I want to know the scope of conducting an HR audit in a multinational organization where HR functions are centralized. I am currently placed as a trainee in one business division of an MNC. I am interested in taking up HR audit as a project. I have started reading related material, but before diving deeper, I would like to understand the scope of such an audit. I would appreciate guidance on this topic from any HR professional or subject expert.
From India, Vadodara
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1From India, Vadodara
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Thank you, Ashish, for replying.
The organization in which I am placed is an MNC, and its functions are centralized. I am not sure whether audit results will be useful or implemented at that level. I wanted to take up a project that not only enhances my knowledge and skills but is also beneficial to the organization.
From India, Vadodara
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The organization in which I am placed is an MNC, and its functions are centralized. I am not sure whether audit results will be useful or implemented at that level. I wanted to take up a project that not only enhances my knowledge and skills but is also beneficial to the organization.
From India, Vadodara
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Hi,
I understand your concern about initiating such audits in a place where functions are centralized. It is a universal truth that HR audits are best done in an environment of high levels of diversification and decentralization. However, considering your status as a trainee and the valuable learning you might gain from the topic of HR Audit, here are a few notes:
HR Audit is an area of tangible impact that involves a critical review and assessment of policies, schemes, and procedures in human resource management. The primary aim of such audits is to determine whether personnel policies and practices are consistent with the organizational objectives.
During the auditing process, the auditor relies heavily on personnel records and reports provided by the personnel department. It is important to note that employees may view personnel audits as unappealing or faultfinding exercises. To prevent such issues, a forward-looking approach is necessary.
Now, some considerations for you:
- Would a trainee be allowed access to personnel records of staff (some of which may be extremely confidential)?
- Is the organization prepared to address any problems that may arise from this audit?
- Do you have enough time to persuade staff about the importance of such audits and the forward-looking approach to minimize future concerns and operational issues in HR?
These may be certain concerns that you need to reconsider.
Nevertheless, the topic is extremely interesting and is already considered one of the key performance indicators (KPIs) for HR Managers/Heads.
Good Luck
From Nepal, Kathmandu
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I understand your concern about initiating such audits in a place where functions are centralized. It is a universal truth that HR audits are best done in an environment of high levels of diversification and decentralization. However, considering your status as a trainee and the valuable learning you might gain from the topic of HR Audit, here are a few notes:
HR Audit is an area of tangible impact that involves a critical review and assessment of policies, schemes, and procedures in human resource management. The primary aim of such audits is to determine whether personnel policies and practices are consistent with the organizational objectives.
During the auditing process, the auditor relies heavily on personnel records and reports provided by the personnel department. It is important to note that employees may view personnel audits as unappealing or faultfinding exercises. To prevent such issues, a forward-looking approach is necessary.
Now, some considerations for you:
- Would a trainee be allowed access to personnel records of staff (some of which may be extremely confidential)?
- Is the organization prepared to address any problems that may arise from this audit?
- Do you have enough time to persuade staff about the importance of such audits and the forward-looking approach to minimize future concerns and operational issues in HR?
These may be certain concerns that you need to reconsider.
Nevertheless, the topic is extremely interesting and is already considered one of the key performance indicators (KPIs) for HR Managers/Heads.
Good Luck
From Nepal, Kathmandu
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Admin-HR AUDIT.zip
HR Job Functions.doc