Dear All, I would like to get information about HR Audit, as I am currently working on a project . Please help. Regards, Raksha
From India, Mumbai
From India, Mumbai
HR AUDIT
RAKSHA,
HERE ARE SOME USEFUL POINTS.
HR AUDIT SET UP.
STEP 1
-discuss the values/ beliefs of selected senior management/CEO
and the need for HR department.
-discuss the expectations from HR department -short/medium/longterm.
-discuss with CEO, the organization's corporate objectives/strategies
and how HR can contribute to the corporate objectives.
-discuss / seek concensus on organization structure / management
process.
-discuss the current organization culture with senior management.
-discuss with CEO/senior management the core activities/competences
and business drivers of the organization.
TO GET A GOOD START AND HOLD YOUR CREDIBILITY, YOU NEED
THESE INFORMATIONS TO START YOUR WORK ON HR AUDIT.
================================================== =======
STEP 2
There are a number of HR activities are being carried out now.
YOU HAVE TO KNOW WHAT THEY ARE / HOW IT IS BEING
CARRIED OUT / BY WHOM.
TO COLLECT AND CONSOLIDATE THESE, YOU NEED TO A
HR AUDIT OF THE PRESENT SITUATION.
-you can use an audit format, as shown below[ modify it
to suit your need].
================================================== =======
STEP 3
Human Resources Functional AUDIT.
1.0 Recruitment and Selection
1.1 Before filling a position do you identify the skills, qualifications and
behaviours needed to meet your objectives?
1.2 Is the selection process transparent, equitable, based on merit, and
appropriate?
1.3 Is the selection process timely?
1.4 Are new staff provided with a comprehensive induction?
-----------------------------------
2.0 Planning
2.1 Do you know your staffing needs beyond the current year?
2.2 Have you engaged in a strategic planning process to clarify your staffing
needs?
2.3 Do you have the right number of staff to get the work done?
2.4 Are you able to plan adequately for any seasonal fluctuations in staffing
requirements?
2.5 Do you engage in succession planning?
------------------------------------------------
3.0 Staff Development
3.1 Do you have a way to identify the staff development needs of your staff?
(eg surveys, reviews, performance management)
3.2 Do you have adequate resources in your budget to provide needed
development opportunities for staff?
3.3 Do you believe you allocate adequate resources to staff development?
3.4 Do the staff in your work area get the development they need to
do their jobs effectively?
3.5 Do you monitor the results of staff development activities in order to
assess their effectiveness?
3.6 Are new staff offered mentoring support?
3.7 Do staff at all levels in your work area access training and development?
-------------------------------------------------
4.0 Performance Management
4.1 Are probationary staff appraised regularly?
4.2 Have all staff been provided with realistic objectives that are linked to the
company's objectives?
4.3 Are staff clear about what is expected of them in their work roles?
4.4 Do all staff participate in performance reviews at least annually?
4.5 Does the review process evaluate their performance against expectations?
4.6 Are the comments recorded with a copy to the staff member?
4.7 Does the review process identify future objectives and training needs?
4.8 Do staff have access to support and assistance for improvement if their
performance is less than expected?
4.9 Are departing staff given an exit Interview prior to their departure?
-------------------------------------------
5.0 Employee Relations
5.1 Do you have a clear understanding of the company’s industrial framework
so that you can carry out your human resource management role effectively?
5.2 Do you believe that the company’s industrial framework (enterprise
agreements, awards, policies and procedures) provides you with the flexibility
you need to manage?
5.3 Is there a positive climate in your work area where staff are motivated in
their work?
5.4 Are the communication channels between management and employees in
your work area sufficiently consultative so that disputes are avoided and
effective problem solving is fostered?
5.5 Are you comfortable working with the company’s disciplinary measures
and grievance procedures?
5.6 When operational changes are introduced into your work area or do
you take into consideration the impact on staff?
-------------------------------------------------
6.0 Position Classification
6.1 Is the organisational structure in your work area appropriate - ie, span of
control not too great, tasks grouped properly?
6.2 Are there current job descriptions for all general staff positions in your
work area?
6.3 Do the job descriptions reflect accurately the responsibilities of their jobs?
6.4 Are the positions and their job descriptions reviewed regularly in
consultation with the incumbent.
6.5 Do you and your staff have an understanding of the process required to
alter the classification of a general staff position?
----------------------------------------------------
7.0 Remuneration
7.1 Are staff in your area satisfied with their opportunities for advancement?
7.2 Are you aware of the flexibility available in the remuneration system to
reward staff outside the current salary agreement?
7.3 Do you use the flexibility available in the remuneration system to reward
staff outside the current salary agreement where it is deserved?
----------------------------------------------------------------------------------------
8.0 Safety and Health
8.1 Is your workplace safe?
8.2 Are safety and health objectives, policies and procedures built into the
strategic and operational plans of your work area?
8.3 Do you undertake regular safety inspections and reviews?
8.4 Are safety and health roles and responsibilities defined, assigned and
understood in your work area?
