Hi to all cite HR members and HR fraternity,
I am doing research in HR AUDIT as part of my curriculum. During the research, I was preparing a questionnaire but due to my lack of experience, I was unable to frame many questions relating to HR audit. I request you all to share your experience to assist in furthering my research.
Please, I request everyone who views this to comment and share their experience to aid in the fulfillment of my research.
Regards,
Tarun
Questionnaire Model 1
1. Why should an organization conduct an HR audit?
- Ensure compliance
- Improve HR practices
- Prepare for potential government audit or litigation
- Understanding of department's environment
- Correct errors
2. What should an audit cover?
- Review of internal policies and processes
- Review of filing and tracking systems
- Surveys and questionnaires of employees and managers on the effectiveness of the human resources operation in the department
- All the above
3. Who should conduct the audit of the HR department?
- HR staff
- A cross-section of the organization's staff, including line staff, middle and upper management
- Internal Audit team
- External auditor
4. What should be the timeframe for conducting an internal audit?
- Once in a quarter
- Every half-yearly
- Annually
- Once in two years
5. When should an external audit be conducted?
- Organization in their initial years of establishment
- Organization after five years of establishment
- After diversification or other business expansion decisions
- After downsizing, reorganization, and other consolidation or synergy decisions
- For restructuring the HR function
- After the change of the CEO or the top management
6. What is the reason for your organization using the HR audit?
- The HR department uses it for a quick review of the organization 'health'
- The HR team uses it to facilitate internal diagnosis, discussion, and action planning.
- The senior executive team might use it to assess how HR policies and practices impact individual and organizational performance
7. What is the audit tool used for an audit in your organization?
- Interviews (individual/group)
- Questionnaire/survey method
- Observation method
- Historical analysis
8. What is the philosophy of the top management in your organization?
- Benevolent (or) paternalistic style
- Critical style
- Developmental style
9. What is the current HR structure in your organization?
- A corporate HR department with separate HR cells in the units or location
- A dedicated and fully manned HR department
- A high-profile HR chief with limited staff
- A HR task force largely drawn from line managers with a HR trained chairman/supervisor
- HR being handled at the corporate level by HR staff and at unit level integrated into the corporate level
10. What are the competencies that the HR department does not possess or needs to develop?
- The competencies required to execute or conduct the current business effectively and efficiently meet business goals
- The competencies needed to contribute to the future business goals of the company (diversification, new product development, new technologies, markets, etc.)
- Building employee motivation, satisfaction, commitment, and accountabilities so that business activities are taken with zeal and enthusiasm and achievement motivation
11. What are the challenges that your organization is going to face in the coming years?
- People challenge
- Technological changes
- Increasing business risk and Cost challenges
- Increase in competition
12. Which section of employees should take part in the audit?
- Only the HR staff
- Only the HR staff and top-level management employees from other Department
- A team of cross-functional employees representing all the departments.
13. How should benchmarking be done in an HR audit?
- Internal Benchmarking
- External benchmarking
14. What is the pay philosophy?
- Pay-for-Performance?
- Seniority?
- Pay-for-Knowledge?
I am doing research in HR AUDIT as part of my curriculum. During the research, I was preparing a questionnaire but due to my lack of experience, I was unable to frame many questions relating to HR audit. I request you all to share your experience to assist in furthering my research.
Please, I request everyone who views this to comment and share their experience to aid in the fulfillment of my research.
Regards,
Tarun
Questionnaire Model 1
1. Why should an organization conduct an HR audit?
- Ensure compliance
- Improve HR practices
- Prepare for potential government audit or litigation
- Understanding of department's environment
- Correct errors
2. What should an audit cover?
- Review of internal policies and processes
- Review of filing and tracking systems
- Surveys and questionnaires of employees and managers on the effectiveness of the human resources operation in the department
- All the above
3. Who should conduct the audit of the HR department?
- HR staff
- A cross-section of the organization's staff, including line staff, middle and upper management
- Internal Audit team
- External auditor
4. What should be the timeframe for conducting an internal audit?
- Once in a quarter
- Every half-yearly
- Annually
- Once in two years
5. When should an external audit be conducted?
- Organization in their initial years of establishment
- Organization after five years of establishment
- After diversification or other business expansion decisions
- After downsizing, reorganization, and other consolidation or synergy decisions
- For restructuring the HR function
- After the change of the CEO or the top management
6. What is the reason for your organization using the HR audit?
- The HR department uses it for a quick review of the organization 'health'
- The HR team uses it to facilitate internal diagnosis, discussion, and action planning.
- The senior executive team might use it to assess how HR policies and practices impact individual and organizational performance
7. What is the audit tool used for an audit in your organization?
- Interviews (individual/group)
- Questionnaire/survey method
- Observation method
- Historical analysis
8. What is the philosophy of the top management in your organization?
- Benevolent (or) paternalistic style
- Critical style
- Developmental style
9. What is the current HR structure in your organization?
- A corporate HR department with separate HR cells in the units or location
- A dedicated and fully manned HR department
- A high-profile HR chief with limited staff
- A HR task force largely drawn from line managers with a HR trained chairman/supervisor
- HR being handled at the corporate level by HR staff and at unit level integrated into the corporate level
10. What are the competencies that the HR department does not possess or needs to develop?
- The competencies required to execute or conduct the current business effectively and efficiently meet business goals
- The competencies needed to contribute to the future business goals of the company (diversification, new product development, new technologies, markets, etc.)
- Building employee motivation, satisfaction, commitment, and accountabilities so that business activities are taken with zeal and enthusiasm and achievement motivation
11. What are the challenges that your organization is going to face in the coming years?
- People challenge
- Technological changes
- Increasing business risk and Cost challenges
- Increase in competition
12. Which section of employees should take part in the audit?
- Only the HR staff
- Only the HR staff and top-level management employees from other Department
- A team of cross-functional employees representing all the departments.
13. How should benchmarking be done in an HR audit?
- Internal Benchmarking
- External benchmarking
14. What is the pay philosophy?
- Pay-for-Performance?
- Seniority?
- Pay-for-Knowledge?