ON
HUMAN RESOURSE AUDIT
HUMAN RESOURSE INFORMATION SYSTEM
HUMAN RESOURSE CONSULTANCY
By, S.PADMAPRIYA
“The things that get measured gets managed”
HUMAN RESOURSE AUDIT
MEANING & PURPOSE OF HR AUDIT
The Human Resources (HR) Audit is a process of examining policies,
procedures, documentation, systems, and practices with respect to an organization’s HR functions.
The purpose of the audit is to reveal the strengths and weaknesses in the organization's human resources system and any issues needing resolution.
The audit works best when the focus is on analyzing and improving the HR function in the organization.
OBJECTIVES OF HR AUDIT
Effectiveness of performance of HR Department;
Implementation of HR policies, procedures;
To find out the reasons for low productivity and improve HRD
Strategies;
Evaluation of the HR staffs & employee;
Modify and Review HR system & challenges;
Questioning: To seek answers to : What happened ? Why did it happen? Why did it not happen?
Benefits of HR Audit
Identification of contributions of HR department
Helps identify the gaps between the current state and the standard, thereby streamlining
HR work processes
Encouragement of greater responsibility and professionalism among HR members
Clarification of HR duties and responsibilities
Stimulation of uniformity of HR policies and practices
Ensuring timely compliance with legal requirements
Reduction of HR costs through more effective personnel procedures
A thorough review of HR information systems.
APPROACHES TO HR AUDIT
Comparative approach
Outside authority approach
Statistical approach
Compliance approach
and
Management By
Objectives
Frequency of HR audit
It is best to have a HR audit once in a year. The HR audit, if conducted continuously and regularly, then it becomes a fairly managed process. The chances
of drastic corrections become lower if it is conducted regularly. Usually, the frequency of the audit being conducted depends on the company. An ideal audit can be conducted for every 18 months but the management must see to it that a
well efficient audit is done on yearly basis.
Types of HR Audits
Compliance: Focuses on how well the company is complying with current federal, state and local laws and regulations.
Best Practices: Helps the organization maintain or improve a competitive advantage by comparing its practices with those of companies identified as having exceptional HR practices.
Strategic: Focuses on strengths and weaknesses of systems and processes to determine whether they align with the HR department’s and/or the company’s strategic plan.
Function-Specific: Focuses on a specific area in the HR function (e.g., payroll, performance management, records retention, etc.)
HR AUDIT-SECTION WISE
HRIS
Recruitment
Documentation
Training, & Development
Compensation and Benefits
Health Welfare systems
Employee Relations
Safety
Resourcing
Performance Management and evaluation
CONCLUSIONThe auditors always prepare and submit an audit report to the
authority of the organization, which may be clean or qualified. A clean report indicates the appreciative of the Department’s function, but the
latter one represents the gaps in performance and therefore contains remarks and remedial measures. HR audit is very much essential to face the challenges and to increase the
potentiality of the HR personnel in the Organization.
HUMAN RESOURSE INFORMATION SYSTEM
The application of computers to employee-related record keeping and reporting and management decision making any organized approach for
obtaining relevant and timely information as a base for human resource decisions.
HRIS is a set of inter related components working together to collect, process and store information to
support HR decision making, coordination andcontrol in an organization.
Need and Objective for HRIS
NEED:
Large Organization
Organizations Geographically Dispersed
Complexities in Salary Packages
Decision Making
OBJECTIVE:
Right form of information at the right time
Make the information available at reasonable cost
Processing the data by using most efficient method
Provide necessary security and secrecy
Keep the information up to date
HRIS Tracks...
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People
PositionsJobs
WorkersComp
HRPlanning
MedicalRecords
Recruit/Employ
Benefits
Payroll
PensionAdmin
Emp. Relations
T&DComp.
Health &Safety
BENEFITS
Saving time
• Easy data maintenance• Administrative processes automated• Employee ‘self-service’ • Adequate information base that leads to timely
and just decision making• Responding faster to employee inquiries to
enhance efficiency and productivity
Saving costs• Minimum paperwork• Timely and accurate decision making includes
less cost
Work re-allocation
• Helping the employees perform better through effective career planning and performance management
• Integrating the human resource function with other business functions in the enterprise, to serve personnel better
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Some of HRIS products listed….
People- Trak HRMS
SAP@
Oracle
Smart stream@
HR Data Manager
HR Control Centre
ABOUT HR CONTROL CENTRE
HR Control Centre 6.0 is a program software that tracks employee information, employee status, records regarding business progress and employee performances. As such, with this software HR managers can perform various functions that they need to run an organization. This software basically fulfills the Human Resource Information needs for a business unit by acting as a support system in quality and flawless decision making. It therefore is sophisticated and delicate yet user-friendly for companies irrespective of size and type.
OPENING VIEW OF HR CONTROL CENTRE
EMPLOYEE PROFILE
FINAL OUTPUT OF SALARY PAGE
OPENING VIEW OF BENEFITS
CHANGING A BENEFIT RECORD
FINAL OUTPUT OF EMPLOYEE BENEFIT
CONCLUSION
“By automating Human Resource practices, HRIS saves time and money, effectively reallocates work processes and thus provides competitive advantage and to the organization.”
HR CONSULTANCY
Employee satisfaction in any company is dependent on its Human Resource Service department. In order to deal with the nitty-gritty involved among the employees, to ensure smooth functioning of HR department, & to compensate for resource availability, companies opt for HR Resource outsourcing (HRO) or HR consulting services. HR consulting services help organizations to focus on internal resources working towards their best and simultaneously helps them to control the bottom lines. Human Resource (HR) Consulting helps the organization to gain cost reduction and time efficiencies and provide them with a cutting edge over their HR Strategies and improves service to their employees.
ROLE OF HR CONSULTANCY
The role of human resource consulting
services in an organization differs with the extent of outsource
functions. Some services go with the "all-or-nothing" approach, requiring that they handle all your HR
functions or none at all. Others offer their
services "a la carte," meaning employer can pick and choose from
the HR consulting services they offer. The HR consulting portfolio -may include features
like payroll administration,
employee Benefits, human resource
management, risk management.
LEADING JOB PORTALS
Naukri Times Jobs Jobs Ahead Shine Jobs
SERVICES OF HR CONSULTANCY
Conducting HR audits
Dealing with employee relations issues including disciplinary, grievance or performance management problems
Drafting Contracts of Employment and Employee Handbooks
Formulating policies and procedures to suit your business
Assisting recruitment and selection processes
Designing and delivering induction programmes, performance appraisal schemes etc
Developing and delivering a range of bespoke training programmes in areas such as: performance management; conducting grievance and disciplinary hearings; appraisal and supervisory skills
Interim HR Management
THANK YOU