D Y PATIL INSTITUTE OF

MANAGEMENT AND RESEARCH

NAME: Vaishali Hilal More

CLASS: MBA II
ROLL NO. 334
SUBJECT: HR Audit Methodologies
SUBMITTED TO: Prof. Charusheela Mohite
 METHODS OF HR AUDIT

INDIVIDUAL INTERVIEW METHOD

GROUPINTERVIEW METHOD

WORKSHOPMETHOD

QUESTIONNAIREMETHOD

OBSERVATION

ANALYSIS OFSECONDARYDATA

ANALYSISOFREPORTS,RECORDS,MANUALS AND
OTHERPUBLISHEDLITERATURE
INDIVIDUAL INTERVIEW METHOD
• Top level management and
senior managers are
interviewed, individually. It helps
in following:
•
 Knowing their thinking afuture
plans and opportunities
available for the company

 Knowing about their

expectations from the HRaudit

 Getting sensitive information

pertaining to working stylesand
culture
GROUP INTERVIEW METHOD

Group interviews and discussions with the

employees and executives of large companies for HR
audit, facilitate collection of information about
effectiveness of existing systems.
Relevant Questions that are asked in
Individual And Group Interviews:
 What do you see as the future growth
opportunities and business directions ofthe
company?
 What skills and competencies doesthe
company have which you are proudof?
 What skills and competencies do you needto
run your business, or to perform your role,
more effectively at present?
 What are the strengths of yourHRDfunction?
 What are the areas where your HRDfunction
can do better?
 What is good about your HRD subsystems,
such as: performance appraisal , career
planning, job rotation, training, quality circles,
induction training, recruitment policies,
performance counseling, worker development
programmes, and HRDdepartments?
 What is weak about them? What canbe
improved?
 What changes do you suggest to strengthen
HRD in yourcompany?
 What do you think are the ways in which line
managers can perform more developmental
roles?
 WORKSHOP METHOD

Workshop Methods also known as Large Scale Interactive Process (LSIP) is

conducted in some cases of audit.
 QUESTIONNAIRE
METHOD

• Feed back about various dimensions of HRD,

including the competency base of HRD staff, the
styles of line managers, the implementation of
various HRD systems, etc are obtained through
a detailed questionnaire from individuals or
groups for HR audit.
• This method helps in benchmarking.
 OBSERVATION
• The auditors should physically visit
the workplace
• Toassess the extent to which a
congenial and supportive human
welfare oriented climate exists in
the company.
• This is essential because
employees are not likely to give
their best if they do not live in
good surroundings
• The observations can be
conducted using a check list of
questions.
 ANALYSIS OF SECONDARY
DATA

 Analysis of secondary data can give an insight into the HRD

assets and liabilities of the company.
 Analysis of age profiles of the employees, analysis of the
training attended, analysis of the minutes of the meetings
held etc., help in determining the assets and liabilities.
ANALYSIS OF REPORTS, RECORDS, MANUALS
AND OTHER PUBLISHED LITERATURE
• Published literature of the
company including annual
reports, marked hand-outs,
training calendar personnel
manual, and various circulars
issued from time to time are
also likely to help
immensely in assessing the
strengths and weaknesses of
HRD.