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MU0004 HR Audit

MU0004 HR Audit

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Categories:Types, Research
Published by: pprerna_13 on Apr 19, 2011
Copyright:Attribution Non-commercial


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Master of Business Administration-MBA Semester 3MU0004 – HR Audit- 2 CreditsAssignment Set- 1Note: Each question carries 10 Marks. Answer all the questions.Q.1 Discuss the Key HR Elements and Resource.[10]Q.2 Write a note on steps involved in competency mapping.[10]Q.3 Write a note on the Performance management audit. [10]1. Discuss the Key HR Elements and Resource.Ans:Key HR Elements and Resources this section will discuss key HR elements which affect businesses today. A different topic will be featured monthly. Additionally,resources in HR will be shared to help we solve business issues within our organization.How to Retain Good Employees? Did we know that it costs approximately 1.5 timesan employee’s base salary to re-hire and re-train for that position? Did we know it’s an even higher expense for managerial positions?Many companies and managers fail to remember that it costs more tore-hire for anopen position verses investing in retention programs for the employee long term. Too many organizations are not pro-active in creating retention programs thatwill help keep good employees.Employees primarily quit their job for these reasons: They had a poor manager ortheir position was not challenging enough. With management coaching and adviceon how to develop employees for the long term our retention rate will increase.Many companies today are finding that the key to an effective retention programis found in a strategy that includes an employee’s personal ambition (i.e. recognition, career development) and the aspirations they possess for their organizations.How do we hire the best candidate for the job? Here are a few questions to helpdetermine if we have found the best candidate for the job:1. When answering interview questions did they provide work related experience and exhibit skills that were directly applicable to the role?2. If there were job gaps, do we know why?3. Why did they leave their previous organizations?4. Does the candidate fit into were company culture, team and exhibit the same work values?5. Interview for interpersonal and behavioral skills by asking open ended questions such as: – Tell me about a time when we worked on a team project and what rolewe played. – Give us an example of when we worked with a difficult person and what we did to overcome the situation. – Tell us about a time when we found a problemthat wasn’t obvious to the parties involved and how we handled the politics in trying to solve the issue.About a time when we dealt with a conflict and what we did to resolve it. What w
e should focus on… We focus on seven critical areas of human resource management:• Management/Leadership Coaching• Employee Training and Development\• Performance Management• Organizational Development• Recruiting and Retention Programs• Employee Handbooks and Compensation• Employee Relations Counsel Organizations that focus on these critical factors will create a positive and productive environment for their employees’ in turn driving financial performance and long-term success.2. Write a note on steps involved in competency mapping.Ans:Competency Mapping is a process of identifying key competencies for an organization and/or a job, and incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the organization. To ensure we are both on the same page, we would define a competency as a behavior (i.e. communication, leadership) rather than a skill or ability.The steps involved in competency mapping with an end result of job evaluation include the following:1) Conduct a job analysis by asking incumbents to complete a position information questionnaire (PIQ). This can be provided for incumbents to complete, or we can conduct one-on-one interviews using the PIQ as a guide. The primary goal is togather from incumbents what they feel are the key behaviors necessary to perform their respective jobs.2) Using the results of the job analysis, we are ready to develop a competency based job description. A sample of a competency based job description generated from the PIQ was provided to this client. This was developed after carefully analyzing the input from the represented group of incumbents and converting it to standard competencies.3) With a competency based job description, we are on were way to begin mappingthe competencies throughout were human resources processes. The competencies ofthe respective job description become were factors for assessment on the performance evaluation. Using competencies will help guide we to perform more objectiveevaluations based on displayed or not displayed behaviors.4) Taking the competency mapping one step further, we can use the results of were evaluation to identify in what competencies individuals need additional development or training. This will help we focus were training needs on the goals of the position and company and help were employees develop toward the ultimate success of the organization.To help us with the implementation of these steps and attached tools, we would recommend we to consider reading the following materials. In addition, we may wish to email one of our clients that just went through this process (contact information for this client was provided).3. Write a note on the Performance management audit.Ans:The Performance Management Audit: How to manage and continuously improve performance in were organization Performance Management is an HR issue and responsibility, for it lies with the HR department (even if it seems to be the job of individual line managers, team leaders or a business improvement initiative.For the first time, this audit brings together all the issues involved in performance management and sets out a clear system for analyzing, reviewing and improving them.• If our organization does not already use performance managementformally, we willfind a simple framework for introducing appropriate performance management syst

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