logging in or signing up HR AUDIT vinitvats Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: Embed: Flash iPad Dynamic Copy Does not support media & animations Automatically changes to Flash or non-Flash embed WordPress Embed Customize Embed URL: Copy Thumbnail: Copy The presentation is successfully added In Your Favorites. Views: 3321 Category: Entertainment License: All Rights Reserved Like it (1) Dislike it (0) Added: September 24, 2010 This Presentation is Public Favorites: 1 Presentation Description No description available. Comments Posting comment... Premium member Presentation Transcript PRESENTATION ON HR AUDIT : PRESENTATION ON HR AUDIT PRESENTED BY:-VINIT VATS HR Audit : HR Audit Books Referred : Books Referred C.B GUPTA PG NO-34.9-34.11 SHASHI K. GUPTA PG NO. 27.1-27.6 HRM BY VSP RAO. PG NO.612-617 What is an HR audit? : What is an HR audit? An HR audit is a process to review implementation of your institutions policies and procedures, ensure compliance with employment law, implement best practices and educate your managers. HR Audit refers to an examination and evaluation of policies , procedures and practices to determine the effectiveness of personnel management. HR AUDIT COVERS : HR AUDIT COVERS MEASUREMENT & EVALUATION OF PERSONNEL PROGRAMMES , POLICIES, & PRACTICES. The audit should be: : The audit should be: Proactive Reactive Informative Developmental Why conduct an HR audit? : Why conduct an HR audit? TO know how the various units are functioning & how they have been able to meet the policies & guidelines of organisation. Improve HR practices Train your managers understanding of department’s environment Show a “good faith effort” Correct errors Audit Tools: : Audit Tools: Interview Document review Questionnaire Sampling Before you begin the audit process… : Before you begin the audit process… 1. Determine who will conduct the audit. Internal vs. External Before you begin the audit process… : Before you begin the audit process… 2. Define the parameters. Who will be audited? What do you want to audit? What audit tools will you use? How will results get reported? Who will get the results? Before you begin the audit process… : Before you begin the audit process… 3. Introduce the audit process to your managers. How do you introduce the HR audit to your managers? : How do you introduce the HR audit to your managers? 1. Explain the reason for it. To protect them and the institution To help them understand policies, procedures, and laws To gain a better understanding of their department To help them set best practice procedures How do you introduce the HR audit to your managers? : How do you introduce the HR audit to your managers? 2. Give them a copy of the questions before the interview. If you have an intranet, post the questions on it. Departmental AuditsWhat should you be concerned about? : Departmental AuditsWhat should you be concerned about? Record Keeping Sick and vacation tracking Overtime reporting Temporary worker tracking Accessibility/safety/security of records Accuracy of records Employee Files What is and isn’t in the employee file Access to the file Safety and security of the files Departmental AuditsWhat should you be concerned about? (cont’d) : Departmental AuditsWhat should you be concerned about? (cont’d) Manager’s Understanding of Policies/Practices How to handle complaints of harassment How to calculate/report overtime Giving employment references Consistency applying policies and procedures Reporting the Results : Reporting the Results Compile your findings in a draft letter Allow department head/manager to review your draft and make comments/corrections Compile final version Present report to senior management Copy department head/manager What should your memo contain? : What should your memo contain? Recognition of department’s cooperation (or lack of it) State the facts – avoid opinions Document areas that need attention Document areas where department was proactive, compliant, practiced good judgment “Suggestions” on how to correct problem areas Don’t forget to conduct an audit in your own (Human Resources) department! : Don’t forget to conduct an audit in your own (Human Resources) department! Review… : Review… Employee Relations Correct documentation of investigations Warning/disciplinary letters Policies and procedures are readily available to staff Required posters are visible to staff Sick and vacation tracking is accurate Training and Development Programs are readily available to staff Tracking attendance Review… : Review… Records Employee files are kept in safe and secure area Limited access to files Necessary paperwork is readily available (job description, application, emergency contact) Certain records are kept separate from employee file (references, medical records, investigatory documents) Employment/Recruitment Staffing and selection paperwork Affirmative Action forms Posting information You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.