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Drive- Summer 2015
MU0013: HR AUDIT
Q1. Define Human
Resource (HR) Audit. Explain the need for HR Audit. What are the benefits of HR
Audit? (Definition of HR Audit, Need for HR Audit, Benefits of HR Audit) 2, 4,
4
Answer: Human Resources Audit
A Human Resources
Audit is a comprehensive method (or means) to review current human resources
policies, procedures, documentation and systems to identify needs for
improvement and enhancement of the HR function as well as to ensure compliance
with ever-changing rules and regulations. An Audit involves systematically
reviewing all aspects of human resources, usually in a checklist
Q2. Write short
notes on the following:
(i)
Audit for HR
Planning
(ii) Audit of
Industrial Relations
Answer:
Audit of HR Planning
HR planning refers to the ongoing
process of systematic planning to achieve optimum use of an organization’s most
valuable asset - its human resources. The objective of HR planning is to ensure
the best fit between employees and jobs, while avoiding manpower shortages or
surpluses. The three key elements of the HR planning process are forecasting
labor demand, analyzing present labor supply, and balancing projected labor
Demand and
Q3. What is HR
Scorecard? Explain the reasons for designing & implementing HR Scorecard
framework. (Meaning of HR Scorecard, Reasons for designing & implementing
HR Scorecard framework) 2, 8
Answer:
HR Scorecard
This mode of
scorecard is based on the assumption that competent and committed employees are
needed to provide quality products and services at competitive rates
emphasizing on the ways to enhance customer satisfaction. The Seven Steps in
the HR Scorecard
Q4.
What is meant by ‘Competency mapping’? Explain the various competencies and the
associated behavioral aspects. (Meaning of competency mapping, Explanation of
various competencies) 3, 7
Answer:
Competency Mapping
Competency mapping forms an excellent tool
for optimizing the human capital. HR auditors should make sure that they
identify the key competencies for an organization or a particular position in
an organization, and use it for job evaluation, recruitment, training and
development, performance management, succession planning, etc. They should
ensure that the organization effectively communicates what it actually expects
from them.
The competency framework serves as the
bedrock for all HR applications.
As a result of competency mapping, all the
HR processes such as talent induction, management development, appraisals and training
yield much better
Q5. Describe the effectiveness of Human Resource Development Audit as
an intervention. (Explanation of the Effectiveness of Human Resource
Development Audit as an intervention) 10
Answer:
Effectiveness of Human Resource Development
Audit as an Intervention
In any firm, along with the optimal utilization
of other resources, human resources should also be exploited to its maximum
potential. Businesses which utilize their human resources in an effective way
have better chances of success in the future. Sustainability and
Q6. Describe the rationale behind human resource valuation and
auditing.
(Meaning of human resource valuation and auditing, Description of
rationale behind human resource valuation and auditing) 1, 9
Answer:
The human resource valuation system
cannot be considered to be a complete system of accounting unless it is
followed by an equally competent system of auditing. Application or use of
human resource accounting, therefore, must also be followed by a separate HR
audit to ascertain whether or not the performance of the managers has been true
and
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Nice article about Competency Mapping Process.
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