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raksha
Dear All, I would like to get information about HR Audit, as I am currently working on a project . Please help. Regards, Raksha
From India, Mumbai
leolingham2000
260

HR AUDIT

RAKSHA,

HERE ARE SOME USEFUL POINTS.

HR AUDIT SET UP.

STEP 1

-discuss the values/ beliefs of selected senior management/CEO

and the need for HR department.

-discuss the expectations from HR department -short/medium/longterm.

-discuss with CEO, the organization's corporate objectives/strategies

and how HR can contribute to the corporate objectives.

-discuss / seek concensus on organization structure / management

process.

-discuss the current organization culture with senior management.

-discuss with CEO/senior management the core activities/competences

and business drivers of the organization.

TO GET A GOOD START AND HOLD YOUR CREDIBILITY, YOU NEED

THESE INFORMATIONS TO START YOUR WORK ON HR AUDIT.

================================================== =======

STEP 2

There are a number of HR activities are being carried out now.

YOU HAVE TO KNOW WHAT THEY ARE / HOW IT IS BEING

CARRIED OUT / BY WHOM.

TO COLLECT AND CONSOLIDATE THESE, YOU NEED TO A

HR AUDIT OF THE PRESENT SITUATION.

-you can use an audit format, as shown below[ modify it

to suit your need].

================================================== =======

STEP 3

Human Resources Functional AUDIT.

1.0 Recruitment and Selection

1.1 Before filling a position do you identify the skills, qualifications and

behaviours needed to meet your objectives?

1.2 Is the selection process transparent, equitable, based on merit, and

appropriate?

1.3 Is the selection process timely?

1.4 Are new staff provided with a comprehensive induction?

-----------------------------------

2.0 Planning

2.1 Do you know your staffing needs beyond the current year?

2.2 Have you engaged in a strategic planning process to clarify your staffing

needs?

2.3 Do you have the right number of staff to get the work done?

2.4 Are you able to plan adequately for any seasonal fluctuations in staffing

requirements?

2.5 Do you engage in succession planning?

------------------------------------------------

3.0 Staff Development

3.1 Do you have a way to identify the staff development needs of your staff?

(eg surveys, reviews, performance management)

3.2 Do you have adequate resources in your budget to provide needed

development opportunities for staff?

3.3 Do you believe you allocate adequate resources to staff development?

3.4 Do the staff in your work area get the development they need to

do their jobs effectively?

3.5 Do you monitor the results of staff development activities in order to

assess their effectiveness?

3.6 Are new staff offered mentoring support?

3.7 Do staff at all levels in your work area access training and development?

-------------------------------------------------

4.0 Performance Management

4.1 Are probationary staff appraised regularly?

4.2 Have all staff been provided with realistic objectives that are linked to the

company's objectives?

4.3 Are staff clear about what is expected of them in their work roles?

4.4 Do all staff participate in performance reviews at least annually?

4.5 Does the review process evaluate their performance against expectations?

4.6 Are the comments recorded with a copy to the staff member?

4.7 Does the review process identify future objectives and training needs?

4.8 Do staff have access to support and assistance for improvement if their

performance is less than expected?

4.9 Are departing staff given an exit Interview prior to their departure?

-------------------------------------------

5.0 Employee Relations

5.1 Do you have a clear understanding of the company’s industrial framework

so that you can carry out your human resource management role effectively?

5.2 Do you believe that the company’s industrial framework (enterprise

agreements, awards, policies and procedures) provides you with the flexibility

you need to manage?

5.3 Is there a positive climate in your work area where staff are motivated in

their work?

5.4 Are the communication channels between management and employees in

your work area sufficiently consultative so that disputes are avoided and

effective problem solving is fostered?

5.5 Are you comfortable working with the company’s disciplinary measures

and grievance procedures?

5.6 When operational changes are introduced into your work area or do

you take into consideration the impact on staff?

-------------------------------------------------

6.0 Position Classification

6.1 Is the organisational structure in your work area appropriate - ie, span of

control not too great, tasks grouped properly?

6.2 Are there current job descriptions for all general staff positions in your

work area?

6.3 Do the job descriptions reflect accurately the responsibilities of their jobs?

6.4 Are the positions and their job descriptions reviewed regularly in

consultation with the incumbent.

6.5 Do you and your staff have an understanding of the process required to

alter the classification of a general staff position?

----------------------------------------------------

7.0 Remuneration

7.1 Are staff in your area satisfied with their opportunities for advancement?

7.2 Are you aware of the flexibility available in the remuneration system to

reward staff outside the current salary agreement?

7.3 Do you use the flexibility available in the remuneration system to reward

staff outside the current salary agreement where it is deserved?

----------------------------------------------------------------------------------------

8.0 Safety and Health

8.1 Is your workplace safe?

8.2 Are safety and health objectives, policies and procedures built into the

strategic and operational plans of your work area?

8.3 Do you undertake regular safety inspections and reviews?

8.4 Are safety and health roles and responsibilities defined, assigned and

understood in your work area?

8.5 Do staff participate in regular safety and health training programs?

----------------------------------------------------------

9.0 Equity and Diversity

9.1 Do all your staff receive fair and equitable treatment?

9.2 Are equity and diversity objectives, policies and procedures built into the

strategic and operational plans of your work area?

9.3 Do your staff participate in equity and diversity training programs?

9.4 Does your work area have an Equity and Diversity Committee?

9.5 Are your staff able to access flexi-time, part time work and other policies

to assist them to balance work and family commitments?

9.6 Are supervisors and team leaders in your area aware of their equal

opportunity responsibilities?

------------------------------------------------------------------

10.0 Human Resource Information Systems

10.1 Do you regularly consult the Concept system to obtain information to

obtain information to help you deal with personnel issues?

10.2 Have you, or an appropriate member of your staff, taken the opportunity

to participate in a training program for Concept?

10.3 Do you and your staff use the Human Resource web site to access (and

update) human resources information that will help you deal with HR issues?

-------------------------------------------------------------

General Questions

What do you think your work area does best in terms of its human resources management?

What do you see as the major human resource problem areas in your work area and what is being done to address them?

Personnel and Payroll Services

Are you satisfied with the services provided by Personnel and Payroll Services?

Does the Personnel and Payroll Services staff provide you with the necessary

guidelines, advice and support you need to meet your human resource

management obligations?

Employee Relations

Are you satisfied with the services provided by Employee Relations?

Do Employee Relations staff provide you with the necessary guidelines, advice

and support you need to meet your human resource management obligations?

Organisational and Staff Development Services

Are you satisfied with the services provided by Organisational and Staff

Development Services?

Do the staff of Organisational and Staff Development Services provide you with

the necessary guidelines, advice and support you need to meet your human

resource management obligations?

Personnel Systems

Are you satisfied with the services provided by Personnel Systems?

Do their staff provide you with the necessary guidelines, advice and support

you need to meet your human resource management obligations?

Does the Concept system provide you with current, accurate, complete and

timely information?

Does the Human Resources web site provide you with current, accurate,

complete and timely information?

Superannuation & Salary Packaging

Are you satisfied with the services provided by Superannuation and Salary

Packaging?

Do the staff of Superannuation & Salary Packaging provide you with the

necessary guidelines, advice and support you need to meet your human

resource management obligation

=============================================

THIS HR AUDIT CAN BE CONDUCTED IN A NUMBER

OF WAYS

-INTERVIEWS

-QUESTIONNAIRE

-FORUMS

-FOCUS GROUPS

ETC

DEPENDS ON

-THE SIZE

-THE SITUATION

ETC

REGARDS

LEO LINGHAM

From India, Mumbai
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