hrd audit1
TRANSCRIPT
-
7/28/2019 Hrd Audit1
1/14
HRD Audit
-
7/28/2019 Hrd Audit1
2/14
What is HRD?
HRD is any process or activity that,
either initially or over the longer-
term, has the potential to develop
adults work-based knowledge,expertise, productivity, & satisfaction,
whether for personal or group/team
gains or for the benefit of an
organisation, community nation orultimately the whole humanity
- Mclean & Mclean
-
7/28/2019 Hrd Audit1
3/14
Competence Building
Commitment Building
Culture Building
-
7/28/2019 Hrd Audit1
4/14
What ?
HRD Audit is like an annual
health check-up, it plays a vital
role in instilling a sense of
confidence in the Management
and the HR functions of an
organisation
-
7/28/2019 Hrd Audit1
5/14
HRD Audit
HRD Audit is a comprehensive
evaluation of the existing HRD
Structure,
Strategies,Systems,
Styles,
Skills / Competencies &
Cultureand their appropriateness to achieve
the short-term and long-term goals of
the organisation.
-
7/28/2019 Hrd Audit1
6/14
HRD Audit & HR Audit
HRD Audit is evaluation of only few activities :-
Strategies,Structure,Systems,StylesSkills & CompetenciesCulture
HR Audit is a comprehensive evaluation of theentire gamut of HR activities :-
HR CostHRD activities
Health, Env. & SafetyLegal ComplianceQualityCompensation & Benefits
-
7/28/2019 Hrd Audit1
7/14
How ?...
In HRD Audit the skills, styles, systems,strategies, structure is studied andanalysed using a variety of methodologieslike
interviews, (Individual and group, TopManagement, Line Managers, HRD Staff,Workmen and others)
questionnaires,observations,
available records,workshops etc.
This evaluation helps align the HRprocesses with business goals.
-
7/28/2019 Hrd Audit1
8/14
Why HR audits?
To make the HR function business-driven.
Change of leadership.
To take stock of things & to improve HRDfor expanding,diversifying, & entering into a
fast growth phase For growth & diversification
For promoting professionalism amongemployees & to switch over to professionalManagement
To find out the reasons for low productivity& improve HRD strategies.
Dissatisfaction with a particular component.
To become employer of choice
-
7/28/2019 Hrd Audit1
9/14
Role of HRD Audit in Business
Improvements
Improvements in HRD systems
Increased focus on human resources andhuman
competencies
Better recruitment policies and moreprofessional
staffMore planning and more cost effective
trainingStrengthening accountabilities throughappraisal systems and other mechanisms
-
7/28/2019 Hrd Audit1
10/14
HRD Score Card
This model assumes that,
Competent and committed
employees are needed to provide
quality products & services atcompetitive rates & ways that
enhance customer satisfaction
-
7/28/2019 Hrd Audit1
11/14
Components to be audited
-
7/28/2019 Hrd Audit1
12/14
HRD systems maturity
The HRD systems maturity assessesthe extent to which various HRDsubsystems and tools are welldesigned & are being implemented
1. The systems should be appropriateand relevant to business goals
2. It should focus on current and futureneeds of the corporation.
3. The HRD strategies and systemsshould flow from the corporatestrategies
-
7/28/2019 Hrd Audit1
13/14
4. The systems should be well designed andshould have a structural maturity.
5.They should be implemented well. The employees should be taking them
seriously implemented well
The employees should be taking themseriously and follow meticulously what has
been envisaged in each system. The overheads of implementation should
be low
6. The subsystems should be well integrated
and should have internal synergy.7. They should be adequate and should take
care of the HRD requirements of theorganisation
-
7/28/2019 Hrd Audit1
14/14
subsystems are assessed and
are,
Manpower planning and recruitment
Performance Management Systems
Feedback and Coaching Mechanisms
Training
Career development and Successionplanning
Job-rotation
OD Interventions
HR Information Systems
Worker Development methods andsystems
Potential Appraisal and Development