HII, What is meant by HR audit & process ? now a days which companies are using this method , give example of a company ?
From India, Bengaluru
From India, Bengaluru
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Dear Raghavendra,
The audit is defined as "A methodical examination or review of a condition or situation". When an audit of the HR department is conducted, it is conducted on two counts. One is by the regular auditor of the Audit department. Generally, they check the attendance records, whether properly leave records are maintained or not, Is there any excess disbursement of salary? etc. However, the above audit is a basic one. It does not take into account the functional aspects of HR.
I provide consulting services on HR Audits. For this, I have divided the audit into three parts. These are as below:
a) Functions of the Personnel Department
b) Functions of the HR Department
c) Advance functions of the HR Department
This step-by-step approach helps us stabilise the HR function. I have seen in many companies that although the department is called "HR Department", it does not fulfil the requirements of the Personnel Department. HR Department has evolved from Personnel Department. However, that does not mean that a few activities of the personnel department are irrelevant today.
The second benefit of trifurcation of the HR Audit is not to get entangled in the HR jargon. Occasionally HR has a propensity to give prominence to the jargon rather than brass tacks of their function. I try avoiding this.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
7737The audit is defined as "A methodical examination or review of a condition or situation". When an audit of the HR department is conducted, it is conducted on two counts. One is by the regular auditor of the Audit department. Generally, they check the attendance records, whether properly leave records are maintained or not, Is there any excess disbursement of salary? etc. However, the above audit is a basic one. It does not take into account the functional aspects of HR.
I provide consulting services on HR Audits. For this, I have divided the audit into three parts. These are as below:
a) Functions of the Personnel Department
b) Functions of the HR Department
c) Advance functions of the HR Department
This step-by-step approach helps us stabilise the HR function. I have seen in many companies that although the department is called "HR Department", it does not fulfil the requirements of the Personnel Department. HR Department has evolved from Personnel Department. However, that does not mean that a few activities of the personnel department are irrelevant today.
The second benefit of trifurcation of the HR Audit is not to get entangled in the HR jargon. Occasionally HR has a propensity to give prominence to the jargon rather than brass tacks of their function. I try avoiding this.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
Dear Ragavendra
HR audit is conducted to ensure that the HR standards are followed in order.
HR audit comprises of the
1.Identification of training needs,
2.preparing training calendar
3. training attendance sheet,
4. training effectiveness form.
5. Skill matrix
6. Recruitment and selection process
7. Induction and joining formalities
8. Statutory compliance
9. Salary disbursement
10. Contractual agreement.
These are something upto my knowledge goes.
From India, Bangalore
HR audit is conducted to ensure that the HR standards are followed in order.
HR audit comprises of the
1.Identification of training needs,
2.preparing training calendar
3. training attendance sheet,
4. training effectiveness form.
5. Skill matrix
6. Recruitment and selection process
7. Induction and joining formalities
8. Statutory compliance
9. Salary disbursement
10. Contractual agreement.
These are something upto my knowledge goes.
From India, Bangalore
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