Dear seniors, I work for a law firm & was asked to do an audit of a department .... the department has shown less productivity & staff in that department have been not completing work on time ... bills are prepared after 4months time... Kindly advice on how can i make utilise the manpower to the maximum...
Need advice very urgently....Plz..
Regds,
quinn
From India, Mumbai
1Need advice very urgently....Plz..
Regds,
quinn
From India, Mumbai
Dear Quinn,
Your post has left out some information. What department you are told to audit? How many employees are there is in your law firm and how many are there in this particular department?
If the department raises the bills after four months then should we deduce that your company has not prepared the process manual of the department? Please note that we audit the process compliance and not persons. Process manual apart, we need to fix the turnaround time for the various processes as well. Monthly scorecard of the measures itself is audit and no separate audit is required.
For further queries, if any, feel free to contact me.
Thanks,
Dinesh Divekar
Business Mentor, Consultant and Trainer
From India, Bangalore
Your post has left out some information. What department you are told to audit? How many employees are there is in your law firm and how many are there in this particular department?
If the department raises the bills after four months then should we deduce that your company has not prepared the process manual of the department? Please note that we audit the process compliance and not persons. Process manual apart, we need to fix the turnaround time for the various processes as well. Monthly scorecard of the measures itself is audit and no separate audit is required.
For further queries, if any, feel free to contact me.
Thanks,
Dinesh Divekar
Business Mentor, Consultant and Trainer
From India, Bangalore
What are the laid down standards for the department?
Are there sufficient staff?Any yard stick laid down for number of staff?
What are the targets and shortfalls?
Analysis of shortfall is to be made.
Discussion with staff will give an idea of reasons.Reasons can be staff negligence,laziness or systemic in nature.
How was the performance in previous periods?
What are the tasks of the department and how they fit in the flow of work in the company as a whole?
Delay in department can affect overall output.
Here output can be in the form of getting briefs fully prepared and case papers readied in time etc
From India, Pune
Are there sufficient staff?Any yard stick laid down for number of staff?
What are the targets and shortfalls?
Analysis of shortfall is to be made.
Discussion with staff will give an idea of reasons.Reasons can be staff negligence,laziness or systemic in nature.
How was the performance in previous periods?
What are the tasks of the department and how they fit in the flow of work in the company as a whole?
Delay in department can affect overall output.
Here output can be in the form of getting briefs fully prepared and case papers readied in time etc
From India, Pune
Are you auditing the competencies and skills of employees OR the effectiveness of the HR Department as a whole? Looks to me that you need an organizational effectiveness audit as well as the gaps in competencies and skills in the organization.
From Singapore, Singapore
From Singapore, Singapore
dear seniors,
Kindly help me in writing an audit report for a department with 12managers & 10 assistants...I had asked for work profiles from managers as well as the assistants....I observed in the work profiles that everybody doing everything in the department...a single manager was not holding a single profile. Even the assistants were the same .
I also observed that some assistants are overloaded with work & a few dont have much to do...
I also had a meeting with the assistants as hear what they have to say....informed that practically everything is done by the assistants & the managers are just taking a high salary.
need to give my recommendations on how i can distribute the work load equally & also if i could n smooth functioning of that particular department...
I have never conducted an audit before....this is the first time i will be doing it...kindly help me in writing the report...I need to submit this report on Monday.
Urgently help me...You can write to me directly at quinn_k28@yahoo.co.in
regds,
From India, Mumbai
Kindly help me in writing an audit report for a department with 12managers & 10 assistants...I had asked for work profiles from managers as well as the assistants....I observed in the work profiles that everybody doing everything in the department...a single manager was not holding a single profile. Even the assistants were the same .
I also observed that some assistants are overloaded with work & a few dont have much to do...
I also had a meeting with the assistants as hear what they have to say....informed that practically everything is done by the assistants & the managers are just taking a high salary.
need to give my recommendations on how i can distribute the work load equally & also if i could n smooth functioning of that particular department...
I have never conducted an audit before....this is the first time i will be doing it...kindly help me in writing the report...I need to submit this report on Monday.
