HRD AUDIT

02/10/10

METHODOLOGIES
 HRD AUDIT
Flow of the Presentation
• Concept

• Need

• Methodologies
1. Interviews
2. Questionnaire
3. Observation

• Limitations
•
• Conclusion
 HRD AUDIT CONCEPT

s
Comprehensive Evaluation of 5 S of the current HRD

TRATEGIES

TRUCTURES

YSTEMS

TYLES

KILLS
NEED OF THE HRD AUDIT
WHY DO COMPANIES WANT HRD AUDIT?

1. To make the HR function business driven

2. Expansion & diversification

3. For promoting professionalism

4. Improvement of HRD strategies Indian context

5. Dissatisfaction

6. Change of leadership
 METHODOLOGIES
Interviews

• Individual and group

• Top Management

• Line Managers

• HRD Staff

• Workmen and others

Advantage

• Capacity to capture the primary concern of stakeholders

• Interviews make the assessment dynamic

 The audit process consists of a series of questions covering

the eight primary components of the HR function:

1. Roles, head count, and HR information systems

2. Recruitment

3. Documentation

4. Training, development, and career management

5. Compensation and benefits

6. Performance measurement and evaluation

7. Termination and transition

8. Legal issues and HR policies

9. Health / Welfare systems

10.Employee Relations

11. Safety

12. Resourcing
 INTERVIEWS WITH CEO

Briefing

1.What do you see as the competency requirements for the future ?

2.what competency gaps do you see existing in the staff at present?
3.What new competencies need to be developed at what levels?

INTERVIEWS WITH HRD CHIEF

Objectives of the interview

1.To understand 5’s and their congruence with HRD philosophy and problems
2.To prepare checklist of documents for audit checklist
3.To find out time division
4.Swot analysis of HRD systems
5.To understand the perceptions of the competencies at various levels
 INTERVIEW QUESTIONS TO THE HRD CHIEF

What are the objectives of this department?

Why ,when and how was it set up ?

Significant contributions of HRD department in history?

The organizational structure ,current activities

Who reports to whom?
What are the competencies of the HRD staff?

What do they excel in ,what do they need to develop more?

Is there a separate budget for HRD? How is it formulated

 INTERVIEW QUESTIONS TO THE LINE MANAGERS
• What kinds of HRD needs do you have?

• What kind of help do you get from the HRD for competency building

• What are the HRD systems that you feel have contributed to the business goals

• What are the weak areas of the HRD and its strengths?

• What are the expectation you have from the HRD

• What are your career growth needs ? are you been taken care of by the HRD?

• What are the core competencies or skills and knowledge the companies
has that you are proud of?

• What should the HRD dept start doing or do more

• What should the HRD stop doing?

 INTERVIEW QUESTIONS TO
THE WORKERS & THEIR REPRESENTATIVE
• How do you feel working in this organization?

• What are the areas that need improvement?

• What do you know about the competition the company is facing or is likely to face?

• What motivates you here?

• What kind of training do you get here? Are you satisfied?

• What are the facilities available for you all what are they in plant and in the colony?

• What do you think can be done to improve quality ,save cost and
• make people happy to work for the organization?

• What are your expectations from the HRD department ?what are you happy about?

• What are your suggestions for them to serve you better?

OBSERVATION
 OBSERVATION
Observation is a way to look at things as they exist
It involves various senses and drawing meanings.

They can be classified:

1.Physical facilities and living conditions

2.Meeting, discussions and other transactions

3.Celebrations and other events

4.Training and other HRD related facilities

5.Forms formats. reports, manuals

 QUESTIONNAIRE
Measures various aspects of HRD & provide inputs for score card

It can be administered to all employees or a sample

Example of Training Effective questionnaire

Intended to asses the effectiveness of the training

Effective training –

• Need based
• Well planned
• Evaluated
• Monitored
• Used

Questionnaire measures the extent to which the training function

is effective in the organization
TRAINING EFFECTIVE QUESTIONNAIRE

Results can be analyzed to review the effectiveness of the training function

The ratings of 25 items may be added for each respondent

t to compute the training effectiveness score

Score can range from 0-100

A score above 75 indicates that the training function

is effective in the organization
C
LIMITATIONS
Rarely a failure
Evaluation of individuals
ONCLUSION

Comprehensive Evaluation

Main objective- Alignment

Numerous methods

Numerous reasons why Co’s in for the HRD audit

Tremendous impact on Business Growth

Role Clarity

Strategic planning ,policies ,styles, TQM interventions.