HRD AUDIT

HRD AUDITHRD AUDIT

BYBY

A.K.CHATTORAJA.K.CHATTORAJ

Comprehensive evaluationComprehensive evaluation

HRD audit is a comprehensive evaluation HRD audit is a comprehensive evaluation of theof the

Current HRD strategies,Current HRD strategies,Structure, system styles and skills,Structure, system styles and skills, In the context of short and long term In the context of short and long term

business policies of the organizationbusiness policies of the organization

FuturisticFuturistic

Attempts to find out the future needs of the Attempts to find out the future needs of the organization after assessing the current organization after assessing the current HRD activities and inputs available.HRD activities and inputs available.

It benchmarks the reviewed HRD system It benchmarks the reviewed HRD system with the best HRD practices and tries to with the best HRD practices and tries to bring out the gap areas and then tries to bring out the gap areas and then tries to workout a solution.workout a solution.

It is client centered and does everything as It is client centered and does everything as per the clients requirement and needs. per the clients requirement and needs.

Benchmarking good HRD practicesBenchmarking good HRD practices

1.Top management recognizes the 1.Top management recognizes the strategic advantage and critical value strategic advantage and critical value addition provided by the human resource.addition provided by the human resource.

2. The role of HRD is well carved out.2. The role of HRD is well carved out.3. Line managers understand, accept and 3. Line managers understand, accept and

internalize their own role in development.internalize their own role in development.4. A learning culture is created inn the 4. A learning culture is created inn the

organizationorganization


5. Appropriate HRD systems are identified 5. Appropriate HRD systems are identified to suit the needs requirements and to suit the needs requirements and strategies of the organization and is strategies of the organization and is implemented well.implemented well.

6. The systems are periodically reviewed 6. The systems are periodically reviewed and are aligned and realigned with the and are aligned and realigned with the business goals of the organization.business goals of the organization.

7.Support HR policies are formulated and 7.Support HR policies are formulated and implemented.implemented.


8.HRD function is handled by competent 8.HRD function is handled by competent people.people.

9.The styles beliefs and values of the top 9.The styles beliefs and values of the top management is aligned to promote a good management is aligned to promote a good learning and competency building culture.learning and competency building culture.

10.HRD functions and implementation of 10.HRD functions and implementation of HRD is periodically reviewed and HRD is periodically reviewed and renewed. renewed.

The audit begins:The audit begins: With the brief of CEO and the HR chief who With the brief of CEO and the HR chief who

may set an agenda and the focus of the audit may set an agenda and the focus of the audit & evaluation:& evaluation:

Detailed future plans,Detailed future plans, Outlining the company requirementsOutlining the company requirements The current competencies, structure HRD The current competencies, structure HRD

systems are assessed in terms of their systems are assessed in terms of their capability to prepare the organization for the capability to prepare the organization for the future.future.

Suggestions are made to improve for Suggestions are made to improve for achieving future goals & plans.achieving future goals & plans.

Concepts of HRD auditConcepts of HRD audit

Where does the org. wants to go in 1 year, Where does the org. wants to go in 1 year, 3 years and 10 years from now?3 years and 10 years from now?

This links the HRD with the organizational This links the HRD with the organizational business strategy andbusiness strategy and

Is reflected in the HRD scorecard.Is reflected in the HRD scorecard.

2.Skill base2.Skill base

What is the current skill base of the HRD What is the current skill base of the HRD staff in the organization in relation to staff in the organization in relation to various role and role requirements?various role and role requirements?

HRD competencies score on the HRD competencies score on the scorecard scorecard

3.Sub system maturity3.Sub system maturity

What are the HRD sub systems available What are the HRD sub systems available to day to help the organization to build its to day to help the organization to build its own competencies for present, immediate own competencies for present, immediate future and distant future goals?future and distant future goals?

HRD sub system maturity in the HRD sub system maturity in the scorecard.scorecard.

4.Effectiveness of the sub systems4.Effectiveness of the sub systems

What is the effectiveness of the sub What is the effectiveness of the sub systems at the moment in developing systems at the moment in developing people and ensuring that HR people and ensuring that HR competencies are available in ample and competencies are available in ample and adequate levels in the org.?adequate levels in the org.?

HRD system maturity in the HRD score HRD system maturity in the HRD score cardcard

5.Structure5.Structure

Is the existing HRD structure in the Is the existing HRD structure in the organization adequate to manage the organization adequate to manage the HRD of the organization?HRD of the organization?

Contributes to competencies score.Contributes to competencies score.

6. Learning culture6. Learning culture

Are the top management and Senior Are the top management and Senior management styles of managing people in management styles of managing people in tune with the learning culture?tune with the learning culture?

HRD culture scoreboard.HRD culture scoreboard.

Linkages with other systemsLinkages with other systems

HRDA examines linkages with other HRDA examines linkages with other systems like TQM, personnel policies, systems like TQM, personnel policies, strategic planning etc.strategic planning etc.

These systems are evaluated and These systems are evaluated and improvements suggested.improvements suggested.

HRDA is business drivenHRDA is business driven

Business focus is in the center of the Business focus is in the center of the HRDA.HRDA.

Attempts to evaluate HRD system with Attempts to evaluate HRD system with strategy, structure, system, staff, skills and strategy, structure, system, staff, skills and styles and their appropriateness.styles and their appropriateness.

