Professional Documents
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Renny.staff.gunadarma.ac.id/Downloads/files/.../6.AuditSDM.ppt
OVERVIEW OF THE HUMAN
RESOURCE
MANAGEMENT PROCESS
The human resource process starts with the
establishment of sound policies for hiring,
training, evaluating, counseling, promoting,
compensating, and taking remedial actions
for employees
LINGKUP AUDIT SDM
Payroll master
Review Tax reports
file changes
by date and forms
report
MANFAAT AUDIT SDM
Mengidentifikasi kontribusi departemen SDM bagi organisasi.
Meningkatkan citra profesional departemen SDM.
Mendorong tanggung jawab dan profesionalisme yang lebih tinggi di kalangan karyawan
departemen SDM
Memperjelas tugas dan tanggung jawab departemen SDM.
Mendorong keseragaman kebijakan-kebijakan dan praktik-praktik personalia
MANFAAT AUDIT SDM
Menemukan masalah-masalah personalia yang penting.
Memastikan kepatuhan yang tinggi terhadap persyaratan legal.
Mengurangi biaya-biaya SDM melalui prosedur personalia yang lebih efektif.
Menciptakan penerimaan yang lebih besar akan perubahan-perubahan yang
diperlukan dalam departemen SDM.
Memberikan tinjauan yang seksama atas sistem informasi departemen SDM.
MANFAAT AUDIT SDM
Identifies the contribution of the personnel departments to the organization
Improves professional image of the personnel department
Encourages greater responsibility and professionalism among members of the personnel
department
Clarifies the personnel department’s duties and responsibilities
Finds critical personnel problems
THE SCOPE OF HUMAN RESOURCE
AUDITS
Audit of Corporate Strategy
Corporate Strategy concerns how the
organization is going to gain competitive
advantage.
Audit of the Human Resource Function
Audit touches on Human Resource Information
System, Staffing and Development, and
Organization Control and Evaluation.
Audit of Managerial Compliance
Reviews how well managers comply with human
resource policies and procedures.
Audit of Employee Satisfaction
To learn how well employee needs are met.
AUDIT OF CORPORATE STRATEGY
(AUDIT STRATEGI PERUSAHAAN)
Strategi perusahaan berkaitan
dengan cara perusahaan
menciptakan keunggulan bersaing.
Memahami strategi perusahaan
sangat penting bagi manajemen
SDM, karena MSDM bisa dikatakan
‘efektif’ hanya jika mampu
berkontribusi bagi tercapainya
sasaran stratejik perusahaan.
AUDIT OF CORPORATE STRATEGY
(AUDIT STRATEGI PERUSAHAAN)
Para karyawan departemen SDM bisa mempelajari strategi perusahaan lewat wawancara
dengan para ekskutif kunci, mempelajari rencana bisnis jangka panjang, dan
melakukan peninjauan lingkungan secara sistematis guna mengungkap tren-tren yang
berubah.
Departemen SDM harus mengaudit fungsinya, kepatuhan manajerial, dan penerimaan
para karyawan atas kebijakan dan praktik SDM dalam kaitannya dengan rencana
stratejik perusahaan.
AUDIT OF THE HR FUNCTION
1. Perencanaan
2. Pemilihan
3. Pelatihan
4. Penilaian
5. Kompensasi
6. Hubungan ketenagakerjaan
MEMANFAATKAN TEMUAN AUDIT
Interviewing applicants
Training employees
Evaluating performance
Motivating workers
Satisfying employee needs
The report also identifies people problems. Violations of policies and employee relations
law are highlighted
REPORT FOR THE HR SPECIALIST
The specialists who handle employment training, compensation, and other activities
also need feedback. Such feedbacks are :
1. Unqualified workers that need for training
2. Qualified workers that need for development
3. What others company are doing
4. Attitude operating managers toward personnel policies
5. Workers pay dissatisfaction
REPORT FOR HR MANAGER
It is contains all the information
given to both operating managers
and staff specialists. In addition, HR
Mangers gets feedback about :
Attitude operating managers and
employees about services given by
HRD
A review of HRD plans
Human resource problems and their
implication
Recommendations for needed
changes and priorities for their
RESEARCH APPROACHES TO AUDITS
1. Interviews
Interviews with employees and managers are one source of information about
human resource activity. Employees and managers comments help the audit team
find that need improvement.
Another useful source of information is the exit interview. Exit interview are conducted
with departing employees to learn their views of the organization.
2. QUESTIONNAIRES/SURVEYS
Because interviews are time-consuming, costly, and often to only few people, many
human resource departments use questionnaires. Through questionnaire surveys, a
more comprehensive picture of employee treatment can be developed.
Questionnaire may also lead to more candid answers than face-to-face interviews.
- employee attitude about supervisors
- Employee attitude about their jobs
- Perceived effectiveness of human resource department
3. HISTORICAL ANALYSIS
Not all the issues of interest to human resource
audit are revealed through interviews or
questionnaires. Sometimes insight can be
obtained by an analysis of historical records,
such as:
- Safety and health records
- Grievances records
- Compensation studies
- Scrap rates
- Turnover and absenteeism records
- Selection records
- Affirmative action plan records
4. EXTERNAL INFORMATION
Outside comparisons give the audit team a
perspective against which their firm’s activities
can be judged.