MU0013 – HR Audit

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Summer 2013

Master of Business Administration- MBA Semester 3

MU0013 – HR Audit

- 4 Credits

(Book ID: B1735)

Note: Assignment (60 marks) must be written within 6-8 pages. Answer all questions. Kindly note that answers for 10 marks questions should not exceed 400 words.

Q1.Define Human Resource (HR) Audit. What is the need for HR Audit? What are the various approaches to HR Audit?

(definition– 2, need for HR audit- 2, explanation of HR audit approach by Walker- 3, common approach to HR audit- 3)10 marks

Answer : 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 fashion.

Need for HR Audit:

The purpose of an HR Audit is to recognize strengths and

Q2.Write a brief note on staffing. How does employee orientation programs help employees? What are the characteristics of good employee orientation programs?

(meaning of staffing- 2, explanation of staffing – 3, use of orientation programs- 2, characteristics– 3)10 marks

Answer : Staffing is a term used in the sphere of employment. It has been applied to more than one aspect of the working environment.

Staffing has been defined as follows by Heneman and Judge in Staffing Organisation

Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization’s effectiveness.

According to this model: Aquisition comprises the recruitment processes leading to the employment of staff. It includes human resource planning to identify what the organisation requires in terms of the numbers of employees needed and their

Q3.What is HR Scorecard? Explain the reason for implementing HR Scorecard.

(meaning of HR scorecard- 3, explanation of reasons – 7)10 marks

Answer : The HR Scorecard argues that HR measurement systems must be based on a clear understanding of organizational strategy and the capabilities and behaviors of the workforce required to implement that strategy. Thus, an HR Scorecard is a mechanism for describing and measuring how people and people management systems create value in organizations, as well as communicating key organizational objectives to the workforce.

The goal of an HR scorecard is to help businesses determine the value of their human resources departments. The challenge often is daunting because unlike most departments or divisions within a company, measurement tools traditionally

Q4.competency management. Explain the two frameworks of competency management.

(definition – 3, listing two frameworks – 1, explanation of two frameworks -6)10 marks

Answer : Competency (or Competence) Management Systems  are usually associated with, and may include, a Learning Management System (LMS). The LMS is typically a web-based tool that allows access to learning resources. Competency Management Systems tend to have a more multidimensional and comprehensive approach and include tools such as competency management, skills-gap analysis, succession planning, as well as competency analysis and profiling. The CompMS tends to focus more on creating an environment of

Q5.Write a brief note on workplace policies and practices.

(explanation on workplace policies and practices – 1, safeguarding employee information – 2, performance management – 2, safe work environment – 2 and auditing workplace behaviours – 3)

10 marks

Answer : Workplace Policies and Practices

“Many of our employees work in safety-sensitive positions. As a part of the hiring process, we require applicants to provide medical documentation, as well as undergo background checks, physical testing and drug tests. Are we asking for too much?”

“Our employee handbook and workplace

Q6.What are the areas to be concentrated on for HR Audit? Prepare a questionnaire for conducting an audit for manpower planning.

(explanation of areas – 4, preparation of questionnaire – 6)10 Marks

Answer :  AUDITING PROCESS : Essential steps in Human Resource Auditing

Though the process would vary from organization to organization, generally it involves the following steps:

1) Briefing and orientation:

This is a preparatory meeting of key staff members to:

·         discuss particular issues considered to be significant,

·         chart out audit procedures, and

·         develop plans and programme of audit.

2) Scanning material information:

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Send your semester & Specialization name to our mail id

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