MU0013 - HR AUDIT

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ASSIGNMENT

DRIVE WINTER	2013
PROGRAM	Master of Business Administration- MBA
SUBJECT CODE & NAME	MU0013: HR AUDIT
SEMESTER	4
BK ID	B1735
CREDITS	4
MARKS	60

Note: Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.

1 Write a note on the major Human Resource Development (HRD) Strategies.

Answer : Strategies for human resource development

The government should take responsibility for planning and overseeing the development of the necessary human resources. The strategies chosen should realistically reflect the needs and capacity of the country, and an adequate budget should be allocated. Consideration of the following aspects will help to ensure the development of a human resources policy that is supportive of national drug policy implementation.

It is necessary to plan from an early stage and to do so for short-, medium- and longer-term needs. A quantitative analysis of the human resources

2 Suppose you have joined as an HR and you are asked to carry out the HR Audit process in your organization. What are the methods you will consider while implementing the HR Audit process?

Answer : Human resources audit tools help you conduct thorough evaluations of your human resources effectiveness. You can use these tools to help you identify HR processes that are functioning well and those that require improvements. Common HR areas you should audit include your compensation system, performance appraisal systems, policies and procedures and health and safety practices.

Interviews and Questionnaires

3 What are the areas of HR Audit? Explain any four of them

Answer : Areas of HR Audit

A regular human resources audit can improve the services your HR department renders to both employees and applicants. It can also determine whether your organization is in compliance with labor and employment laws. Auditing all of your HR practices and functions can take time and resources. Small businesses without enough staff to devote their full-time attention to an audit should consider hiring an external consultant to evaluate their HR systems. Whether you use in-house resources or an external consultant to conduct your HR audit, follow an outline to keep your audit focused.

Personnel Files

4 What do you mean by HR Scorecard? Explain the steps undertaken to approach a Human Resource Scorecard.

Answer : The HR Scorecard Approach

HR creates value by engaging in activities that produce the employee behaviors the company needs to achieve strategic goals. Managers use an HR Scorecard to measure the HR function’s effectives and efficiency in producing these employee behaviors and thus in achieving the company’s strategic goals. The HR Scorecard – shows the causal link between the HR activities, and the emergent employee behaviors, and the resulting firm-wide strategic outcomes and performance.

5 Write a brief note on the effectiveness of Human Resource Development Audit as an intervention.

Answer : Perhaps India is the first country to formally establish a totally dedicated HRD (Human Resources development) Department separated from the Personnel Department. This was designed in the year 1974 when the term HRD itself was not very popular in the USA. Two consultants from the Indian Institute of Management ,

6 Write short notes on the following:

a)Balanced Scorecard

Answer : The balanced scorecard is a strategic planning and management system that is used extensively in business and industry, government, and nonprofit organizations worldwide to align business activities to the vision and strategy of the organization, improve internal and external communications, and monitor organization performance against strategic goals. It was originated by Drs. Robert Kaplan (Harvard Business School

b)Competency Mapping

Answer : Competency (or Competence) Management Systems  are usually associated with, and may include, a Learning Management System (LMS). The LMS is typically a web-based tool that allows access to learning resources. Competency Management Systems tend to have a more multidimensional and comprehensive approach and include tools such as competency management, skills-gap analysis, succession planning, as well as competency analysis and profiling. The CompMS tends to focus more on creating an environment

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