HR Audit

HR Audit
An audit is an review and verification of completed transactions to see whether they represent true state of affairs or not. HR audit refers to an examination and evaluation of policies, procedures and practices to determine the effectiveness and efficiency of HRM

Indicators of Personnel Audit

Qualitative Quantitative

Major Function Procurement

Qualitative Personnel inventory, JD,JS, Exit interviews, induction programme, Replacement tables

Quantitative Turnover rates, selection ratios, retrenchments, dismissal, recruitment time lag , recruitment ratios

Training and development

Training programmes, Time taken in MDP, career planning, training, Apprentice ratio, Scrap losses, productivity increase Wage and salary differentials, Excess of std rates, benefit range and cost

Compensation Wage and salary surveys, Employees surveys for salaries.

Major Function Integration and maintenance

Qualitative Employee handbook, Employees voluntary participation in optional service programme Labour management commitees, Contract interpretations, No strike clause

Quantitative Measured morale, Measured communication, Absenteeism, number of grievances Work stoppages, Grievances and settlement, arbitration , Cost on strikes

Labour relations

Current HRD strategies and Business plans

HR Audit

HR Functions
Catalyst

Organisational plan

Current HRD strategies and Business plans

Assessment The competencies needed at present Existing systems to develop these strategies The adequacy & inadequacy or maturity level of these systems Existing systems and competencies Work culture Commitment level exhibiting mechanisms