MU0013: HR AUDIT

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ASSIGNMENT

DRIVE	FALL 2015
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 Planning (HRP).Discuss the objectives of Human Resource Planning.

Answer : Human Resource Planning identifies the competencies an organization needs to fulfill its goals and then acquires the appropriate people.

Human Resource Planning is the process of systematically forecasting the future demand and supply for employees and the deployment of their skills within the strategic objectives of the organization. Human resources planning is a process that identifies current and future human resources needs for an organization to achieve it goals. It responds to the importance of business strategy and planning in order to ensure the availability and supply of people--both in number and quality. Human Resources Planning serves as a link between human resources management and the overall strategic plan of an organization .

2 What do you mean by Human Resource Audit? Discuss the purpose of HR Audit. Explain the common approaches to HR Audit.

Answer : Like any audit, the Human Resource Audit is also a systematic formal process, which is designed to examine the strategies, policies, procedures, documentation, structure, systems and practices with respect to the organization’s human resource management. It systematically and scientifically assesses the strengths, limitations, and developmental needs of the existing human resources from the larger point of view of enhancing organisational performance.

The human resource audit is based on the premise that

Q3 .Suppose you have joined as an HR and you are asked to carry out the HR Audit process in your organization. What are the methods you will consider while implementing the HR Audit process?

Answer : The role of HR function has changed dynamically. However, there is always room for improvement which can’t be ignored. For HR, the diagnosis of improvement areas can be done through one essential tool: the HR Audit. 

The audit of the HR Department is an integration of both the HR function and HR competencies. It also involves a more numeric analysis of the HR department in terms of the ratio analysis, the cost and expenditures associated with HR.

The audit process for HR audit is similar to that of any other audit. It includes:

Q4 Discuss the relationship between Human Resource Practices and Performance of business

Answer : Performing all organizational functions within the framework of business ethics principles is an important necessity. However, performing human resource management (HRM) function towards business ethics principles has more special importance. Because HRM function aspires to motivate employees, it may enrich organization towards organization purpose. To reach this purpose, all politics and applications of HRM should be implemented based on business ethics principles such as justice, equality of opportunities, and accuracy. Because of this, performance level of organizations which can provide this is expected to be high. From this point forth, this study aims to exhibit the relationship between organizational performance and business ethics level on basic functions of HRM.

Q5 What are the benefits that the employer derives from Employee Referral Programmes? Explain the different types of Interview.

 Answer : An employee referral program (ERP), whereby employees recommend qualified friends, relatives or colleagues, can be an excellent source of candidates. For the employee whose recommendation leads to a hire, there can be various rewards.

Employee referral programme is increasingly becoming popular among companies today. It has rather become a de rigueur recruitment tool for the companies. Companies are aware of the positive spin-off, employee referral programme generates. Besides being the most cost effective recruitment tool, referral programs also bring in high return on investment. Though employee referral programme offers a host of advantages to the organisations, it has its own share of disquieting consequences.

Companies of all stripes call upon their employees to leverage on their social and networking capital so that they can rope in their friends

6 Write a short note on the following:

a)Flanholtz model(Rewards evaluation model)

Answer : Why do some entrepreneurs succeed, while others with ventures that seem equally promising, experience difficulties and even failure?

Eric Flamholtz, Professor of Human Resource Management & Organizational Behaviour in the Anderson Graduate School of Management, suggests that firms that succeed in the long term have progressed successfully through six key tasks:

·         Identification and definition of a viable market niche

b) Pekin Ogan model

Answer : Pekin, as he prefers to be called, teaches Managerial Accounting with flawless engagement, focusing on class discussion and endless whiteboard brainstorms as the primary source of learning. He sings, dances, loves his wife, hates the "word" incentivize (it should be motivate), and lives for teaching. Pekin indirectly

Dear students get fully solved assignments

Send your semester & Specialization name to our mail id :

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