Hrd Audit1

7/28/2019 Hrd Audit1

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HRD Audit


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What is HRD?

HRD is any process or activity that,

either initially or over the longer-

term, has the potential to develop

adults work-based knowledge,expertise, productivity, & satisfaction,

whether for personal or group/team

gains or for the benefit of an

organisation, community nation orultimately the whole humanity

- Mclean & Mclean


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Competence Building

Commitment Building

Culture Building


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What ?

HRD Audit is like an annual

health check-up, it plays a vital

role in instilling a sense of

confidence in the Management

and the HR functions of an

organisation


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HRD Audit

HRD Audit is a comprehensive

evaluation of the existing HRD

Structure,

Strategies,Systems,

Styles,

Skills / Competencies &

Cultureand their appropriateness to achieve

the short-term and long-term goals of

the organisation.


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HRD Audit & HR Audit

HRD Audit is evaluation of only few activities :-

Strategies,Structure,Systems,StylesSkills & CompetenciesCulture

HR Audit is a comprehensive evaluation of theentire gamut of HR activities :-

HR CostHRD activities

Health, Env. & SafetyLegal ComplianceQualityCompensation & Benefits


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How ?...

In HRD Audit the skills, styles, systems,strategies, structure is studied andanalysed using a variety of methodologieslike

interviews, (Individual and group, TopManagement, Line Managers, HRD Staff,Workmen and others)

questionnaires,observations,

available records,workshops etc.

This evaluation helps align the HRprocesses with business goals.


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Why HR audits?

To make the HR function business-driven.

Change of leadership.

To take stock of things & to improve HRDfor expanding,diversifying, & entering into a

fast growth phase For growth & diversification

For promoting professionalism amongemployees & to switch over to professionalManagement

To find out the reasons for low productivity& improve HRD strategies.

Dissatisfaction with a particular component.

To become employer of choice


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Role of HRD Audit in Business

Improvements

Improvements in HRD systems

Increased focus on human resources andhuman

competencies

Better recruitment policies and moreprofessional

staffMore planning and more cost effective

trainingStrengthening accountabilities throughappraisal systems and other mechanisms


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HRD Score Card

This model assumes that,

Competent and committed

employees are needed to provide

quality products & services atcompetitive rates & ways that

enhance customer satisfaction


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Components to be audited


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HRD systems maturity

The HRD systems maturity assessesthe extent to which various HRDsubsystems and tools are welldesigned & are being implemented

1. The systems should be appropriateand relevant to business goals

2. It should focus on current and futureneeds of the corporation.

3. The HRD strategies and systemsshould flow from the corporatestrategies


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4. The systems should be well designed andshould have a structural maturity.

5.They should be implemented well. The employees should be taking them

seriously implemented well

The employees should be taking themseriously and follow meticulously what has

been envisaged in each system. The overheads of implementation should

be low

6. The subsystems should be well integrated

and should have internal synergy.7. They should be adequate and should take

care of the HRD requirements of theorganisation


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subsystems are assessed and

are,

Manpower planning and recruitment

Performance Management Systems

Feedback and Coaching Mechanisms

Training

Career development and Successionplanning

Job-rotation

OD Interventions

HR Information Systems

Worker Development methods andsystems

Potential Appraisal and Development

Documents

Hrd Audit1