Everything you need to know about human resource audit. An audit helps an organization to assess its current position. It helps estimate what needs to be achieved to improve the HR function. The aim is to learn in the process or discover, but not to test. The basic premise is that there is always scope for improvement. The process involves a systematic review of all aspects of the HR function, typically with a checklist, in order to ensure that regulations and corporate policies are adhered to.
Human Resource Audit – Introduction
Organizations are increasingly finding it imperative to improve returns on investment, in order to stay competitive. Traditionally, accounting norms were viewed only from the financial perspective and were applied to all departments ranging from marketing, production, distribution, etc. HRM was limited to salary and administration and, while doing so, it was analysed from the perspective of provisioning and expenditure. It basically review the effectiveness of human resource practices. It gives feedback about HR functions not only to operating managers, but also the HR department about how very well operating managers are meeting their HR duties.
This aims at the following:
- Introducing the theoretical framework behind concepts such as HRA, HR audit and balanced scorecard.
- Presenting case studies to drive home learning.
- Explaining the strategic framework behind their implementation in international vis-a-vis the Indian context.
Human Resources Audit:
Human resources audit is the systematic assessment of an organization’s HR service excellence.
A good HR audit helps organizations to:
- Identify the HR programmes that are most important to achieving the organization’s objectives.
- Find out how well the HR department is delivering these programmes.
- Benchmark HR work to ensure continuous improvement.
- Promote change and creativity.
- Bring HR closer to the line functions of the organization.