MASTER OF SOCIAL WORK-II YR

PRESENTATION ON

HUMAN RESOURSE AUDIT

HUMAN RESOURSE INFORMATION SYSTEM

HUMAN RESOURSE CONSULTANCY

By, S.PADMAPRIYA

“The things that get measured gets managed”

HUMAN RESOURSE AUDIT

MEANING & PURPOSE OF HR AUDIT

The Human Resources (HR) Audit is a process of examining policies,

procedures, documentation, systems, and practices with respect to an organization’s HR functions.

The purpose of the audit is to reveal the strengths and weaknesses in the organization's human resources system and any issues needing resolution.

The audit works best when the focus is on analyzing and improving the HR function in the organization.

OBJECTIVES OF HR AUDIT

Effectiveness of performance of HR Department;

Implementation of HR policies, procedures;

To find out the reasons for low productivity and improve HRD

Strategies;

Evaluation of the HR staffs & employee;

Modify and Review HR system & challenges;

Questioning: To seek answers to : What happened ? Why did it happen? Why did it not happen?

Benefits of HR Audit

Identification of contributions of HR department

Helps identify the gaps between the current state and the standard, thereby streamlining

HR work processes

Encouragement of greater responsibility and professionalism among HR members

Clarification of HR duties and responsibilities

Stimulation of uniformity of HR policies and practices

Ensuring timely compliance with legal requirements

Reduction of HR costs through more effective personnel procedures

A thorough review of HR information systems.

APPROACHES TO HR AUDIT

Comparative approach

Outside authority approach

Statistical approach

Compliance approach

and

Management By

Objectives

Frequency of HR audit

It is best to have a HR audit once in a year. The HR audit, if conducted continuously and regularly, then it becomes a fairly managed process. The chances

of drastic corrections become lower if it is conducted regularly. Usually, the frequency of the audit being conducted depends on the company. An ideal audit can be conducted for every 18 months but the management must see to it that a

well efficient audit is done on yearly basis.

Types of HR Audits

Compliance: Focuses on how well the company is complying with current federal, state and local laws and regulations.

Best Practices: Helps the organization maintain or improve a competitive advantage by comparing its practices with those of companies identified as having exceptional HR practices.

Strategic: Focuses on strengths and weaknesses of systems and processes to determine whether they align with the HR department’s and/or the company’s strategic plan.

Function-Specific: Focuses on a specific area in the HR function (e.g., payroll, performance management, records retention, etc.)

HR AUDIT-SECTION WISE

HRIS

Recruitment

Documentation

Training, & Development

Compensation and Benefits

Health Welfare systems

Employee Relations

Safety

Resourcing

Performance Management and evaluation

CONCLUSIONThe auditors always prepare and submit an audit report to the

authority of the organization, which may be clean or qualified. A clean report indicates the appreciative of the Department’s function, but the

latter one represents the gaps in performance and therefore contains remarks and remedial measures. HR audit is very much essential to face the challenges and to increase the

potentiality of the HR personnel in the Organization.

HUMAN RESOURSE INFORMATION SYSTEM

The application of computers to employee-related record keeping and reporting and management decision making any organized approach for

obtaining relevant and timely information as a base for human resource decisions.

HRIS is a set of inter related components working together to collect, process and store information to

support HR decision making, coordination andcontrol in an organization.

Need and Objective for HRIS

NEED:

Large Organization

Organizations Geographically Dispersed

Complexities in Salary Packages

Decision Making

OBJECTIVE:

Right form of information at the right time

Make the information available at reasonable cost

Processing the data by using most efficient method

Provide necessary security and secrecy

Keep the information up to date

HRIS Tracks...

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People

PositionsJobs

WorkersComp

HRPlanning

MedicalRecords

Recruit/Employ

Benefits

Payroll

PensionAdmin

Emp. Relations

T&DComp.

Health &Safety

BENEFITS

Saving time

• Easy data maintenance• Administrative processes automated• Employee ‘self-service’ • Adequate information base that leads to timely

and just decision making• Responding faster to employee inquiries to

enhance efficiency and productivity

Saving costs• Minimum paperwork• Timely and accurate decision making includes

less cost

Work re-allocation

• Helping the employees perform better through effective career planning and performance management

• Integrating the human resource function with other business functions in the enterprise, to serve personnel better

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Some of HRIS products listed….

People- Trak HRMS

SAP@

Oracle

Smart stream@

HR Data Manager

HR Control Centre

ABOUT HR CONTROL CENTRE

HR Control Centre 6.0 is a program software that tracks employee information, employee status, records regarding business progress and employee performances. As such, with this software HR managers can perform various functions that they need to run an organization. This software basically fulfills the Human Resource Information needs for a business unit by acting as a support system in quality and flawless decision making. It therefore is sophisticated and delicate yet user-friendly for companies irrespective of size and type.

OPENING VIEW OF HR CONTROL CENTRE

EMPLOYEE PROFILE

FINAL OUTPUT OF SALARY PAGE

OPENING VIEW OF BENEFITS

CHANGING A BENEFIT RECORD

FINAL OUTPUT OF EMPLOYEE BENEFIT

CONCLUSION

“By automating Human Resource practices, HRIS saves time and money, effectively reallocates work processes and thus provides competitive advantage and to the organization.”

HR CONSULTANCY

Employee satisfaction in any company is dependent on its Human Resource Service department. In order to deal with the nitty-gritty involved among the employees, to ensure smooth functioning of HR department, & to compensate for resource availability, companies opt for HR Resource outsourcing (HRO) or HR consulting services. HR consulting services help organizations to focus on internal resources working towards their best and simultaneously helps them to control the bottom lines. Human Resource (HR) Consulting helps the organization to gain cost reduction and time efficiencies and provide them with a cutting edge over their HR Strategies and improves service to their employees.

ROLE OF HR CONSULTANCY

The role of human resource consulting

services in an organization differs with the extent of outsource

functions. Some services go with the "all-or-nothing" approach, requiring that they handle all your HR

functions or none at all. Others offer their

services "a la carte," meaning employer can pick and choose from

the HR consulting services they offer. The HR consulting portfolio -may include features

like payroll administration,

employee Benefits, human resource

management, risk management. 

LEADING JOB PORTALS

Naukri Times Jobs Jobs Ahead Shine Jobs

SERVICES OF HR CONSULTANCY

Conducting HR audits

Dealing with employee relations issues including disciplinary, grievance or performance management problems

Drafting Contracts of Employment and Employee Handbooks

Formulating policies and procedures to suit your business

Assisting recruitment and selection processes

Designing and delivering induction programmes, performance appraisal schemes etc

Developing and delivering a range of bespoke training programmes in areas such as: performance management; conducting grievance and disciplinary hearings; appraisal and supervisory skills

Interim HR Management

THANK YOU