Amity Business School

HR PRACTICES
Auditing HR practices requires assessing the array of services offered by an HR department.
HR services can be clustered into six domains:Staffing Training/development Appraisal Rewards Organization governance and, Communication

Amity Business School

For each HR domain four types of assessments may be made;-

Activity An activity audit answers questions such as: Where do HR practices focus, on the more operational (day-to-day) or on Strategic (long-term) issues? Who has what responsibilities for doing HR work, HR or line managers? How many resources are being used to ac-complish existing HR work? What is the portfolio of HR work, and what might be missing in that portfolio?

Amity Business School

Customer Users of HR services may indicate the perceived value they find from the activity. HR customer surveys often are done by asking employees about their perceptions of the importance and/or effectiveness of a list of HR services. This form of HR audit is helpful because it focuses on HR as a service provider, and the users of the service assess the quality of service provided.

Amity Business School

Cost/Benefits Formulas can be created that track the cost/benefit for each HR service. The value of these formulas is that HR services can be monitored explicitly, tracked over time, and compared to similar services offered by other companies. Conceptually, these measures have been called utility analyses, because they define the utility or value of an HR practice. By applying such disciplined formulas, HR practices can be translated into Financial results.

Amity Business School

Research Research on HR practices attempts to show the effectiveness of HR practices by carrying out experiments. While experimental designs within companies can never be perfect because all variables cannot be controlled, a number of experimental opportunities may arise. The basic logic of doing research on HR practices is to have both a control and an experimental group.The experimental group experiences an HR practice which the control group does not experience. Differences between the two groups can then be tracked.

Amity Business School

HR Practices

Amity Business School

Amity Business School

Amity Business School