Dear seniors,
I work for a law firm and was asked to conduct an audit of a department. The department has shown lower productivity, and the staff in that department have not been completing work on time. Bills are being prepared after a delay of 4 months. Kindly advise on how I can maximize the utilization of the manpower.
I need advice very urgently. Please.
Regards,
Quinn
From India, Mumbai
Acknowledge(0)
Amend(0)
1I work for a law firm and was asked to conduct an audit of a department. The department has shown lower productivity, and the staff in that department have not been completing work on time. Bills are being prepared after a delay of 4 months. Kindly advise on how I can maximize the utilization of the manpower.
I need advice very urgently. Please.
Regards,
Quinn
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Quinn,
Your post has left out some information. Which department were you told to audit? How many employees are there in your law firm, and how many are in this particular department? If the department raises the bills after four months, should we deduce that your company has not prepared the process manual for the department? Please note that we audit process compliance, not individuals. Apart from the process manual, we need to establish the turnaround time for various processes as well. The monthly scorecard of the measures itself is audited, and no separate audit is required.
For any further queries, feel free to contact me.
Thanks,
Dinesh Divekar
Business Mentor, Consultant, and Trainer
From India, Bangalore
Acknowledge(0)Amend(0)
Your post has left out some information. Which department were you told to audit? How many employees are there in your law firm, and how many are in this particular department? If the department raises the bills after four months, should we deduce that your company has not prepared the process manual for the department? Please note that we audit process compliance, not individuals. Apart from the process manual, we need to establish the turnaround time for various processes as well. The monthly scorecard of the measures itself is audited, and no separate audit is required.
For any further queries, feel free to contact me.
Thanks,
Dinesh Divekar
Business Mentor, Consultant, and Trainer
From India, Bangalore
Acknowledge(0)Amend(0)
What are the laid-down standards for the department? Are there sufficient staff? Any yardstick laid down for the number of staff? What are the targets and shortfalls? Analysis of the 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 do they fit into the flow of work in the company as a whole? Delays in the department can affect overall output. Here output can be in the form of getting briefs fully prepared and case papers readied on time etc.
From India, Pune
Acknowledge(0)Amend(0)
From India, Pune
Acknowledge(0)Amend(0)
Are you auditing the competencies and skills of employees or the effectiveness of the HR Department as a whole? It looks like you need an organizational effectiveness audit as well as an assessment of the gaps in competencies and skills within the organization.
From Singapore, Singapore
Acknowledge(0)Amend(0)
From Singapore, Singapore
Acknowledge(0)Amend(0)
Dear seniors,
Kindly help me in writing an audit report for a department with 12 managers and 10 assistants. I had asked for work profiles from managers as well as the assistants. I observed in the work profiles that everybody is 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, and a few don't have much to do.
I also had a meeting with the assistants to hear what they have to say. They informed me that practically everything is done by the assistants and the managers are just taking a high salary.
I need to give my recommendations on how I can distribute the workload equally and also ensure the smooth functioning of that particular department.
I have never conducted an audit before, and 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.
Regards,
From India, Mumbai
Acknowledge(0)Amend(0)
Kindly help me in writing an audit report for a department with 12 managers and 10 assistants. I had asked for work profiles from managers as well as the assistants. I observed in the work profiles that everybody is 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, and a few don't have much to do.
I also had a meeting with the assistants to hear what they have to say. They informed me that practically everything is done by the assistants and the managers are just taking a high salary.
I need to give my recommendations on how I can distribute the workload equally and also ensure the smooth functioning of that particular department.
I have never conducted an audit before, and 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.
Regards,
From India, Mumbai
Acknowledge(0)Amend(0)
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 an audit is to 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 the input to the department is and what the output from the department is. To whom is this output 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 manager's job is to get the work done from the subordinates. For this, they constantly 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 of Purchase or Head of 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, you 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
Acknowledge(0)Amend(0)
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 an audit is to 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 the input to the department is and what the output from the department is. To whom is this output 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 manager's job is to get the work done from the subordinates. For this, they constantly 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 of Purchase or Head of 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, you 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
Acknowledge(0)Amend(0)
Dear Seniors,
There are no standards or process manuals currently in the organization. There was no HR in the organization before. I'm the only HR hired. We have 70 employees, and no performance appraisals have been conducted. I really don't know how to go about it.
Kindly help.
From India, Mumbai
Acknowledge(0)Amend(0)
There are no standards or process manuals currently in the organization. There was no HR in the organization before. I'm the only HR hired. We have 70 employees, and no performance appraisals have been conducted. I really don't know how to go about it.
Kindly help.
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Quinn,
It appears that you are not working under a 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](https://docs.google.com/document/d/1kq2nAF2F5Eaz8Vh9qfbsqr1XJuodVFN6j5o3b6Jqv8Q/edit?usp=sharing) to know more about my consulting activities.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
It appears that you are not working under a 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](https://docs.google.com/document/d/1kq2nAF2F5Eaz8Vh9qfbsqr1XJuodVFN6j5o3b6Jqv8Q/edit?usp=sharing) to know more about my consulting activities.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Plan their work rosters. Firstly, this will definitely have an impact on the same.
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
5s Check List Audit for workshops.pdf
HR department.zip