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In some cases of H.R. Audit, instead of Individual and Group Interviews, Workshop Methods i.e.
Large Scale Interactive Process (LSIP) is conducted, as under:
a. 30 to 300 participants can be asked to gather in a room.
b. They are divided in small groups.
c. They are asked to work either around Systems, Subsystems or around different dimensions of
HRD and do SWOT Analysis.
d. All the groups thereafter give presentations.
e. The H.R. Auditor compiles the views of all groups, makes own observation, conclusions and
prepares a report.
f. The H.R. Auditor announces the audit Results before submitting the report to top Management.
LSIP WORKSHOP FOR HRD AUDIT ON PERFORMANCE APPRAISAL SYSTEM
- RELEVANT QUESTIONS THAT HAVE BEEN ASKED IN ONE OF THE HR AUDIT
CONDUCTED BY
Dr. T.V. RAO:
i. What are the three good things in your performance appraisal system?
ii. What is the one thing you would like to change in your performance appraisal system?
iii. How would you critically evaluate the job rotation in your company?
iv. What are the strengths and weaknesses of your training policies and practices?
v. What three objectives would you use to describe the promotion policies as they exist in your
company?
IV. QUESTIONNAIRE METHOD:
Feed back about various dimensions of HRD, including the competency base of HRD
staff, the styles of line managers, the implementation of various HRD systems, etc
are obtained through a detailed questionnaire from individuals or groups for H.R.
Audit. This method helps in benchmarking.
The process is as follows:
a. Detailed questionnaire is prepared by H.R. Auditor.
b. Individuals or groups are asked to assemble in a room or hall are explained the
objective and process of HR Audit. They are then given questionnaires.
c. They submit the questionnaire, duly filled in, to the HR Auditor.
d. The HR Auditor compiles the feedbacks, makes observations, conclusions and
recommendations.
e. Audit Results are informed to the Participants before the report is submitted to the
top management.
POINTS TO REMEMBER FOR WRITING REPORT
A. SIMPLE LANGUARE SHOULD BE USED.
B. IT SHOULD BE SHORT AND PRECISE.
C. BULLET FORM HIGHLIGHTING THE STRENGTHS AND
WEAKNESSES,SHOULD BE USED.
MODEL OUTLINE: HR AUDIT REPORT
EXECUTIVE SUMMARY
CHAPTER-1 INTRODUCTION
CHAPTER-2 CURRENT STATUS OF THE HRD FUNCTION; SOME FACTS.
CHAPTER-3 GENERAL OBSERVATIONS
CHAPTER-4 CAREER SYSTEMS
CHAPTER-5 WORK PLANNING
CHAPTER-6 DEVELOPMENT SYSTEM
CHAPTER-7 SELF-RENEWAL SYSTEM
CHAPTER-8 HRD CULTURE
CHAPTER-9 HRD FUNCTION
TABLE AND APPENDICES