Areas of HRD Audit

Areas of HRD Audit

Comprehensive evaluationof
HRDStrategies
Structures
Styles
Skills

In context of short andlong term

goals ofthe organization

Auditing HRDStrategies
Assessing competencies required to meet
future business needs
Assessing competencies required to meet
business challenges and opportunities
Finding gaps andplanning to bridge the
gaps
Devising means to align HRDStrategies to
business goals
Removing bottlenecks in aligningbusiness
goals and HRDPractices

Auditing HRD Culture

Openness
Collaboration
Trust and trustworthiness
Authenticity
Proaction
Autonomy
Confrontation
Experimentation

Auditing the style of top

management
The general beliefs and attitudes of
top management towards people
andHRD function
Their style of assigning tasks,
monitoring performance, managing
mistakes, conflict, rewards
andpunishment, communicating
vision andsharing information

Auditing the Structure

Assessing roles, role relationship,
task structure, reporting
relations,facilities, budget, power
and authorities,coordination and
integration mechanism to meet
business goals
Evaluating strength and weakness of
current structure

Auditing HRD Systems

Manpower Planning and Recruitment

Potential appraisals and promotions
Career planning and development
Role analysis and goal setting
Performance appraisal
Training
Performance coaching and counseling
360 degree performance feedback
Mentoring
Organization development
Reward and recognition
Empowerment
Communication

Auditing HRD Competencies

Knowledge testing
Attitudes and values
Self-assessment by HR professionals
Peer level assessment or 360degreeassessment
Assessmentcenters
Assessment by line managers

Q&A