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    HRD Audit1

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    Sreeja Vineesh Warrier
    HRD Audit is a comprehensive evaluation of an organization's existing HRD structure, strategies, systems, styles, skills, competencies, and culture and how appropriate they are for achieving short and long-term goals. It is similar to an annual health check-up and helps instill confidence in management and HR. Key areas evaluated include strategies, structure, systems, styles, skills, competencies, and culture. The audit is conducted through interviews, questionnaires, observations, and reviewing available records. It helps align HR processes with business goals and can lead to improvements in areas like HRD systems, focus on human resources, recruitment, training, and strengthening accountability.

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    HRD Audit1

    Uploaded by

    Sreeja Vineesh Warrier
    51 views14 pages
    HRD Audit is a comprehensive evaluation of an organization's existing HRD structure, strategies, systems, styles, skills, competencies, and culture and how appropriate they are for achieving short and long-term goals. It is similar to an annual health check-up and helps instill confidence in management and HR. Key areas evaluated include strategies, structure, systems, styles, skills, competencies, and culture. The audit is conducted through interviews, questionnaires, observations, and reviewing available records. It helps align HR processes with business goals and can lead to improvements in areas like HRD systems, focus on human resources, recruitment, training, and strengthening accountability.

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    HRD Audit is a comprehensive evaluation of an organization's existing HRD structure, strategies, systems, styles, skills, competencies, and culture and how appropriate they are for achieving short and long-term goals. It is similar to an annual health check-up and helps instill confidence in management and HR. Key areas evaluated include strategies, structure, systems, styles, skills, competencies, and culture. The audit is conducted through interviews, questionnaires, observations, and reviewing available records. It helps align HR processes with business goals and can lead to improvements in areas like HRD systems, focus on human resources, recruitment, training, and strengthening accountability.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    51 views14 pages

    HRD Audit1

    Uploaded by

    Sreeja Vineesh Warrier
    HRD Audit is a comprehensive evaluation of an organization's existing HRD structure, strategies, systems, styles, skills, competencies, and culture and how appropriate they are for achieving short and long-term goals. It is similar to an annual health check-up and helps instill confidence in management and HR. Key areas evaluated include strategies, structure, systems, styles, skills, competencies, and culture. The audit is conducted through interviews, questionnaires, observations, and reviewing available records. It helps align HR processes with business goals and can lead to improvements in areas like HRD systems, focus on human resources, recruitment, training, and strengthening accountability.

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    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
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    HRD Audit

    What is HRD?

    HRD is any process or activity that, either initially or over the longerterm, has the potential to develop adults work-based knowledge, expertise, productivity, & satisfaction, whether for personal or group/team gains or for the benefit of an organisation, community nation or ultimately the whole humanity - Mclean & Mclean

    Competence Building Commitment Building Culture Building

    What ?

    HRD Audit is like an annual health check-up, it plays a vital role in instilling a sense of confidence in the Management and the HR functions of an organisation

    HRD Audit

    HRD Audit is a comprehensive evaluation of the existing HRD Structure, Strategies, Systems, Styles, Skills / Competencies & Culture and their appropriateness to achieve the short-term and long-term goals of the organisation.

    HRD Audit & HR Audit

    HRD Audit is evaluation of only few activities :Strategies, Structure, Systems, Styles Skills & Competencies Culture HR Audit is a comprehensive evaluation of the entire gamut of HR activities :HR Cost HRD activities Health, Env. & Safety Legal Compliance Quality Compensation & Benefits

    How ?...

    In HRD Audit the skills, styles, systems, strategies, structure is studied and analysed using a variety of methodologies like interviews, (Individual and group, Top Management, Line Managers, HRD Staff, Workmen and others) questionnaires, observations, available records, workshops etc. This evaluation helps align the HR processes with business goals.

    Why HR audits?

    To make the HR function business-driven. Change of leadership. To take stock of things & to improve HRD for expanding,diversifying, & entering into a fast growth phase For growth & diversification For promoting professionalism among employees & to switch over to professional Management To find out the reasons for low productivity & improve HRD strategies. Dissatisfaction with a particular component. To become employer of choice

    Role of HRD Audit in Business Improvements

    Improvements in HRD systems Increased focus on human resources and human competencies Better recruitment policies and more professional staff More planning and more cost effective training Strengthening accountabilities through appraisal systems and other mechanisms

    HRD Score Card

    This model assumes that,


    Competent and committed employees are needed to provide quality products & services at competitive rates & ways that enhance customer satisfaction

    Components to be audited

    HRD systems maturity


    The HRD systems maturity assesses the extent to which various HRD subsystems and tools are well designed & are being implemented 1. The systems should be appropriate and relevant to business goals 2. It should focus on current and future needs of the corporation. 3. The HRD strategies and systems should flow from the corporate strategies

    4. The systems should be well designed and should have a structural maturity. 5.They should be implemented well. The employees should be taking them seriously implemented well The employees should be taking them seriously and follow meticulously what has been envisaged in each system. The overheads of implementation should be low 6. The subsystems should be well integrated and should have internal synergy. 7. They should be adequate and should take care of the HRD requirements of the organisation

    subsystems are assessed and are,


    Manpower planning and recruitment Performance Management Systems Feedback and Coaching Mechanisms Training Career development and Succession planning Job-rotation OD Interventions HR Information Systems Worker Development methods and systems Potential Appraisal and Development

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