HR AUDIT,HRIS,HR CONSULTANCY

8/4/2019 HR AUDIT,HRIS,HR CONSULTANCY

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MASTER OF SOCIAL WORK-IIYR

PRESENTATION ON

HUMAN RESOURSE AUDIT

HUMAN RESOURSE INFORMATION SYSTEM

HUMAN RESOURSE CONSULTANCY

By,

S.PADMAPRIYA


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The things that getmeasured gets managed

HUMAN RESOURSE AUDIT


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MEANING & PURPOSE OF HR AUDIT

The Human Resources (HR) Audit is a process of examiningpolicies, procedures, documentation, systems, and

practices with respect to an organizations HR functions.

The purpose of the audit is to reveal the strengths and weaknessesin the organization's human resources system and any issuesneeding resolution.

The audit works best when the focus is on analyzing andimproving the HR function in the organization.


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OBJECTIVES OF HR AUDIT

Effectiveness of performance of HR Department;

Implementation of HR policies, procedures;

To find out the reasons for low productivity and improve HRDStrategies;

Evaluation of the HR staffs & employee;

Modify and Review HR system & challenges;

Questioning: To seek answers to : What happened ? Why did it

happen? Why did it not happen?


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Benefits of HR Audit

Identification of contributions of HR department

Helps identify the gaps between the current state and thestandard, thereby streamlining HR work processes

Encouragement of greater responsibility and professionalismamong HR members

Clarification of HR duties and responsibilities

Stimulation of uniformity of HR policies and practices

Ensuring timely compliance with legal requirements

Reduction of HR costs through more effective personnelprocedures

A thorough review of HR information systems.


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APPROACHESTO HR AUDIT

Comparativeapproach

Outsideauthority

approach

Statisticalapproach

Complianceapproach and

ManagementBy Objectives


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Frequency of HR audit

It is best to have a HR audit once in a year. The HR audit, ifconducted continuously and regularly, then it becomes a fairlymanaged process. The chances of drastic corrections becomelower if it is conducted regularly. Usually, the frequency of theaudit being conducted depends on the company. An ideal auditcan be conducted for every 18 months but the managementmust see to it that a well efficient audit is done on yearly basis.


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Types of HR Audits

Compliance: Focuses on how wellthe company is complying with current

federal, state and local laws andregulations.

Best Practices:Helps theorganization maintain or improve a

competitive advantage by comparingits practices with those of companiesidentified as having exceptional HR

practices.

Strategic:Focuses on strengthsand weaknesses of systems and

processes to determine whether theyalign with the HR departments and/or

the companys strategic plan.

Function-Specific:Focuses on a

specific area in the HR function (e.g.,payroll, performance management,records retention, etc.)


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HR AUDIT-SECTION WISE

HRIS

Recruitment

Documentation

Training, &Development

Compensationand Benefits

HealthWelfare

systems

EmployeeRelations

Safety

Resourcing

PerformanceManagement

and evaluation


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CONCLUSION

The auditors always prepare andsubmit an audit report to the authority

of the organization, which may be

clean or qualified. A clean reportindicates the appreciative of theDepartments function, but the latter

one represents the gaps inperformance and therefore containsremarks and remedial measures. HRaudit is very much essential to facethe challenges and to increase the

potentiality of the HR personnel inthe Organization.


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HUMAN RESOURSE INFORMATION SYSTEM

The application of computers toemployee-related record keeping andreporting and management decision

making any organized approach forobtaining relevant and timely

information as a base for human resourcedecisions.

HRIS is a set of inter related componentsworking together to collect, process and

store information to support HR decisionmaking, coordination and

control in an organization.


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Need and Objective for HRIS

NEED:

Large Organization

Organizations Geographically Dispersed

Complexities in Salary Packages

Decision Making

OBJECTIVE:

Right form of information at the right time

Make the information available at reasonable costProcessing the data by using most efficient method

Provide necessary security and secrecy

Keep the information up to date


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HRIS Tracks...

13

People

PositionsJobs

Workers

Comp

HR

Planning

Medical

Records

Recruit/

Employ

Benefits

Payroll

Pension

Admin

Emp.

RelationsT&D

Comp.

Health &

Safety


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BENEFITS

Saving time

Easy data maintenance

Administrative processes automated

Employee self-service

Adequate information base that leads to timely and just decisionmaking

Responding faster to employee inquiries to enhance efficiency andproductivity

Saving costs

Minimum paperwork

Timely and accurate decision making includes less cost

Work re-

allocation

Helping the employees perform better through effective career planningand performance management

Integrating the human resource function with other business functionsin the enterprise, to serve personnel better

14


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Some of HRISproducts listed.

People-Trak HRMS

SAP@

Oracle

Smartstream@

HR DataManager

HR ControlCentre


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ABOUT HR CONTROL CENTRE

HR Control Centre 6.0 is a program software that tracksemployee information, employee status, records regardingbusiness progress and employee performances. As such,

with this software HR managers can perform variousfunctions that they need to run an organization. Thissoftware basically fulfills the Human ResourceInformation needs for a business unit by acting as asupport system in quality and flawless decision making. Ittherefore is sophisticated and delicate yet user-friendly forcompanies irrespective of size and type.


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OPENING VIEW OF HR CONTROL CENTRE


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OPENING VIEW OF SALARY PAGE


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FINAL OUTPUT OF SALARY PAGE


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CHANGING A BENEFIT RECORD


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FINAL OUTPUT OF EMPLOYEE BENEFIT


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CONCLUSION

By automating Human Resource

practices, HRIS saves time and money,

effectively reallocates work

processes and thus provides

competitive advantage and to theorganization.


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HR CONSULTANCY
http://www.amcheck.com/hr-solutions/


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ROLE OF HR CONSULTANCY

The role ofhuman resource consulting services in an

organization differs with the extent of outsource functions. Someservices go with the "all-or-nothing" approach, requiring that they

handle all your HR functions or none at all. Others offer theirservices "a la carte," meaning employer can pick and choose fromthe HR consulting services they offer. The HR consulting portfolio

-may include features like payroll administration, employee

Benefits, human resource management, risk management.


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LEADING JOB PORTALS

Naukri

Monster

India

TimesJobs

ClickJobs

JobsAhead

LatestJobsIndia

ShineJobs


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SERVICES OF HRCONSULTANCY

Conducting HR audits

Dealing with employee relations issues including disciplinary, grievance or performancemanagement problems

Drafting Contracts of Employment and Employee Handbooks

Formulating policies and procedures to suit your business

Assisting recruitment and selection processes

Designing and delivering induction programmes, performance appraisal schemes etc

Developing and delivering a range of bespoke training programmes in areas such as: performancemanagement; conducting grievance and disciplinary hearings; appraisal and supervisory skills

Interim HR Management


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THANK YOU

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