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5"s" tools required to implement......Dear hr friends i am in the process of starting 5"s" activity at our factory employees. since i need the following documents to implement the same at the earliest. 1. how to select 5s team members and how many members in a team 2. 5s audit check list preferable at all work places. 3. how to measure the audit ratings / marks at check list 4. period of conducting 5s audits quarterly monthly weekly... 5. duration of 5s audit at each departments 6. roles of team leader during audit. 7. roles of coordinator during audit. pl. provide the elaborated details accordingly i ll update the system at our company. your each replies are highly valuable to me. thank you Hr auditHi 2 all cite hr friends.i want da area which having good importance in hr audit.is it possible to do the project in hr audit by covering all hr audit areas? :?: /quote/code Hr auditI am lookng for some research sheets and database on hr audit.... as i am preparing my grand project on hr audit. i need some kind of practical examples also dt hw organisations deal with hr audit? kindly help me Hr auditDear senior s i am a hrexecutive i would like to know much about hr audit. can any one recomont study material for hr audit. and tell me how to do hr audit. regards aruna r devar Hr auditI want to know the scope of doing hr audit in an multinational organization where the functions of hr are centralized. i am placed as a trainee in one business division of mnc. i want to take up hr audit as a project i have started reading related material also but before that i would like to know the scope of such audit. i would appreciate if any hr professional/subject expert can provide guidance on this topic. Does hr operations include statutory compliancesHi my name is andy & i m working in a reputed contract staffing co. here the jd for hr operations process handlers team encompasses maintenance of legal statutory compliance s i.e. manual writing of registers as per the various law s. our legal team who does audits of the hr team do not take responsibility of maintaining the same & avoid taking any responsibility if registers are not properly maintained. please clarify my following doubts: 1 is it hr team members responsibility to write statutory registers? 2 is it correct to say that legal team s only duty is to audit & comment on registers maintained & not help them writing it? 3 if any external audit takes place & if the registers are not maintained in proper format who should be liable?