Human Resource Audit examines and evaluates an organization's human resource policies, programs, and procedures through a formal, systematic analysis. The objectives of an HR Audit are to review how effectively human resources are acquired, developed, allocated, and utilized; evaluate the implementation of HR policies and identify any gaps; and determine if HR practices are consistent with organizational objectives. An HR Audit is needed to identify areas for improvement, ensure managerial control of human resources, and allow an organization to adapt HR strategies to meet changing business needs and challenges.
Human Resource Audit examines and evaluates an organization's human resource policies, programs, and procedures through a formal, systematic analysis. The objectives of an HR Audit are to review how effectively human resources are acquired, developed, allocated, and utilized; evaluate the implementation of HR policies and identify any gaps; and determine if HR practices are consistent with organizational objectives. An HR Audit is needed to identify areas for improvement, ensure managerial control of human resources, and allow an organization to adapt HR strategies to meet changing business needs and challenges.
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Human Resource Audit examines and evaluates an organization's human resource policies, programs, and procedures through a formal, systematic analysis. The objectives of an HR Audit are to review how effectively human resources are acquired, developed, allocated, and utilized; evaluate the implementation of HR policies and identify any gaps; and determine if HR practices are consistent with organizational objectives. An HR Audit is needed to identify areas for improvement, ensure managerial control of human resources, and allow an organization to adapt HR strategies to meet changing business needs and challenges.
Copyright:
Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online from Scribd
Concept • A critical evaluation of manpower programs is required to identify the areas where improvements are needed and to set things in order. • Audit is an important aspect of managerial control. • It involves examination and verification of accounts and records. • Human resource audit implies a critical examination and evaluation of policies, programs and procedures. • It is a periodic review to measure the effectiveness of HR management and also to determine further steps for more effective use of human resources H R Audit refers to:- 1. The measurement of the effectiveness of the HR management’s mission, objectives policies, programs and activities 2. The determination of what should or should not be done in future. • HR Audit involves a formal, systematic and in-depth analysis , investigation and comparison. • The primary aim of HR is to determine whether the personnel policies and practices are consistent with the organizational objectives. • It also determines how effectively the personnel policies and programs will be implemented. Objectives of Human Resource Audit 1. It reviews the system of acquiring , developing, allocating and utilizing human resources in the organization. 2. To evaluate the extent to which the line managers have implemented the policies and programs initiated by the top management towards HR. 3. To review the HR system in comparison with other organizations and modify them to meet the challenges of HRM. 4. To locate the gaps, lapses, shortcomings in the implementation of the policies, procedures, practices, directives of the HR dept. and to know the areas where non-implementation has hindered the planned programs and activities. 5. To evaluate the effectiveness of various the HR policies and practices. 6. To evaluate the HR staff. 7. To seek answers to such questions as ‘what happened?’ ‘why it happened?’ or ‘why it did not happen?’ while implementing policies, practices and directives in human resources. Need for HR Audit 1. To increase the size of the organization and personnel in several organizations. 2. To change the philosophy of management towards HR. 3. To increase the strength and influence of trade unions. 4. To change HR management philosophy and thereby personnel policies and practices throughout the world. 5. To increase the dependence of the organization on the HR system and its effective functioning.