MU0013: HR AUDIT

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ASSIGNMENT

DRIVE FALL	SPRING 2013
PROGRAM	Master of Business Administration- MBA
SUBJECT CODE & NAME	MU0013: HR AUDIT
SEMESTER	4
BK ID	B1735
CREDITS	4
MARKS	60

Note: Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.

1 Define Human Resource (HR) Audit. Explain the need for HR Audit. What are the benefits of HR Audit?

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:

2. Common approaches to Human Resource Audits

There are five common approaches for the purpose of evaluation of HR in any organization:

·         Comparative approach: In this approach, another division or company that has better practices or results is chosen as the model. The audit team audits and compares the audited firms results with the best practices of the model organization. This approach is commonly used to compare the results of specific activities or programs. The approach is often used with turnover, absence, salary data and staffing levels.

·         Outside authority: In this approach, standards set by a consultant or taken from published research findings serve as the benchmark for the audit team. The consultant or research findings may help diagnose the cause of problems.

2 Write short notes on the following:

(i) Audit for HR Planning

Answer : Estimating your future workforce requirements is an inexact science. But a number of different techniques exist to help you do this, as well as to calculate the state of the labour market in the short to medium-term - and assess any problems or implications that result.

This audit will help ensure that you have reliable monitoring and planning systems in place, so that implications for strategic and cost planning can quickly and easily be assessed. Use it to check the effectiveness of existing systems or to plan and implement new ones.

After explaining the concept of HR planning and its

3 What is HR Scorecard? Explain the reasons for designing & implementing HR Scorecard framework.

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 have been lacking for HR purposes. Human capital is largely intangible and difficult to measure as a component in a company's business success.

Reasons to Implement HR Scorecard

4 What is meant by ‘Competency mapping’? Explain the various competencies and the associated behavioural aspects.

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

5 Write a brief note on effectiveness of Human Resource Development Audit as an intervention.

Answer : Perhaps India is the first country to formally establish a totally dedicated HRD (Human Resources development) Department separated from the Personnel Department. This was designed in the year 1974 when the term HRD itself was not very popular in the USA. Two consultants from the Indian Institute of Management , Ahmadabad after reviewing the effectiveness of the performance appraisal system and training in Larsen & Toubro recommended an Integrated HR System to be established and the department dealing with development issues be separated out from the personnel department and be called the HRD

6 Describe the rationale behind human resource valuation and auditing.

Answer : Valuation of Human Resources

Until recently, the value of an enterprise as measured within traditional balance sheets was viewed as a sufficient reflection of the enterprise's assets. However, with the growing emerge of the knowledge economy, this traditional valuation has been called into question due to the recognition that human capital is an increasingly important part of an enterprise's total value. This has led to two important questions :

1) how to assess the value of human capital in addition to an enterprise's tangible assets and

2) how to improve the development of human capital in enterprises.

The emergence of methods for accounting human

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Send your semester & Specialization name to our mail id :

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or

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