Hrd Audit

1. METHODOLOGY
AND
PREPARATION OF
HRD AUDIT

2. HRD AUDIT
HRD Audit is a comprehensive
evaluation of the existing HRD
•structures,
•strategies,
•systems,
•styles,
•skills/competencies,
•culture,
and their appropriateness to achieve
the short-term and long-term goals of
the organization.

3. • HRD audit is like a weekly/ monthly/ annually health-checkup.
It plays a vital role in instilling a sense of confidence in the management and the HR functions of an
organization.

4. Methodology
of HRD Audit
Interviews
Questionnaire
Workshop
Observation
Analysis of Secondary Data
Analysis of Published Works

5. 1. Interviews
• Top management
Line managers
HRD staff
Workmen and others
• Individual interviews with top management
give their views on future plans and
opportunities available for the organization.
Interviews with other levels of managers and
different staff members, and workers are
conducted in groups to collect information
about the effectiveness of the existing HRD
systems, organization culture, working styles
etc.
• Types
a) Structured Interview
b) Unstructured Interview

6. 2. Questionnaires
• A number of questions are used to get information about
1. HRD activities undertaken,
2. Process followed,
3. Mechanisms used in HRD process,
4. Responsibility of HRD functions,
5. Involvement of concerned parties,
6. HRD climate,
7. Identification of HRD needs,
8. Preparation of HRD programmes,
9. Implementation and execution of HRD programmes,
10. Effectiveness of HRD programmes
11. Impacts of HRD programmes on attitudes, skills, motivation, performance
and Effectiveness of the organization as a whole, the problems faced during HRD programmes etc.

7. 3. Workshop
• In the workshop the auditors conduct a workshop and participants vary from twenty to hundreds
according to objectives of the audit.
• The auditors conduct audit on different subsystems of HRD.
• In subsystems, the activities can be included like
Process,
Mechanisms
Structure
Responsibility
Performance Appraisal
Career planning and development
Management development programmes
counseling
Rewards and recognitions etc.

8. 4. Observation
• The HRD auditors observe various aspects of the organisation in order to
evaluate the work place, work atmosphere and how work done to
assess the extent to which a congenial and supportive climate exists in
the organisation.
• Observations are mainly made regarding physical facilities and living
conditions of the organisation.
• Along with they also concentrate on meetings, discussions, celebrations
and other events related to organisational culture, training programmes,
classrooms, library, etc., to get relevant information.

9. 5. Analysis of
Secondary Data
and Records
• An intensive analysis of annual report,
performance appraisal form, document
related to training and development
programmes conducted, and employees
records, different files maintained by the
HR department, in-house journals and
periodicals is carried out to evaluate the
strengths and weakness of HRD.

10. 6. Analysis of Published Works
• Company publishes its reports, manuals, various records, newsletters and
other Literatures relating to various activities of the company.
• If any report is relevant to human resource development activities, the
analysis can be carried out by the auditors to find out whether the
HRD programmes was carried out as per the plan or not.

11. Preparation
of HRD Audit
1. Framing of Policy
2. Pre-audit Preparation
3. Conducting HRD Audit
4. Preparation of Audit Report
5. Follow up action

12. 1. Framing of policy
• First of all HRD policy is to be prepared by HRD managers.
• Secondly, HRD audit policy is to be prepared for conducting
audit.
• Thirdly, preparation for audit is to be carried out.

13. 2. Pre-audit Preparation
• Auditors go through the published work
of the company such as HR manuals,
reports, handbooks, training records,
forms and other for collecting relevant
information.
• The HRD managers should supply these
records and reports to the auditors.

14. 3. Conducting HRD audit
• The auditors visits the different locations in the company.
• The auditors may be internal team or outsiders.
• The auditors check various records, reports, conduct interviews of
employees and managers who are connected with the
particular activities.
• The duration may be for a couple of days or weeks.

15. 4. Preparation
of Audit
Report
• The team of auditors discuss every
issue they have come across and
final report is submitted to the
client.
• During the audit visit whatever the
discrepancies observed are
recorded in the report.

16. 5. Follow up
action
• After submission of the auditor's report,
the client is asked to take corrective
action so that the difficulties can be
removed in time.
• The objective is to bring improvement
IN HRD functions and policy.