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HRD AUDIT FOR BUSINESSHRD AUDIT FOR BUSINESS

PRACTICESPRACTICES

 MEENAL A. MORE  MEENAL A. MORE 

ROLL NOROLL NO -- 3636

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HRD SYSTEMS

HRD

SYSTEMS

Career System

Work 

Planning

System

Development

System

Self 

Renewal

System

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SUB SYSTEMSSUB SYSTEMS

Manpower planningManpower planning

InductionInduction

TrainingTraining

Performance appraisalsPerformance appraisals

Career planningCareer planning Job rotationJob rotation

Organization culture buildingOrganization culture building

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HRD AUDIT FOR COMPANY ZHRD AUDIT FOR COMPANY Z

Company Methodology HRD

Structure

HRD staff 

Z 40 Sr manager interviewed

100 Cross sectional manager 

interviewed

HRD audit questionnaires

were administrated to 120 

line managers

Evaluation of hrd staff,

20 members

are assignedto various

departments

Average age of 

employee in Hrddepartment is 45

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HRD SYSTEMS

of company Z

FINDINGS Of HRD AUDIT OF COMPANY Z

Recruitment Line managers were not happy with the speed &responsiveness of entire recruitment procedures

Promises made at the time of recruitment were

not translated into action later 

Induction  Not well structured, no induction manual

Senior managers did not take any interest in

induction process

Performanceappraisal

 No transparency in the systemThe line managers were not trained to conduct

 performance review discussion.

Career Planning«««««««««« 

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HRD SYSTEMS of 

company Z

FINDINGS Of HRD AUDIT

Job rotation

 Not linked with career planning & career growth

Disruption Of  Schedules

Training

There is no systematic effort made tocompetence development through

training

 No annual training schedule or 

calendar 

Organizational

culture &

culture building

High level of bureaucracy

 No social gathering

Seniors were too busy to guide juniors

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HRD SYSTEMS of 

company Z

Recommendation Of HRD AUDIT

Recruitment Develop proper manpower plans with inputsfrom departmental heads

Develop Recruitment policy

Train line managers in Recruitment &

selection techniques.

Induction A new joinees should be also given details

about his / her job responsibilities

Performanceappraisal

A complete review & shift in emphasis onmere appraisal to Employee Development

Training of line managers in the use of PA

Career Planning Providing career related information

Succession Planning for all strategic role

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HRD SYSTEMS RECOMMENDATION OF HRD AUDIT

Jobrotation

Develop job rotation policy in tune with

 business goals of organizations

Training Work closely with line managers to determine

training needsEvaluate impact of training

Organization

al culture &

culture

building

Senior executives need to be oriented

towards significance of the HRD

functions.

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 THANK  THANK 

 YOU YOU