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TABLE OF CONTENTS CONTENTS

List of tables List of figures 1. INTRODUCTION 2. REVIEW OF LITERATURE 3. THE COMPANY 4. DATA ANALYSIS & PRESENTATION 4.1. Presentation and analysis & interpretations 5. SUMMARY & CONCLUSIONS 6. BIBLIOGRAPHY 7. APPENDICES Appendix A- Format of HR Audit analysis Appendix B- Questionnaire

PAGE NUMBERS

List of tables
Tables I. Format of hr audit analysis page numbers

List of figures
Figures charts page numbers

HR AUDIT
At Polaris software lab ltd, Hyderabad

Project submitted in partial fulfillment for the award of the degree of MASTER OF BUSINESS ADMINISTRATION By

Abstract
The aim of the project is to assess company policies and practices, identify areas of noncompliance or weakness, uncover issues, and determine how to strategically align HR practices with business objectives. The Employment Practices/Human Resources Audit (EP/HR Audit) was developed so that it may ascertain current employment practices and procedures and to determine whether or not your opinion is equally shared by other companies. The audit is a tool that used to measure an employer's compliance with its legal obligations in managing its workforce and Chart any corrective actions that might be needed. Fortunately, it is relatively easy to perform an audit, although it does require time and effort. The Purpose of the project is to ensure legal compliance with employment laws and reduce the company's potential exposure to claims and litigation. Identify inconsistent procedures and practices before they become problems. Strengthen credibility and trust of top management .Improve or enhance employee communications and employee morale HR vulnerability reviews, like financial audits, are worth the time and effort it takes because they help your company be more effective, reduce the threats of legal challenges and complaints, make any charges more defendable, and help the company achieve its goals. Certainly the cost is far less than the legal costs involved in defending a complaint or for that matter losing one.

ACKNOWLEDGEMENT

I would like to express my deep sense of gratitude to my guide Mrs. Aditi Dixit, Ass. Manager whose guidance and encouragement helped me in completing of my project successfully. I would like to thanks Mrs.Usha, Sr hr executive and all other staff for offering their valuable suggestions during our project work. I would like to express my gratitude to Mrs.P.J.Renuka, for her contribution in terms of guidance and helping in my project. In particular, I am grateful to my principal Mr.G.Samuel for permitting me to work at Polaris s/w lab, Hyderabad.

Chapter 1
INTRODUCTION

INTRODUCTION Objectives:
1. To study the hr audit system at Polaris software lab. 2. To study the effectiveness of hr audit at the company. 3. To study the policies and procedures followed for conducting the hr audit.

Scope of the study:

The study includes a detail descriptive analysis of hr audit system at Polaris. The study also focused on the key dimensions of the hr audit function at Polaris software lab.

Research methodology: research design:

The study is of descriptive as it focuses on the internal activities of hr audit system in the hr department.

Data collection method:

Primary source: The data is collected from the documents which are maintained by the companys related to the hr audit system. Secondary source: The data is collected through interviews and interaction with the people who are related to the hr audit system at Polaris software lab ltd. Sample size: sample size for the study is about 20 employees who are concerned with hr department especially those who are related to the hr audit system. Sample design: Sample was selected on random basis.

CHAPTER 2
REVIEWOF LITERATURE

REVIEW OF LITERATURE:
Managers need to know about the general health of the organizations they lead. They require continuous feedback to appraise the performance of the various units and individuals and to take corrective action, if required. The need for measuring and evaluating the effectiveness of the personnel programmes and policies is widely felt by the modern organizations. Personnel or human resource audit and research brings out how the personnel programmes are functioning and to locate practices and policies which are harmful to the organization. It enables the management to detect any serious discrepancies or inadequacies in the companys personnel programme before they cause any greater trouble. Timely correction will not only improve morale of the employees but also increase labour management cooperation. Human resource audit is important parts of the human resource management process. All the personnel policies, practices and programmes must be appraised critically in order to know their effectiveness. Personnel audit may be done by the persons working in the personnel department or even by the outside specialists. "Audit" is a word that usually sends shivers down your spine. What typically comes to mind is the periodic financial audit in which the company's books and records are reviewed to identify potential issues. Audit is one of the important management control devices. Personnel audit is used widely to check the organizations performance in its

management of human resources. It reveals how the management is doing in getting things done through and with other people. To facilitate control, personnel audit reveals important facts as absenteeism, labour turnover, grievances field and other similar indices. The primary objective of the personnel audit is the critical review and evaluations of the manpower management progarmme in the organization. In conducting an audit, the auditor examines the degree of conformance with accepted business policies and practices and the legal provisions. He also examines the accuracy with which records and accounts are maintained. Thus audit serves as a control mechanism over the completed actions. The goal of audits should be to protect the company, establish best practices and create an opportunity for improvement. According to Dale Yoder, personnel audit refers to an examination and evaluation of policies, procedures and practices to determine the effectiveness of personnel management. Personnel or human resource audit is an investigative, analytical and comparative process. It undertakes a systematic search of the effectiveness of the personnel programmes. It investigates formally and in depth as contrasted with day today informal impressions. Personnel audit should not be confused with the measurement of employee moral. Personnel audit reveals the extent to which management has been successful in encouraging the personnel identification of employees with the organization and their acceptance of the organization goals. It checks the indicators of the quality of leadership, of motivation, of communication, effectiveness of supervision and constant development of operative employees, supervisors and managers.

The Employment Practices/Human Resources Audit (EP/HR Audit) was developed so that may ascertain current employment practices and procedures and to determine whether or not your opinion is equally shared by other companies. It is felt that by reviewing the basic elements of Human Resource duties and responsibilities and managements position on various items it is reasonable to determine a relationship to the at-risk level the company faces. What is a Human Resources audit? . The audit is a tool that used to (i) measure an employer's compliance with its legal obligations in managing its workforce and (ii) Chart any corrective actions that might be needed. Fortunately, it is relatively easy to perform an audit, although it does require time and effort. We will discuss that a little later. Conducting HR audits is an integral part of an HR professional's role in any company. Not only will an HR audit help a company ensure it is in compliance with the law, but it will help HR professionals standardize processes, identify risk areas, and tie HR to strategic business goals. There are various types of audits designed to accomplish a

variety of objectives. An HR audit can be as comprehensive as needed within the constraints of time, budgeting, and resources. There are also various steps an HR professional can take during the audit process to make the process run smoothly, effectively, and efficiently.