HUMAN RESOURCE AUDIT

1. MASTER OF SOCIAL WORK-II
YR
PRESENTATION ON
HUMAN RESOURSE AUDIT
HUMAN RESOURSE INFORMATION SYSTEM
HUMAN RESOURSE CONSULTANCY
By,
S.PADMAPRIYA

2. HUMAN RESOURSE AUDIT
“The things that get
measured gets managed”

3. MEANING & PURPOSE OF HR AUDIT
The Human Resources (HR) Audit is a process of examining
policies, procedures, documentation, systems, and
practices with respect to an organization’s HR functions.
The purpose of the audit is to reveal the strengths and weaknesses
in the organization's human resources system and any issues
needing resolution.
The audit works best when the focus is on analyzing and
improving the HR function in the organization.

4. OBJECTIVES OF HR AUDIT
Effectiveness of performance of HR Department;
Implementation of HR policies, procedures;
To find out the reasons for low productivity and improve HRD
Strategies;
Evaluation of the HR staffs & employee;
Modify and Review HR system & challenges;
Questioning: To seek answers to : What happened ? Why did it
happen? Why did it not happen?

5. Benefits of HR Audit
Identification of contributions of HR department
Helps identify the gaps between the current state and the
standard, thereby streamlining HR work processes
Encouragement of greater responsibility and professionalism
among HR members
Clarification of HR duties and responsibilities
Stimulation of uniformity of HR policies and practices
Ensuring timely compliance with legal requirements
Reduction of HR costs through more effective personnel
procedures
A thorough review of HR information systems.

6. APPROACHES
TO HR AUDIT
Outside
Comparative Statistical Compliance Management
authority
approach approach approach and By Objectives
approach

7. Frequency of HR audit
It is best to have a HR audit once in a year. The HR audit, if
conducted continuously and regularly, then it becomes a fairly
managed process. The chances of drastic corrections become
lower if it is conducted regularly. Usually, the frequency of the
audit being conducted depends on the company. An ideal audit
can be conducted for every 18 months but the management
must see to it that a well efficient audit is done on yearly basis.

8. Types of HR Audits
Compliance: Focuses on how well
the company is complying with current
federal, state and local laws and
regulations.
Best Practices: Helps the
organization maintain or improve a
competitive advantage by comparing
its practices with those of companies
identified as having exceptional HR
practices.
Strategic: Focuses on strengths
and weaknesses of systems and
processes to determine whether they
align with the HR department’s and/or
the company’s strategic plan.
Function-Specific: Focuses on a
specific area in the HR function (e.g.,
payroll, performance management,
records retention, etc.)

9. HR AUDIT-SECTION WISE
HRIS
Performance
Management Recruitment
and evaluation
Resourcing Documentation
Training, &
Safety
Development
Employee Compensation
Relations and Benefits
Welfare
Health
systems

10. CONCLUSION
The auditors always prepare and
submit an audit report to the authority
of the organization, which may be
clean or qualified. A clean report
indicates the appreciative of the
Department’s function, but the latter
one represents the gaps in
performance and therefore contains
remarks and remedial measures. HR
audit is very much essential to face
the challenges and to increase the
potentiality of the HR personnel in
the Organization.

11. HUMAN RESOURSE INFORMATION SYSTEM
The application of computers to
employee-related record keeping and
reporting and management decision
making any organized approach for
obtaining relevant and timely
information as a base for human resource
decisions.
HRIS is a set of inter related components
working together to collect, process and
store information to support HR decision
making, coordination and
control in an organization.

12. Need and Objective for HRIS
NEED:
Large Organization
Organizations Geographically Dispersed
Complexities in Salary Packages
Decision Making
OBJECTIVE:
Right form of information at the right time
Make the information available at reasonable cost
Processing the data by using most efficient method
Provide necessary security and secrecy
Keep the information up to date

13. HRIS Tracks...
Medical Recruit/
Records Employ
Workers
Payroll
Comp
Health & People
Benefits
Safety Jobs Positions
HR
Emp.
Planning
Relations
T&D
Comp. Pension
Admin
13

14. BENEFITS
•
Easy data maintenance
•
Administrative processes automated
•
Employee ‘self-service’
•
Adequate information base that leads to timely and just decision
Saving time making
• Responding faster to employee inquiries to enhance efficiency and
productivity
• Minimum paperwork
• Timely and accurate decision making includes less cost
Saving costs
• Helping the employees perform better through effective career planning
and performance management
Work re- • Integrating the human resource function with other business functions
allocation in the enterprise, to serve personnel better
14

15. Some of HRIS
products listed….
People-
Trak HRMS
HR Control SAP@
Centre
HR Data
Oracle
Manager
Smart
stream@

16. ABOUT HR CONTROL CENTRE
HR Control Centre 6.0 is a program software that tracks
employee information, employee status, records regarding
business progress and employee performances. As such,
with this software HR managers can perform various
functions that they need to run an organization. This
software basically fulfills the Human Resource
Information needs for a business unit by acting as a
support system in quality and flawless decision making. It
therefore is sophisticated and delicate yet user-friendly for
companies irrespective of size and type.

17. OPENING VIEW OF HR CONTROL CENTRE

18. EMPLOYEE PROFILE

19. OPENING VIEW OF SALARY PAGE

20. FINAL OUTPUT OF SALARY PAGE

22. CHANGING A BENEFIT RECORD

23. FINAL OUTPUT OF EMPLOYEE BENEFIT

24. CONCLUSION
“By automating Human Resource
practices, HRIS saves time and money,
effectively reallocates work
processes and thus provides
competitive advantage and to the
organization.”

25. HR CONSULTANCY

26. ROLE OF HR CONSULTANCY
The role of human resource consulting services in an
organization differs with the extent of outsource functions. Some
services go with the "all-or-nothing" approach, requiring that they
handle all your HR functions or none at all. Others offer their
services "a la carte," meaning employer can pick and choose from
the HR consulting services they offer. The HR consulting portfolio
-may include features like payroll administration, employee
Benefits, human resource management, risk management.

27. LEADING JOB PORTALS
Times Jobs Shine
Naukri Jobs Ahead Jobs
Monst Click Latest
er Jobs Jobs
India India

30. SERVICES OF HR
CONSULTANCY
Conducting HR audits
Dealing with employee relations issues including disciplinary, grievance or performance
management problems
Drafting Contracts of Employment and Employee Handbooks
Formulating policies and procedures to suit your business
Assisting recruitment and selection processes
Designing and delivering induction programmes, performance appraisal schemes etc
Developing and delivering a range of bespoke training programmes in areas such as: performance
management; conducting grievance and disciplinary hearings; appraisal and supervisory skills
Interim HR Management

31. THANK YOU