MU0013: HR Audit

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ASSIGNMENT

DRIVE	SPRING 2016
PROGRAM	MASTER OF BUSINESS ADMINISTRATION (MBA
SEMESTER	3
SUBJECT CODE & NAME	MU0013: HR Audit
BK ID	B1735
Credit & Marks	4 CREDIT, 60 MARKS

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.

Question.1. State the key objectives of human resource planning? Explain Importance and Process of human resource planning?

Answer:Human resource is the most important asset of an organisation. Human resources planning are the important managerial function. It ensures the right type of people, in the right number, at the right time and place, who are trained and motivated to do the right kind of work at the right time, there is generally a shortage of suitable persons.

The enterprise will estimate its manpower requirements and then find out the sources from which the needs will be met. If required manpower is not available then the work will suffer. Developing countries are suffering from the shortage of trained

Question.2. Discuss the methods used in the HR Audit process.

Answer:Human resources staff should conduct periodic departmental audits to ensure the organization’s compliance with employment regulations and human resources best practices. Audit processes and methods include examinations of employment records, salary data, eligibility documentation and performance standards to measure the effectiveness of workplace policies and departmental procedures.

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

Answer: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, according to the website HR Folks International.

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

Answer:Competency mapping is a process through which one assesses and determines one's strengths as an individual worker and in some cases, as part of an organization. It generally examines two areas: emotional intelligence or emotional quotient (EQ), and strengths of the individual in areas like team structure, leadership, and decision-making. Large organizations frequently employ some form of competency mapping to understand how to most effectively employ the competencies of strengths of workers. They may also use competency mapping to analyze the combination of strengths in different workers to produce the most

Question.5. Find out the details and advantages of Balanced ScorecardSoftware. Name few Balanced Scorecard Software.

Answer:Before you become too entranced with the potential advantages, you should also be aware of the disadvantages associated with a balanced scorecard. Is this really the right tool for measuring your company’s success?

Measuring Performance and Goals

The balanced scorecard is a methodological tool meant to help businesses manage their future growth, objectives and plans. The purpose of the balanced scorecard is to give a measuring tape by which someone can determine whether the set goals have

Question.6. 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

(ii) Audit for HR Climate

Answer:The HR climate is very important element within any organization, it has huge impact on employees motivation, morale, performance and hence affecting the overall turnover of that specified organization. The HR climate can be studied from the employees attitude, turnover and absenteeism.

HR department plays a vital role of organization goals, strategy, purpose, vision and mission, as HR place the person at work zone

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