METHODSMETHODS

1.1. Interviews,Interviews,

2.2. Questionnaires,Questionnaires,

3.3. Observation,Observation,

4.4. Secondary data analysis,Secondary data analysis,

5.5. Examination of documents and Examination of documents and communication.communication.

1. Interviews1. Interviews

Individual interviews:Individual interviews:A good audit begins with the interviews of A good audit begins with the interviews of

the top management.the top management. Individual interviews are required when Individual interviews are required when

sensitive information is to be elicited.sensitive information is to be elicited.

Group interviewsGroup interviews

4 to 8 in number4 to 8 in numberSame or similar levelsSame or similar levelsSometimes cross functional Sometimes cross functional

representativesrepresentativesNormally open ended questions.Normally open ended questions.

Type of questions in group Type of questions in group interviewsinterviews

What do you see in the future growth, What do you see in the future growth, opportunities and direction of the org.?opportunities and direction of the org.?

Skills of the org. that you are proud of?Skills of the org. that you are proud of?What other skills do you need to be more What other skills do you need to be more

effective now ?effective now ?What are the strengths of your HRD What are the strengths of your HRD

function?function?Where does your HRD functioning needs Where does your HRD functioning needs

improving?improving?

Other questions.Other questions.

What is good about your HRD subsystems like;What is good about your HRD subsystems like; Performance managementPerformance management Career Planning – job rotationCareer Planning – job rotation Training – Induction trainingTraining – Induction training Quality circle – recruitment policies – Quality circle – recruitment policies –

performance counselingperformance counseling Worker development programWorker development program HRD departments etc.HRD departments etc.

What is weak about them. Where does it What is weak about them. Where does it need improvement ?need improvement ?

What changes do you suggest to What changes do you suggest to strengthen your HRD ?strengthen your HRD ?

What do you think are the ways in which What do you think are the ways in which you think line manager can perform more you think line manager can perform more developmental role ?developmental role ?

2. Workshops2. Workshops

Batch size 30 to 300Batch size 30 to 300Participants work in small groups either Participants work in small groups either

around subsystems of HRD or various around subsystems of HRD or various dimensions of HRD.dimensions of HRD.

They make SWOT analysis and make a They make SWOT analysis and make a presentation.presentation.

It can also focus on individual system such It can also focus on individual system such as Performance management.as Performance management.

This becomes a change process by itself.This becomes a change process by itself.

3.Questionnaire3.Questionnaire

Should have a time frame to completeShould have a time frame to complete It can be administered in a groupIt can be administered in a groupAttempts to elicit information to asses Attempts to elicit information to asses

various dimensions like competency base various dimensions like competency base of HRD staff, the styles of line managers, of HRD staff, the styles of line managers, implementation of various HRD systems.implementation of various HRD systems.

It helps the benchmarking of the HRD It helps the benchmarking of the HRD effectiveness effectiveness

4.Observation4.Observation

The audit team visits the workplace, plant, The audit team visits the workplace, plant, machinery, canteen, toilets, hostels, machinery, canteen, toilets, hostels, hospitals, schools colony etc to asses hospitals, schools colony etc to asses supportive human welfare orientation supportive human welfare orientation climate.climate.

Employees give their best when the need Employees give their best when the need are taken care of.are taken care of.

Observation can be conducted using a Observation can be conducted using a check list of questionnaire.check list of questionnaire.

5. Analysis of secondary data5. Analysis of secondary data

AttendanceAttendanceTypes of training conductedTypes of training conductedCosts incurred in HRDCosts incurred in HRDROI of such expenditure.ROI of such expenditure.

6.Analysis of reports, records, 6.Analysis of reports, records, manuals and published literaturemanuals and published literature

Personnel and HRP manualPersonnel and HRP manualRecruitment and promotion policiesRecruitment and promotion policiesTraining calendarTraining calendarJob rotation/transferJob rotation/transferSuggestion schemesSuggestion schemesWelfare schemesWelfare schemesWorkers education and participationWorkers education and participation

Preparation of HRD score cardPreparation of HRD score card

HRD system maturityHRD system maturity to indicate the extent to indicate the extent to which the org. has matured (appropriate to which the org. has matured (appropriate well designed and managed systems in well designed and managed systems in place)place)

HRD competencies maturityHRD competencies maturity – assesses – assesses whether HR managers have the required whether HR managers have the required competencies to handle the HR function competencies to handle the HR function professionally and effectively.professionally and effectively.

HRD climateHRD climate to indicate the extent to to indicate the extent to which the org. has the required HRD which the org. has the required HRD culture,culture,

Business linkage maturityBusiness linkage maturity to indicate the to indicate the extent to which the system, competencies extent to which the system, competencies and culture are aligned to the business and culture are aligned to the business goals and organizational objectives.goals and organizational objectives.

GradingGrading

The score card can be graded from A plus The score card can be graded from A plus to F grade.to F grade.

A is the highest in the range while F is the A is the highest in the range while F is the lowest.lowest.

The grading will reveal the exact position The grading will reveal the exact position of HRD in relation to the goals and of HRD in relation to the goals and objectives of the organizationobjectives of the organization

THANK YOUTHANK YOU

Documents

HRD AUDIT