8.5 Do staff participate in regular safety and health training programs?
----------------------------------------------------------
9.0 Equity and Diversity
9.1 Do all your staff receive fair and equitable treatment?
9.2 Are equity and diversity objectives, policies and procedures built into the
strategic and operational plans of your work area?
9.3 Do your staff participate in equity and diversity training programs?
9.4 Does your work area have an Equity and Diversity Committee?
9.5 Are your staff able to access flexi-time, part time work and other policies
to assist them to balance work and family commitments?
9.6 Are supervisors and team leaders in your area aware of their equal
opportunity responsibilities?
------------------------------------------------------------------
10.0 Human Resource Information Systems
10.1 Do you regularly consult the Concept system to obtain information to
obtain information to help you deal with personnel issues?
10.2 Have you, or an appropriate member of your staff, taken the opportunity
to participate in a training program for Concept?
10.3 Do you and your staff use the Human Resource web site to access (and
update) human resources information that will help you deal with HR issues?
-------------------------------------------------------------
General Questions
What do you think your work area does best in terms of its human resources management?
What do you see as the major human resource problem areas in your work area and what is being done to address them?
Personnel and Payroll Services
Are you satisfied with the services provided by Personnel and Payroll Services?
Does the Personnel and Payroll Services staff provide you with the necessary
guidelines, advice and support you need to meet your human resource
management obligations?
Employee Relations
Are you satisfied with the services provided by Employee Relations?
Do Employee Relations staff provide you with the necessary guidelines, advice
and support you need to meet your human resource management obligations?
Organisational and Staff Development Services
Are you satisfied with the services provided by Organisational and Staff
Development Services?
Do the staff of Organisational and Staff Development Services provide you with
the necessary guidelines, advice and support you need to meet your human
resource management obligations?
Personnel Systems
Are you satisfied with the services provided by Personnel Systems?
Do their staff provide you with the necessary guidelines, advice and support
you need to meet your human resource management obligations?
Does the Concept system provide you with current, accurate, complete and
timely information?
Does the Human Resources web site provide you with current, accurate,
complete and timely information?
Superannuation & Salary Packaging
Are you satisfied with the services provided by Superannuation and Salary
Packaging?
Do the staff of Superannuation & Salary Packaging provide you with the
necessary guidelines, advice and support you need to meet your human
resource management obligation
=============================================
THIS HR AUDIT CAN BE CONDUCTED IN A NUMBER
OF WAYS
-INTERVIEWS
-QUESTIONNAIRE
-FORUMS
-FOCUS GROUPS
ETC
DEPENDS ON
-THE SIZE
-THE SITUATION
ETC
REGARDS
LEO LINGHAM
From India, Mumbai
260RAKSHA,
HERE ARE SOME USEFUL POINTS.
HR AUDIT SET UP.
STEP 1
-discuss the values/ beliefs of selected senior management/CEO
and the need for HR department.
-discuss the expectations from HR department -short/medium/longterm.
-discuss with CEO, the organization's corporate objectives/strategies
and how HR can contribute to the corporate objectives.
-discuss / seek concensus on organization structure / management
process.
-discuss the current organization culture with senior management.
-discuss with CEO/senior management the core activities/competences
and business drivers of the organization.
TO GET A GOOD START AND HOLD YOUR CREDIBILITY, YOU NEED
THESE INFORMATIONS TO START YOUR WORK ON HR AUDIT.
================================================== =======
STEP 2
There are a number of HR activities are being carried out now.
YOU HAVE TO KNOW WHAT THEY ARE / HOW IT IS BEING
CARRIED OUT / BY WHOM.
TO COLLECT AND CONSOLIDATE THESE, YOU NEED TO A
HR AUDIT OF THE PRESENT SITUATION.
-you can use an audit format, as shown below[ modify it
to suit your need].
================================================== =======
STEP 3
Human Resources Functional AUDIT.
1.0 Recruitment and Selection
1.1 Before filling a position do you identify the skills, qualifications and
behaviours needed to meet your objectives?
1.2 Is the selection process transparent, equitable, based on merit, and
appropriate?
1.3 Is the selection process timely?
1.4 Are new staff provided with a comprehensive induction?
-----------------------------------
2.0 Planning
2.1 Do you know your staffing needs beyond the current year?
2.2 Have you engaged in a strategic planning process to clarify your staffing
needs?
2.3 Do you have the right number of staff to get the work done?
2.4 Are you able to plan adequately for any seasonal fluctuations in staffing
requirements?
2.5 Do you engage in succession planning?
------------------------------------------------
3.0 Staff Development
3.1 Do you have a way to identify the staff development needs of your staff?
(eg surveys, reviews, performance management)
3.2 Do you have adequate resources in your budget to provide needed
development opportunities for staff?
3.3 Do you believe you allocate adequate resources to staff development?
3.4 Do the staff in your work area get the development they need to
do their jobs effectively?
3.5 Do you monitor the results of staff development activities in order to
assess their effectiveness?
3.6 Are new staff offered mentoring support?
3.7 Do staff at all levels in your work area access training and development?
-------------------------------------------------
4.0 Performance Management
4.1 Are probationary staff appraised regularly?
4.2 Have all staff been provided with realistic objectives that are linked to the
company's objectives?
