MASTER OF SOCIAL WORK-II YR

PRESENTATION ON

HUMAN RESOURSE AUDIT HUMAN RESOURSE INFORMATION SYSTEM HUMAN RESOURSE CONSULTANCY

By, S.PADMAPRIYA

HUMAN RESOURSE AUDIT

The things that get measured gets managed

MEANING & PURPOSE OF HR AUDIT

The Human Resources (HR) Audit is a process of examining policies, procedures, documentation, systems, and practices with respect to an organizations HR functions. The purpose of the audit is to reveal the strengths and weaknesses in the organization's human resources system and any issues needing resolution.

The audit works best when the focus is on analyzing and improving the HR function in the organization.

OBJECTIVES OF HR AUDIT

Effectiveness of performance of HR Department;

Implementation of HR policies, procedures;

To find out the reasons for low productivity and improve HRD Strategies; Evaluation of the HR staffs & employee;

Modify and Review HR system & challenges;

Questioning: To seek answers to : What happened ? Why did it happen? Why did it not happen?

Benefits of HR Audit
Identification of contributions of HR department

Helps identify the gaps between the current state and the standard, thereby streamlining HR work processes
Encouragement of greater responsibility and professionalism among HR members Clarification of HR duties and responsibilities Stimulation of uniformity of HR policies and practices Ensuring timely compliance with legal requirements Reduction of HR costs through more effective personnel procedures A thorough review of HR information systems.

APPROACHES TO HR AUDIT

Comparative approach

Outside authority approach

Statistical approach

Compliance approach and

Management By Objectives

Frequency of HR audit

It is best to have a HR audit once in a year. The HR audit, if conducted continuously and regularly, then it becomes a fairly managed process. The chances of drastic corrections become lower if it is conducted regularly. Usually, the frequency of the audit being conducted depends on the company. An ideal audit can be conducted for every 18 months but the management must see to it that a well efficient audit is done on yearly basis.

Types of HR Audits
Compliance: Focuses on how well the company is complying with current federal, state and local laws and regulations. Best Practices: Helps the organization maintain or improve a competitive advantage by comparing its practices with those of companies identified as having exceptional HR practices.

Strategic: Focuses on strengths

and weaknesses of systems and processes to determine whether they align with the HR departments and/or the companys strategic plan. Function-Specific: Focuses on a specific area in the HR function (e.g., payroll, performance management, records retention, etc.)

HR AUDIT-SECTION WISE
HRIS
Performance Management and evaluation

Recruitment

Resourcing

Documentation

Safety

Training, & Development

Employee Relations Welfare systems

Compensation and Benefits

Health

CONCLUSION The auditors always prepare and submit an audit report to the authority of the organization, which may be clean or qualified. A clean report indicates the appreciative of the Departments function, but the latter one represents the gaps in performance and therefore contains remarks and remedial measures. HR audit is very much essential to face the challenges and to increase the potentiality of the HR personnel in the Organization.

HUMAN RESOURSE INFORMATION SYSTEM

The application of computers to employee-related record keeping and reporting and management decision making any organized approach for obtaining relevant and timely information as a base for human resource decisions. HRIS is a set of inter related components working together to collect, process and store information to support HR decision making, coordination and control in an organization.

Need and Objective for HRIS

NEED: Large Organization Organizations Geographically Dispersed Complexities in Salary Packages Decision Making
OBJECTIVE: Right form of information at the right time Make the information available at reasonable cost Processing the data by using most efficient method Provide necessary security and secrecy Keep the information up to date

HRIS Tracks...

Medical Records Workers Comp Health & Safety HR Planning T&D Comp.

Recruit/ Employ Payroll

People
Benefits Jobs Positions Emp. Relations Pension Admin

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BENEFITS
Easy data maintenance Administrative processes automated Employee self-service Adequate information base that leads to timely and just decision making Saving time Responding faster to employee inquiries to enhance efficiency and productivity
Minimum paperwork Timely and accurate decision making includes less cost

Saving costs

Work reallocation

Helping the employees perform better through effective career planning and performance management Integrating the human resource function with other business functions in the enterprise, to serve personnel better
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Some of HRIS products listed.

PeopleTrak HRMS HR Control Centre SAP@

HR Data Manager Smart stream@

Oracle

ABOUT HR CONTROL CENTRE

HR Control Centre 6.0 is a program software that tracks employee information, employee status, records regarding business progress and employee performances. As such, with this software HR managers can perform various functions that they need to run an organization. This software basically fulfills the Human Resource Information needs for a business unit by acting as a support system in quality and flawless decision making. It therefore is sophisticated and delicate yet user-friendly for companies irrespective of size and type.

OPENING VIEW OF HR CONTROL CENTRE

EMPLOYEE PROFILE

OPENING VIEW OF SALARY PAGE

FINAL OUTPUT OF SALARY PAGE

CHANGING A BENEFIT RECORD

FINAL OUTPUT OF EMPLOYEE BENEFIT

CONCLUSION
By

automating Human Resource practices, HRIS saves time and money, effectively reallocates work processes and thus provides competitive advantage and to the organization.

HR CONSULTANCY

ROLE OF HR CONSULTANCY

The role of human resource consulting services in an organization differs with the extent of outsource functions. Some services go with the "all-or-nothing" approach, requiring that they handle all your HR functions or none at all. Others offer their services "a la carte," meaning employer can pick and choose from the HR consulting services they offer. The HR consulting portfolio -may include features like payroll administration, employee Benefits, human resource management, risk management.

LEADING JOB PORTALS

Naukri

Times Jobs

Jobs Ahead

Shine Jobs

Monst er India

Click Jobs

Latest Jobs India

SERVICES OF HR CONSULTANCY

Conducting HR audits Dealing with employee relations issues including disciplinary, grievance or performance management problems Drafting Contracts of Employment and Employee Handbooks Formulating policies and procedures to suit your business Assisting recruitment and selection processes Designing and delivering induction programmes, performance appraisal schemes etc Developing and delivering a range of bespoke training programmes in areas such as: performance management; conducting grievance and disciplinary hearings; appraisal and supervisory skills Interim HR Management

THANK YOU