HR AUDIT WITH CHANGING

WORKPLACE TRENDS
INTRODUCTION TO THE CASE





Novartis International AG is a Swiss multinational
pharmaceutical company based in Basel, Switzerland,
ranking number two in sales (46.806 billion US$) among
the world-wide industry.
Since its formation in 1996, Dan Vasella, the CEO, had
transformed the organization from one with slow moving
company into a high performance company. Top
management at Norvartis understands that they cannot
compete with existing challenges without considering the
changing workplace trends and technological
advancement. In order to make competent workforce
Management Board decided to study, revise and
implement latest HRM practices and trends followed by
leading organization around the globe.

Management at Novartis is looking forward to
introduce an HR audit in the organization, in
order to get inside out of companys standards,
policies and practices in comparison with trends
around the globe for effective utilization of its
human capital.

They understand it will help for better
improvements of HR productivity and towards
goals achievement.
Norman Walker, Global HR Head at Novartis
along with country HR Managers based on this
strategic decision decided to study and find out
latest trends and ask following questions:


1. How can Novartis achieve its goal to be
No. 1 Company by encountering these
trends and practices?

2.Role of HR audit in organizations like
Novartis?

3.How HR Audit procedures can effectively
implement in Novartis?

How can Novartis achieve its goal
using new trends?

Implementation of MIS & HRIS in all
offices/branches connected centrally.

Tailor made webpage for hiring and seeking
applications of Job Openings.

Company Pages/Groups on Social Media i.e.
linked-in & Recruiting Portal to get best talent.

Formulation of Employee Friendly policies to
motivate and facilitate them to get the best
output from them




Employee Recruiting and Networking
Online

The Working World - 2013

The Rise of Technology

Diversity and Gender issues at work place

Education





Work time

Standard of Living

Expectations & demand

QWL (Quality of Work Life)

TQM (Total Quality Management)


New Trends at Workplaces:


An HR audit involves an objective to
look at the companys HR policies,
practices, procedures and strategies
to protect the company, establish best
practices and identify opportunities for
improvements.


There are four main type of HR audit i.e.:

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 current
practices with those of companies identified as
having best HR practices.





Strategic:
It focuses on the strengths and weaknesses of
systems and processes to determine whether they
align with the HR departments and/or the
companys strategic plan.

Function-Specific:
Focuses on a specific area in the HR function (e.g.,
payroll, performance management, records
retention, etc.).
Develop and formulate new policies and
practices
Actions to be taken to implement new policies
made
Review and ensure compliance of those
policies.
Help to identify what talent we have and how
can we best utilize that talent
Identify training needs to fill the gap
Reduce Over/under Staffing issue
Continuous Improvement

Effective Implementation of HR Audit
Top down communication and surprise checks.

Capacity Planning all over the organization

Whistle blowing culture

Independent Interviews of Employee & its
Manager.

Industry Practices and external environment
scanning


Result of HR Audit Implementation
Employee Job satisfaction
Reduction of Cost
Development of Professional Image
Increase Motivation
Best Utilization of Human Capital and
talents
Overall Increase in Productivity of
Organization.