1HRD Audit is an evaluation tool of HRD practices in an organisation for HR processess for competitive advantages.
I have read a book on HRD Audit by TV Rao which is an excellent bible for HR professionals to understand / visit HR processess, sub processess and key performance indicators of the above processess. This also give readymade questions to visit HRD processess of HR Department.
It is a simple but powerful tool to validate / re-position HR department of any size company. This book also give HR Competence required to fullfil various role / specialisations with in HR.
Happy reading...
Guru
From India, Madras
Check to ensure that job descriptions include both "essential" and "non-essential" skills. Only include "essential" skills and not all desirable skills. 62% of our sample was non-compliant.
Use the same standards/management practices established for the organization's supervisors when managing the HR department. That means, doing timely, thorough performance appraisals, posting openings, documenting discipline etc. 78% of the HR departments in our sample, did not follow their own policies, procedures and management practices.
Don't just track turn-over. Instead track what percent of all turn-over is among experienced, skilled and high performing staff. Even a low turn-over of say less than 10% can be problematic if a disproportionate number of those leaving are top performers. Increased turn-over can be desirable if the increase is among those with the poorest performance or unacceptable conduct.
Establish quantifiable goals for all training programs. Don't worry so much about whether the instructor was affable or the room temperature comfortable. Instead measure the outcome based on your objective for having the training in the first place. For example, whether your organization's liability and the frequency of formal complaints decrease after harassment/discrimination training. Be prepared to answer the questions, "What is the return on the investment for the training program?"
Allow trainees to "test out" of attending training programs. If they already know the material why make them sit through it? Instead, consider incorporating them into training team for a portion of the program. Remember, only employees who are willing to learn, and need to learn the material will benefit from the training. Those who are unwilling or already doing what is to be trained will not benefit.
From India, Mumbai
Use the same standards/management practices established for the organization's supervisors when managing the HR department. That means, doing timely, thorough performance appraisals, posting openings, documenting discipline etc. 78% of the HR departments in our sample, did not follow their own policies, procedures and management practices.
Don't just track turn-over. Instead track what percent of all turn-over is among experienced, skilled and high performing staff. Even a low turn-over of say less than 10% can be problematic if a disproportionate number of those leaving are top performers. Increased turn-over can be desirable if the increase is among those with the poorest performance or unacceptable conduct.
Establish quantifiable goals for all training programs. Don't worry so much about whether the instructor was affable or the room temperature comfortable. Instead measure the outcome based on your objective for having the training in the first place. For example, whether your organization's liability and the frequency of formal complaints decrease after harassment/discrimination training. Be prepared to answer the questions, "What is the return on the investment for the training program?"
Allow trainees to "test out" of attending training programs. If they already know the material why make them sit through it? Instead, consider incorporating them into training team for a portion of the program. Remember, only employees who are willing to learn, and need to learn the material will benefit from the training. Those who are unwilling or already doing what is to be trained will not benefit.
From India, Mumbai
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HR Audit questionaire (2).xls
HR Audit Questionnaire.d oc
HR Audit.pdf