HRD Audit

MBA II year

What is HRD?
Competence

Building Commitment /Motivation Building Culture Building

What is involved in Good HRD?

Top

Management Philosophy and Understanding Competent HR Staff and Department Line Manager Attitudes Union and Employee Support Use of appropriate Systems Periodic Renewal Exercises Business relevance of HRD systems and Practices

What is HRD Audit?

It

is a Comprehensive Evaluation of Human Resource Development

Strategies,

Systems and Practices, Structures and Competencies Styles and Culture

And

their appropriateness to achieve the short and long term business goals of the organization

Methodology of HRD Audit

Examines

long term and short term plans and vision to assess Competency Requirements Identifies broad Competency requirements for future Business Goals Examines the existing HRD strategies, systems and practices and assess their appropriateness to have the required competencies

Methodology of HRD Audit

Examines

the adequacies and inadequacies of HRD structure, staff and their competencies, line managers and their attitudes, top management and their support, unions and their role in competence building for future Suggests mechanisms for improving all these in the business context

Methodology Adopted

Interviews
Individual

and group Top Management Line Managers HRD Staff Workmen and others

Questionnaires Observation Analysis of records and secondary data

Methodology
Workshops

could be used Task forces and internal teams could also be used External Auditors have a significant role Benchmarking of questionnaire data may be of use

Preparation for Audit

Check list of documents to be made available by the HRD dept. for Audit

HRD score Card

At the end of the audit the auditors assign letter grades for the following dimensions: HRD Systems HRD competencies Maturity HRD Climate Business Linkages

Example HRD Score card of Firm A

Systems Maturity HRD comp. Maturity B+ A HRD Culture Maturity C Business Linkages D

Reasons for HRD Audit

For expanding, diversifying and entering into a fast growth phase. For promoting more professionalism and professional management. Bench-marking for improving HRD practices. Growth and diversification Dissatisfaction with any component Change of leadership

Role of HRD Audit in Business Improvements

HRD audit is cost effective It can give many insights into a company's affairs. It could get the top management to think in terms of strategic and long term business plans. Changes in the styles of top management Role clarity of HRD Department and the role of line managers in HRD

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 Streamlining of other management practices TQM Interventions

Role of HRD Audit in Business Improvements

Organisations that Have done HRD Audit

Aditya Birla Group has been doing it for the last 8 years
Rajashree

Cement, Vikram Cement, Hindalco, IndoGulf Fertilisers, Gwalior Grasim, Harihar Fibres etc.

L&T, Crompton Greaves Gujarat Guardian Gujarat Gas Apollo Tyres Alexandria Carbon Black

Some Organisations using HRD Audit

Godrej GVFL BPL

Soaps

Tyco

International Gati Cargo Management Services Wokhardt Hospitals For detailed list visit: www.hrdaudit.com