A SEMINAR

PAPER ON-
An overview on HR
RE-ENGINEERING,HR
ACCOUNTING and
HR AUDIT
SUBJECT: STRATEGIC HUMAN RESOURCE
MANAGEMENT AND PLANNING

PRESENTED BY:
TANIYA DEY
SNIGDHA KASHYAB
PRIYANKA THAKURIA
 CONTENTS
1. INTRODUCTION
2. HUMAN RESOURCE RE-ENGINEERING
3. HUMAN RESOURCE ACCOUNTING
4. HUMAN RESOURCE AUDIT
5. CONCLUSION
 INTRODUCTION
HR RE-ENGINEERING:
It is the fundamental rethinking and radical redesign of business processes to
bring about dramatic improvements in HR performance. It involves the
examination and redesign of businesses processes and workflows in your
organisations.
HR ACCOUNTING:
It is a process of identifying and reporting investments made in the HR of an
organisations that are presently unaccounted for in the conventional accounting
practices. It is an extension of standard accounting principles.
HR AUDIT:
It is a comprehensive method to review current HR policies, procedures,
documentation and system to identify needs for improvement and enhancement of
the HR function as well as the access compliance with ever-changing rules and
regulations.
 HR RE-ENGINEERING
 Introduction
 Need for re-engineering
 Increased competition and pressure on overheads
 Process chaos due to bureaucracy
 The increasing customer orientation
 How re-engineering takes place in various functions of HRM
 Policy
 Recruitment and selection
 Employment retention
 Training and development
 Problems and issues in HR Re-engineering
 Competence of line managers
 Competence of HR management
 Past perception of HR dept
 Lack of role clarity
 The need for control
 Re-engineering process
 Stage 1
 Stage 2
 Stage 3
 HR ACCOUNTING
 Introduction
 Basic premises of HRA
 Value
 Usefulness
 Information
 Objectives
 Advantages
 Information for manpower planning
 Information for personnel policies
 Utilisation of HR
 Proper placements
 Increase morale and motivation
 Limitations
 Cost of HR
 Acquisition cost
 Training and development cost
 Welfare cost
 Other costs
 HR AUDIT
 Introduction
 Requirements for successful HR Audit
 HRA needs to be comprehensive
 Engagement of the services of the outside experts to conduct HRA
 Sharing the results of HRA with all within the organisation
 Periodicity of HRA should be determined to make it effective
 HRA Practices
 Comparative
 Outside authority system
 Statistical
 Compliance
 Instruments
 Utility analysis
 Qualitative or Quantitative Indics
 Bench Marking
 HR Dashboards
 CONCLUSION
 HR audit denotes people and the processes that are responsible
for efficient working of the organisational functions. The HR audit
allows a company to get a general overview of where it stands so
it rectify any potential problems and plan for future.
 HR accounting evaluates the employee performance in terms of
cost and contribution of employees. The value of HR of an
organisation is attempted to be evaluated in a systemic manner
and record them in the financial statement to converse their
worth with changes in time.
 In this aggressively changing HR trends and fast growing
management, the organisation must keep in touch with the latest
technologies in HR. HR re-engineering plays an important role in
this context. HR personnel need to be updated with
technological advancements , they have make the best changes
that make significant difference to the functioning and
management.