MU0013 –HR Audit

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DRIVE--Fall 2014

PROGRAM-MBADS (SEM 3/SEM 5) MBAFLEX/ MBAN2 (SEM 3) PGDHRMN (SEM 1)

SUBJECT CODE & NAME-MU0013 –HR Audit

BK ID-B1735

CREDIT & MARKS-4 Credits, 60 marks

Q1. Define Human Resource Planning (HRP).Discuss the objectives of Human Resource Planning.

(Meaning of Human Resource Planning., Explain the four main objectives of Human Resource Planning) 2, 8

Answer.

Meaning of Human Resource Planning

Human resource planning is the term used to describe how companies ensure that their staff comprises the “right person for doing the job”. It includes planning for staff retention, planning for candidate search, training and skills analysis and much more. It is the process of acquiring and utilising human resource in an organization. The main objective is to ensure that an organisation has the right number of employees in the right place at the right time.

Q2. 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?

(Explain the methods involved in the HR Audit process) 10

Answer.

Methods involved in the HR Audit process

Methods used in the HR Audit process are: Interviews

In order to ascertain what the top management thinks about the future plans and opportunities available for the company, the auditors conduct individual interviews with the members of the top management. The top management

can provide a perspective for a good HR audit. To collect information about the effectiveness of the Human Resource Development System, organisational culture, skills, styles, etc., auditors conduct group interviews with different level of managers.

Q.3.What are the areas of HR Audit? Explain any four of them (Listing the areas of HR Audit., Explaining any four of them.) 1,9

ANS:

Areas of HR Audit

Various areas in which HR audit is performed are as follows:

·         Audit of HR planning

·         Audit of HR development

·         Audit of training

·         Audit of industrial relations

·         Audit of managerial compliance

·         Audit of HR climate

Q.4.What do you mean by HR Scorecard? Explain the steps undertaken to approach a Human Resource Scorecard. (Definition of HR Scorecard, Explaining the steps in HR Scorecard Approach) 2,8

ANS:

HR Scorecard

The various steps involved in conducting human resource (HR) audit including how to plan questions, collecting and analysing data and assessing the ability for change. HR scorecard which is an important tool for conducting a successful HR audit. It is used for measuring the contribution of human resource management practices for achieving organisational objectives. The purpose of the audit is to reveal the strengths and weaknesses in the non-profit human resources system, and any issues needing resolution. The HR scorecard was developed by academicians Bryan E. Becker, Mark A. Huselid, and Dave Ulrich and was presented in their book The HRScorecard: Linking People, Strategy, and Performance (Harvard Business School Press, 2001). It helps to verify the level to which the HR policies of the company are aligned with the strategic goals of the company.

Q.5. Write a brief note on the effectiveness of Human Resource Development Audit as an intervention. (Explaining the Effectiveness of Human Resource Development Audit as an intervention) 10

ANS:

Effectiveness of Human Resource Development Audit as an Intervention

In any firm, along with the optimal utilisation of other resources, human resources should also be exploited to its maximum potential. Businesses which utilise their human resources in an effective way have better chances of success in the future. Sustainability and progress of business will depend on new competencies, methods, strategies and value creating processes. Every organisation has accepted that human resource is the most valuable asset of an organisation though its value is not mentioned in the balance sheet. Lack of information regarding human capital was seen as a serious handicap for decision making, both for the managers, investors (Srivastava 1979: 83) and for the human resource development process itself. Some of the controversies that have emerged as hindrances to the very concept of human asset and to the process of human audit (Khandelwal 1979) is listed below:

Q6. Write a short note on the following:

a)Flanholtz model(Rewards evaluation model)

b) Pekin Ogan model

(Concept and steps involved in Flanholtz model, Concept and steps involved in Pekin Ogan model) 5, 5

Answer.

a)Flanholtz model(Rewards evaluation model)

According to Flanholtz, the value of an individual is the present worth of the services that he is likely to render to the organisation in future. As an individual moves from one position to another, at the same level or at different levels, the profile of the services provided by him is likely to change. The present cumulative value of all the possible services that may be rendered by him during his/

Dear students get fully solved  SMU MBA Fall 2014 assignments

Send your semester & Specialization name to our mail id :

  “ help.mbaassignments@gmail.com ”

or

Call us at : 08263069601

These are just questions for reference . To check samples see our latest uploads in blog archive or search assignments .

(Prefer mailing. Call in emergency )