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Hrd audit
This document discusses the concept and importance of HRD (human resource development) audits. An HRD audit comprehensively evaluates an organization's HR structure, strategies, systems, styles, skills, and culture and their alignment with short-term and long-term business goals. HRD audits are important for ensuring effective HR utilization, developing organizational reputation, and promoting professionalism among employees. The scope of an HRD audit includes areas like manpower planning, goals and policies, promotion and transfer policies, and performance management. Methods used in HRD audits include interviews, workshops, questionnaires, and observations. Advantages include improved business performance, increased focus on human capital, and more cost-effective training.
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Introduction to HRD Audit and its components including what it is and its organizational importance.
Defines HRD Audit as a comprehensive evaluation covering structure, strategies, systems, and culture.
Highlights reasons organizations conduct HR audits like business-driven HR, leadership changes, and productivity improvements.
Explains key concepts of HRD Audit such as its comprehensive nature, business linkages, and focus.
Outlines the objectives including effectiveness of management programmes and manpower inventory assessment.
Discusses importance regarding technological changes, environmental adaptation, and evolving workforce.
Describes HRD's role in business improvements including fact-finding, strategic thinking, and HRD system enhancements.
Details the scope encompassing manpower planning, promotion policies, performance appraisal, and training.
Lists various methods employed in conducting HRD Audits such as interviews, workshops, and observations.
Highlights benefits like effective HR utilization, management confidence, and organizational reputation.
Summarizes HRD Audit as essential for aligning HR functions with business goals for long-term success.
Cites sources for further reading on HRD Audit methodologies and related fields.
Expresses gratitude for the audience's attention.
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Hrd audit
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- 2. Contents What isthe audit What is HRD Audit Concept of HRD Audit Objectives of HRD Audit Importance of HRD Audit Scope of HRD Audit Role of HRD Audit Methods of HRD Audit Advantages of HRD Audit Conclusion References
- 3. What is HRDAudit An HRD Audit is like a weekly/ montly/ annualy health check-up, it plays a vital role in instilling a sense of confidence in the Management and the HR functions of an organisation.
- 4. What is HRDAudit HRD Audit is a comprehensive evaluation of the existing HRD • Structure, • Strategies, • Systems, • Styles, • Skills / Competencies & • Culture and their appropriateness to achieve the short- term and long-term goals of the organisation.
- 5. Why???? Organisations undertake HRaudits for many reasons : • To make the HR function business-driven. • Change of leadership. • To take stock of things & to improve HRD for expanding, diversifying, & entering into a fast growth phase.
- 6. Why ?... • Forpromoting professionalism among employees & to switch over to professional Management. • To find out the reasons for low productivity & improve HRD strategies. • For growth and diversification.
- 7. Concept of HRDAudit Following are the concept of HRD Audit….. HRD Audit is Comprehensive HRD Audit examines linkage with other systems HRD Audit is Business-driven
- 8. Objectives of HRDAudit To determine the effectiveness of management programmes Develop a statement of findings with recommendations for correcting deviations To study the current manpower inventory
- 9. Importance of theHRD Audit Technological changes To keep pace with the environment changes Changing role of trade union Emergence of new working class
- 10. Role of HRDAudit in Business Improvements… • To gets the current facts. • It could get the top management to think in terms of strategic and long term business plans. • Changes in the styles of top management • Role clarity of HRD Department and the role of line managers in HRD.
- 11. Role of HRDAudit in Business Improvements… • Improvements in HRD systems • Increased focus on human resources and human competencies • Better recruitment policies and more professional staff • More planning and more cost effective training
- 12. Scope of HRDAudit HRD Audit emcompasses all the areas like as… Manpower planning Goals,policies and objective
- 13. Scope of HRDAudit Promotion and transfer polices Performance appraisal systems Training and development functions
- 14. Methodology of HRDAudit… HRD Audit requires the use of a number of methods for HRD Audit. Following are the methods… Individual interview Group interview Work shop Questionnaire methods Observation
- 15. Advantages of HRDAudit • To ensure effective utilization of HR • To inculcate sense of confidence in management • To develop and sustain organizational reputation in the society • To perform a “due diligence “ review for various stakeholders
- 16. Conclusion HRD Auditis a comprehension evaluation of the current hr strategies ,structure ,style and skills in the context of the short and long term business plans of a company. its main objective is to align the hr function with business goals or to create a business driven hr function.
- 17. References • Human ResourcePlanning : D.K. bhattacharyya • Human Resource Management : K. Aswatapha • HRD Audit : T.V.RAO • Google .com • Scribd .com
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Editor's Notes
- #2 Hrd audit is the systematic survey and analysis of different hrd function with a summarized statement of finding and recommendation for correction of deficiency.basically its examine and evalutes policies,procedures,and practices for determine the effectiveness of hrd function in an organization .
- #4 Lets start the prsention,these are my content ,which I am going to cover one by one. What is audit In genral terms according to oxford dictionary, audit is an official inspection of an organizations account
- #8 HRD Audit is Comprehensive : hrd audit starts with aan understanding of the future business plans and corporate strategies.while hrd auditcan be doneeven in organization that lack formulated future plans and strategies,it is most effective as a tool when the organization has such long term plans. HRD Audit examines linkage with other systems: hrd audit also examines the linkages between HRD and other systems like Total quality Management,Personnel Policies,Stratgic Planning,etc. HRD Audit is Business-driven : hrd audit always keeps business goals in focus .it attempt to bring in professionalism in hrd .hrd audit attempts to evaluate hrd strategy ,structure ,system ,staff,and style and their appropriates.
- #9 1-which facilitate the development,allocating and monitring of human resources 2- 3-to study the current manpower inventory and identified shortfall or excess,if any.
- #10 Technological changes : are calling for renewal of knowledge and skills of existing manpower..periodic hrd audit can help to indentify the changing training needs and development of new training needs and development of new training modules for effective utilization of manpower . To keep pace with the environment changes: management philosophy and practices at the organizational level also need to be changed ,like participative management ,employee empowerment ,total employee involvement etc.
- #15 Methodology of HRD Audit… Individual interview : the auditors normally make it a point to interview the top level manegment and senior managers individually.such individual interviews are a must for capturing their thinking about the future plan and opportunities available for the company.thus a good hrd audit begins with individual interviews of the top management. Group interview : group discussions and interview serve as a good mechanism for collecting information about the effectiveness of existing systems. Group interviews are conducting normally for groups of four to eight individuals. Work shop : in workshop method a large number of participants ranging from 30 -300 can be gathered in room and asked to do the hrd audit.the workshop also can be used to focus specifically on individual hrd systems like performance appraisal. Questionaire methods : the questionnaire can be administered individually or in a group. I have found it useful to call groups of respondents,selected randomly ,to a room and explain the objectives and the process of hrd audit and administer the questionnaire then and there itself. Observation : In this methods auditors should physically visit the workplace including the plant,training rooms ,hostels,hospital,living colony etc.
- #16 Due diligence:a fight between two people to settle a point of owner.its ensure the stake holder that the conflicts in the organization have been reviewed and resolved.