Date post: | 20-Jan-2015 |
Category: |
Business |
Upload: | sorab-sadri |
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AUDITING HUMAN RESOURCES
Dr Sorab Sadri and Prof. Jayashree Sadri
Why Conduct an HR Audit?Routine check-up (uncover any conditions
you may have and set up a treatment plan)Determine how you can best align HR
operations with organizational goalsEnsure compliance with federal and state
regulations
Aspects of HR Audit
I
ComplianceIssues
HR Emerging IssuesExecutive management ethicsSkyrocketing healthcare costsHR outsourcingBaby boomer exodus – labor shortage, aging
and diverse workforceKnowledge work – managing knowledge
workers
Typically Out of ScopePayrollSafety and HealthWorkers CompensationRetirement PlansHealth Insurance PlansDeferred Compensation ProgramsUnemployment
HR Department Basics
Strategic Management
Strategic PlanOperational PlanHR Performance ManagementHR BudgetLegislative/Regulatory Environment
Key Administrative Advisors
People resources
Monetary resourcesTechnology resources
HR is Strategic Partner when:HR leader has/is:
strong knowledge of HR roles and functions, business strategy and operations
perceived as a credible advisor by his/her peers and executive management.
Top HR position is organizationally on the same level as other program directors and administrative directors
HR Dept. is viewed as approachable and trusted to provide accurate information.
HR is Strategic Partner when:HR Dept. is part of a network of HR Depts.
in peer organizations that share experiences, strategize regarding common problems, and stay abreast of latest HR trends and developments.
Strategic HR plan is closely linked to overall strategic plan.
Performance assessment of HR programs, including key metrics, is routinely completed.
Department Structure & Staff CompetenciesHR Organizational ChartHR Staff Competencies
HR Competencies
HR FacilitiesPhysical facilities of the HR departmentReception of job candidatesLegal and other employment noticesPrivate areas for interviews and employee
consultationsHR convenient to employeesEasy access to HR employee for questions
HR Technology & Information ControlHRISInformation Management Processes
Key HR Risk Areas
Workforce Planning & EmploymentWorkforce Needs DeterminationOrganizational DesignRecruiting ProgramsSelection ProcessContractor ManagementSuccession PlanningTurnover and Employee RelationsRegulations ComplianceFraud
HR DevelopmentTraining Needs AssessmentNew Employee TrainingTechnical TrainingSupervisory TrainingTraining AssessmentEmployee CoachingPerformance AppraisalCounselingDiscipline
Total RewardsCompensation PhilosophyJob DocumentationMarket AnalysisSalary Structure DevelopmentJob EvaluationSalary AdministrationFLSA Determination & OvertimeBenefits AdministrationPayroll
Employee & Labor Relations
Policies and ProceduresEmployee Attitude SurveysEmployment RecordsEmployee Compliant and Grievance ProcessLabor Relations
Risk ManagementSafety & Health
Outsourcing and Co-sourcingNeeds AssessmentVendor Selection ProcessVendor Management