4.3 Are staff clear about what is expected of them in their work roles?
4.4 Do all staff participate in performance reviews at least annually?
4.5 Does the review process evaluate their performance against expectations?
4.6 Are the comments recorded with a copy to the staff member?
4.7 Does the review process identify future objectives and training needs?
4.8 Do staff have access to support and assistance for improvement if their
performance is less than expected?
4.9 Are departing staff given an exit Interview prior to their departure?
-------------------------------------------
5.0 Employee Relations
5.1 Do you have a clear understanding of the company’s industrial framework
so that you can carry out your human resource management role effectively?
5.2 Do you believe that the company’s industrial framework (enterprise
agreements, awards, policies and procedures) provides you with the flexibility
you need to manage?
5.3 Is there a positive climate in your work area where staff are motivated in
their work?
5.4 Are the communication channels between management and employees in
your work area sufficiently consultative so that disputes are avoided and
effective problem solving is fostered?
5.5 Are you comfortable working with the company’s disciplinary measures
and grievance procedures?
5.6 When operational changes are introduced into your work area or do
you take into consideration the impact on staff?
-------------------------------------------------
6.0 Position Classification
6.1 Is the organisational structure in your work area appropriate - ie, span of
control not too great, tasks grouped properly?
6.2 Are there current job descriptions for all general staff positions in your
work area?
6.3 Do the job descriptions reflect accurately the responsibilities of their jobs?
6.4 Are the positions and their job descriptions reviewed regularly in
consultation with the incumbent.
6.5 Do you and your staff have an understanding of the process required to
alter the classification of a general staff position?
----------------------------------------------------
7.0 Remuneration
7.1 Are staff in your area satisfied with their opportunities for advancement?
7.2 Are you aware of the flexibility available in the remuneration system to
reward staff outside the current salary agreement?
7.3 Do you use the flexibility available in the remuneration system to reward
staff outside the current salary agreement where it is deserved?
----------------------------------------------------------------------------------------
8.0 Safety and Health
8.1 Is your workplace safe?
8.2 Are safety and health objectives, policies and procedures built into the
strategic and operational plans of your work area?
8.3 Do you undertake regular safety inspections and reviews?
8.4 Are safety and health roles and responsibilities defined, assigned and
understood in your work area?
8.5 Do staff participate in regular safety and health training programs?
----------------------------------------------------------
9.0 Equity and Diversity
9.1 Do all your staff receive fair and equitable treatment?
9.2 Are equity and diversity objectives, policies and procedures built into the
strategic and operational plans of your work area?
9.3 Do your staff participate in equity and diversity training programs?
9.4 Does your work area have an Equity and Diversity Committee?
9.5 Are your staff able to access flexi-time, part time work and other policies
to assist them to balance work and family commitments?
9.6 Are supervisors and team leaders in your area aware of their equal
opportunity responsibilities?
------------------------------------------------------------------
10.0 Human Resource Information Systems
10.1 Do you regularly consult the Concept system to obtain information to
obtain information to help you deal with personnel issues?
10.2 Have you, or an appropriate member of your staff, taken the opportunity
to participate in a training program for Concept?
10.3 Do you and your staff use the Human Resource web site to access (and
update) human resources information that will help you deal with HR issues?
-------------------------------------------------------------
General Questions
What do you think your work area does best in terms of its human resources management?
What do you see as the major human resource problem areas in your work area and what is being done to address them?
Personnel and Payroll Services
Are you satisfied with the services provided by Personnel and Payroll Services?
Does the Personnel and Payroll Services staff provide you with the necessary
guidelines, advice and support you need to meet your human resource
management obligations?
Employee Relations
Are you satisfied with the services provided by Employee Relations?
Do Employee Relations staff provide you with the necessary guidelines, advice
and support you need to meet your human resource management obligations?
Organisational and Staff Development Services
Are you satisfied with the services provided by Organisational and Staff
Development Services?
Do the staff of Organisational and Staff Development Services provide you with
the necessary guidelines, advice and support you need to meet your human
resource management obligations?
Personnel Systems
Are you satisfied with the services provided by Personnel Systems?
Do their staff provide you with the necessary guidelines, advice and support
you need to meet your human resource management obligations?
Does the Concept system provide you with current, accurate, complete and
timely information?
Does the Human Resources web site provide you with current, accurate,
complete and timely information?
Superannuation & Salary Packaging
Are you satisfied with the services provided by Superannuation and Salary
Packaging?
Do the staff of Superannuation & Salary Packaging provide you with the
necessary guidelines, advice and support you need to meet your human
resource management obligation
=============================================
THIS HR AUDIT CAN BE CONDUCTED IN A NUMBER
OF WAYS
-INTERVIEWS
-QUESTIONNAIRE
-FORUMS
-FOCUS GROUPS
ETC
DEPENDS ON
-THE SIZE
-THE SITUATION
ETC
REGARDS
LEO LINGHAM
From India, Mumbai
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