Urgently help me...You can write to me directly at quinn_k28@yahoo.co.in
regds,
From India, Mumbai
Dear Quinn,
Following is my take on your post:
a) You have mentioned the department but which is the department? What are the objectives of the department?
b) It appears that you have confused with the term "audit". The definition of audit is examine carefully for accuracy with the intent of verification. To examine the accuracy and to verify, you need to first define the systems and processes of the department. Please remember that an audit is done to check whether the systems and processes are followed correctly or not. The audit is not of the persons.
c) To understand the systems and processes of the department, you have to understand what is the input to the department and what is output from the department. To whom this output is for? Is it for internal customers or external customers? What is the customer satisfaction ratio?
d) You feel that managers are not working. Nevertheless, would it be right if we place managers on par with their subordinates? The managers job is to get the work done from the subordinates. For this, constantly they need to guide, coach, counsel, train and advise their subordinates.
e) Since you have not mentioned the name of the department, it is not possible to write for what they are accountable for. Take the case of Inventory Turnover Ratio (ITR). No single person in the purchasing department is directly responsible for elevating this ratio, however, the Head Purchase or Head Supply Chain will remain responsible for elevating this ratio or maintaining the level where they are. For this, he/she has to get the work done from all the persons working in the Purchase Department.
Final comments: - Well gentleman, this is your second query on the same subject. Earlier also raised the query. There were three replies to your query however, instead of responding to their clarification, you have raised a second post after 15 days. You wanted to keep cards close to your chest and yet want seniors to respond! How long will this continue?
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
Following is my take on your post:
a) You have mentioned the department but which is the department? What are the objectives of the department?
b) It appears that you have confused with the term "audit". The definition of audit is examine carefully for accuracy with the intent of verification. To examine the accuracy and to verify, you need to first define the systems and processes of the department. Please remember that an audit is done to check whether the systems and processes are followed correctly or not. The audit is not of the persons.
c) To understand the systems and processes of the department, you have to understand what is the input to the department and what is output from the department. To whom this output is for? Is it for internal customers or external customers? What is the customer satisfaction ratio?
d) You feel that managers are not working. Nevertheless, would it be right if we place managers on par with their subordinates? The managers job is to get the work done from the subordinates. For this, constantly they need to guide, coach, counsel, train and advise their subordinates.
e) Since you have not mentioned the name of the department, it is not possible to write for what they are accountable for. Take the case of Inventory Turnover Ratio (ITR). No single person in the purchasing department is directly responsible for elevating this ratio, however, the Head Purchase or Head Supply Chain will remain responsible for elevating this ratio or maintaining the level where they are. For this, he/she has to get the work done from all the persons working in the Purchase Department.
Final comments: - Well gentleman, this is your second query on the same subject. Earlier also raised the query. There were three replies to your query however, instead of responding to their clarification, you have raised a second post after 15 days. You wanted to keep cards close to your chest and yet want seniors to respond! How long will this continue?
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
Dear Seniors,
There is no standards or process manuals currently in the organisation...There was no HR in the organisation before...Im the only hr hired...
We are 70 employees...There were no performance appraisals done.
I really dont knw how to go about it.
Kindly help
From India, Mumbai
There is no standards or process manuals currently in the organisation...There was no HR in the organisation before...Im the only hr hired...
We are 70 employees...There were no performance appraisals done.
I really dont knw how to go about it.
Kindly help
From India, Mumbai
Dear Quinn,
It appears that you are not working under some GM (HR) or VP (HR) who could have guided you. Against this backdrop, you need a workplace guide or mentor. If you wish, you may hire my services. You may click here to know more about my consulting activities.
Thanks,
Dinesh Divekar
From India, Bangalore
It appears that you are not working under some GM (HR) or VP (HR) who could have guided you. Against this backdrop, you need a workplace guide or mentor. If you wish, you may hire my services. You may click here to know more about my consulting activities.
Thanks,
Dinesh Divekar
From India, Bangalore
Plan their work roasters firstly this will definately have an impact on the same.............................................. .................................................. .............................
From India, Delhi
From India, Delhi
Hi everyone,
I'm seeking guidance on creating a comprehensive manpower audit report. I need to analyze employee utilization to determine if they are over or underutilized and include a skill audit as well. This audit will be conducted every six months.
Any tips, templates, or best practices you can share would be greatly appreciated!
Thank you in advance.
From India, Mumbai
I'm seeking guidance on creating a comprehensive manpower audit report. I need to analyze employee utilization to determine if they are over or underutilized and include a skill audit as well. This audit will be conducted every six months.
Any tips, templates, or best practices you can share would be greatly appreciated!
Thank you in advance.
From India, Mumbai
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