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HRD audit
- 1. HRD AUDIT
- 2. HRD & AUDIT • HRD Is a framework for helping employees to develop their personal and organisational skills knowledge and abiliy • Audit – it is generally accounting term – evaluation – examination - but it also existed in project management ,quality management and water management
- 3. HRD AUDIT • HRD audit is a comprehensive evaluation of the existing Structure Strategies System Styles Skills/competencies Culture and their appropriateness to achieve the short term and long term goals of organisation It is tool to assess the present and blueprint for future it is systematic assessment
- 4. HR AUDIT • HR audit is a comprehensive evaluation of HR cost HRD activities Health, Safety Legal compliance Quality Compensation benefits
- 5. CONCEPT •Comprehensive •Examines linkages with other systems •Business driven
- 6. REASONS • To take stock of things & to improve the HRD for expanding diversifying and entering into fast growth phase • For promoting more professionalism and professional management • Benchmarking for improving HRD practices • Growth and diversification • Dissatisfaction with any components
- 7. REASONS • Change leadership • To find out reasons for low productivity and HRD strategies • To become employer choice
- 8. ROLE • HRD audit is a cost-effective • HRD audit gives many insights into company affairs • Changes in the styles of top management • Role clarity of top management and the role of line managers in HRD • Improvement in HRD systems • Increased focus on nature and human competencies
- 9. ROLE • Better recruitment policies and more professional staff • More planning and more cost effective training • Strengthening accountabilities through appraisal systems and other mechanism • Total quality management interventions
- 10. METHODOLOGY • Interview • Questionaries • Observation • Analysis of records and secondary data • Workshops could be used
- 11. METHODOLOGY • Task force and internal teams • External auditor have a significant role • Benchmark of questionnaire data may be use
- 12. HRD SCORE CARD • Introduction – T.V.Rao (1999) • HRD scorecard measures the HRD maturity level of an ooorganisation • HRD score card measures HRD system maturity HRD competency HRD culture HRD influence ( business linkages)