I want to know the scope of doing HR audit in an multinational organization where the functions of HR are centralized. I am placed as a trainee in one business division of MNC. I want to take up HR audit as a project, i have started reading related material also but before that i would like to know the scope of such audit. I would appreciate if any HR professional/subject expert can provide guidance on this topic.
From India, Vadodara
1From India, Vadodara
ya its gd thr is lot of scope in ur careear prospectus so u can do audit is badsically based on HR compliance. ashish delhi
From India, New Delhi
From India, New Delhi
thanks ashish for replying.
The organisation in which i am placed is MNC and its functions are centralised. I am not sure whether audit results will be useful or implemented at that level. I wanted to take up a project that not only enhance my knowledge and skill but it should be beneficial to organisation also.
From India, Vadodara
The organisation in which i am placed is MNC and its functions are centralised. I am not sure whether audit results will be useful or implemented at that level. I wanted to take up a project that not only enhance my knowledge and skill but it should be beneficial to organisation also.
From India, Vadodara
Hi,
I understand you concern of initiating such audits in a place where functions are centralized. Because, it is a universal truth that HR audit is best done in an environment of high level of diversification and decentralization. But only considering your status as a trainee and the probable learning you might get from the topic of HR Audit, here are few notes:
For sure HR Audit is one area of tangible impact which implies critical review and assessment of policies, schemes and procedures in human resource management. The primary aim of such audits is to determine whether personnel policies and practices are consistent with the organizational objectives.
While auditing, the auditor depends largely on personnel records and reports supplied by the personnel department. More importantly, employees may consider personnel audits as an unappealing or faultfinding exercise. To avoid such troubles, forward-looking approach is required.
Now:
Would a trainee be allowed access to personnel records of staffs (some of which may be extremely confidential) ?
Is the organization willing to defend problems resulting out of this audit, if any ?
Do you have enough time to convince staffs on the need and worth of (a) such audits and (b) the forward-looking approach to minimize future concerns/ operational issues in HR?
Probably, these may be certain concerns you might have to reconsider.
But of-course, the topic is extremely interesting and is already being considered as one of the key performance indicators (KPIs) of HR Managers / Heads.
Good Luck
From Nepal, Kathmandu
I understand you concern of initiating such audits in a place where functions are centralized. Because, it is a universal truth that HR audit is best done in an environment of high level of diversification and decentralization. But only considering your status as a trainee and the probable learning you might get from the topic of HR Audit, here are few notes:
For sure HR Audit is one area of tangible impact which implies critical review and assessment of policies, schemes and procedures in human resource management. The primary aim of such audits is to determine whether personnel policies and practices are consistent with the organizational objectives.
While auditing, the auditor depends largely on personnel records and reports supplied by the personnel department. More importantly, employees may consider personnel audits as an unappealing or faultfinding exercise. To avoid such troubles, forward-looking approach is required.
Now:
Would a trainee be allowed access to personnel records of staffs (some of which may be extremely confidential) ?
Is the organization willing to defend problems resulting out of this audit, if any ?
Do you have enough time to convince staffs on the need and worth of (a) such audits and (b) the forward-looking approach to minimize future concerns/ operational issues in HR?
Probably, these may be certain concerns you might have to reconsider.
But of-course, the topic is extremely interesting and is already being considered as one of the key performance indicators (KPIs) of HR Managers / Heads.
Good Luck
From Nepal, Kathmandu
Dear Krupali
Its gr8 that you have taken HR-Audit, can you provide me some materials related to Hr-Audit that you have.
I wish you good luck.
Regards
Avanthi G
Macher − Exclusive Talent Management Specialists
From India, Hyderabad
Its gr8 that you have taken HR-Audit, can you provide me some materials related to Hr-Audit that you have.
I wish you good luck.
Regards
Avanthi G
Macher − Exclusive Talent Management Specialists
From India, Hyderabad
Hey friends!
I am glad that you all replied and gave your inputs. It will really help in developing the project. I am working on this topic. Lets hope that i get positive response and support from the HR personnel.
Thanks to all!!!
From India, Vadodara
I am glad that you all replied and gave your inputs. It will really help in developing the project. I am working on this topic. Lets hope that i get positive response and support from the HR personnel.
Thanks to all!!!
From India, Vadodara
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