HRD Audit HRD Audit Instruments: Instruments: ‘‘QuestionnairQuestionnair

es’es’Prepared By:Suvidha S. Pawar

Submitted To:Prof. Rahul Dalvi

CONTENTSCONTENTS What Is HRD Audit? Methodology Adopted Introduction HRD Audit Questionnaire HRD Climate Survey Training Effectiveness Questionnaires Performance Planning, Analysis And

Development Questionnaires Effective Counsellor Attitudes. Supervisory And Leadership Beliefs

Questionnaires. The TVRLS-HRD-LOC inventory TVRLS-HRD-KA Test HRD Profile Questionnaires

What is HRD Audit?What is HRD Audit?

It is a Comprehensive Evaluation of Human Resource Development and their appropriateness to achieve the short term and long term business goals of the organization.

Methodology Adopted Methodology Adopted

Interviews Observation Questionnaires Analysis of

records and secondary data

IntroductionIntroduction This comprehensive HRD

audit questionnaire was prepared by T.V.Rao and Dr. Uday Pareek.

250 items; 90 minutes. Attempts to assess various

dimensions of HRD including the competency base for HRD staff, Styles of line managers, implementation of various HRD systems, etc.

Introduction Contd…Introduction Contd… Measure various aspects of HRD and

provide inputs more appropriately for the HRD score card.

Questionnaires are used to measure: HRD systems and their effectiveness

comprehensively as well as individually. Effective performance by various activities

by HRD department. HRD competencies of HRD Staff. HRD styles of Line Managers and HR staff. HRD culture.

HRD Audit HRD Audit QuestionnaireQuestionnaire

This is the most comprehensive questionnaire available for HRD audit .

Administered to line managers and HRD staff.

Can also administered to all employees or on sample depending upon exhaustiveness intended by the organization.

A. Career SystemA1.Manpower planning & recruitment 12A2. Potential appraisal and promotions 10A3. Career planning and development 7B. Work PlanningB1. Role Analysis 10 B2. Contextual Analysis 10 B3. Performance Appraisal systems 18C. Development SystemC1. Learning systems/ Training questionnaires 28 C2. Performance guidance and development 15C3. Other mechanisms 10C4.Worker development 6D. Self-renewal systemsD1. Role Efficacy 10

D2. Organization development 11 D3.Action Oriented research 10E. HRDE1. HRD climate/ Top management commitment 18E2. Values in the organization 10E3. Quality orientation 12E4. Rewards and recognition 8E5. Information 14E6. Communication 12E7. Empowerment 10F. HRD function 14G. Strengths, weaknesses and suggestions

3 Total 258

Sections of QuestionnairesSections of QuestionnairesDimensions No. of

Items

Mapping The HRD Mapping The HRD Practices ProfilePractices Profile

102 activities Objective of questionnaire is to assess the

degree to which these activities are performed as well as the degree of effectiveness.

Organizations with good HRD practices seem to perform a large number of these activities.

When all these activities are performed, it is obvious that the organization is in sound health.

Map Your HRD Practice Map Your HRD Practice ProfileProfile

1= This activity is not being performed at all currently by the HR department;

2= This is being performed but performed very inadequately;

3= This is being performed inadequately and needs to be performed slightly more or better;

4= This is being performed just adequately, meets expectations;

5 = This activity is being performed rather well, just above expectations;

6= This activity is being performed very well and far above expectations.

Checklist of HRD Checklist of HRD activities- activities- Performance Performance AssessmentAssessment HRD philosophy and liaison with top

management. Developing and articulating the HR philosophy for

the organization. Creating development motivation in line

managers. Arranging talks or seminars by outsiders on HRD and the role of line managers. Using In-house newsletters to create a learning

environment. Strengthening HRD climate through HRD

systems. Designing development- oriented appraisal

system Periodically reviewing the implementation of

appraisal system.

Contd…….Contd……. Directing HRD efforts to the goals and

strategies of the organization Understanding and clarifying the business goals and

strategies planned by an organization.

Monitoring HRD implementation. Designing questionnaires for monitoring the effective

implementation of various systems.

Human process research Conducting surveys of the learning environment and

HRD climate in the organization.

Contd…….Contd……. Influencing personnel policies.

Helping to formulate personnel policies that create a positive climate (Ex. Healthy competition) and enhance employee motivation and contribute to good quality of work life.

Personal policies: transfer, leaves, perks, increments, work conditions etc

Creating business linkages and synergy with other systems and processes. Conducting employee satisfaction surveys and using data

from them to plan interventions to ensure high level of motivation among employees.

Networking and benchmarking. Networking with HRD staff of other organizations for

benchmarking and learning from them

HRD Climate SurveyHRD Climate Survey

An optimum level of ‘development climate’ is essential for facilitating HRD.

Tendencies & Attributes: Tendencies of Top management. Perception: Developing competencies in the employee is

the job of every manager, supervisor. Faith in the capability of people. Open in communication. Encourage risk taking. Team spirit Supportive personnel policies

AdministrationAdministration

5 point scale Administered especially to supervisory &

managerial staff Range: 0-156

Above 114 = Good HRD climate Closer to 150 = Excellent climate Below 76 = Considerable scope for improvement Scores of all respondents may be analyzed

item- wise and areas needing improvement should be identified and discussed in small groups.

‘‘Training Effectiveness’ Training Effectiveness’ QuestionnairesQuestionnaires

Intended to assess the effectiveness of the training function in an organization.

Training to be effective, it has to be need based, well planned, evaluated, monitored and used.

Measures the extent to which training function is effective in an organization.

AdministrationAdministration

Can be administered to line managers & HRD staff

Results analyzed to review effectiveness of training function.

Range: 0-100 Above 75 = training function is effective in an

organization.

Performance Planning, Performance Planning, Analysis And Analysis And Development Development QuestionnairesQuestionnaires

Performance Appraisal Effective Questionnaires

Aims at assessing the extent to which the Performance Appraisal System in an organization is HRD oriented.

First part: Component of appraisal system are assessed

Second part: Implementation of development oriented appraisal system is assessed.

AdministrationAdministration

Administered to managers/ employees covered by the appraisal system.

Responses tabulated & analyzed item-wise.

Items with low scores- identified for discussion to improve appraisal system.

Effective Counsellor Effective Counsellor AttitudesAttitudes

Every line manager should have Counselling or helping skills.

Helps to manage the staff effectively & also contribute to their development.

Benefits of these skills for managers: Bring close to their subordinates. Understand them better Motivate them

Counselling skills are based on: Listening skills Empathy & faith in people and their competencies Positive attitude Openness Self disclosure Receptivity to feedback

AdministrationAdministration

Administered to line managers Scores above 75 - effective

counsellor attitudes Below 75- identifies items which

need to be improved

Supervisory And Supervisory And Leadership Beliefs Leadership Beliefs QuestionnairesQuestionnaires

One of the most important task of manager is to manage human resources.

The effectiveness of manager depends upon; interaction with subordinates and his management style.

Management styles: Benevolent Critical Developmental Institutional

Responses from 360 Responses from 360 degree feedbackdegree feedback

1. Beliefs about subordinates.2. Organizational and

personal goals.3. Vision.4. Support.5. Mistakes.6. Conflicts.7. Decision making.8. Communication9. Initiative

The TVRLS-HRD-The TVRLS-HRD-LOC inventoryLOC inventory

TVRLS- T.V. Rao Learning System Pvt Ltd. The TVRLS-HRD-LOC inventory measures the

extent to which the HRD manager or HRD staff member is internally oriented or externally oriented.

Internally oriented- Having self belief that they can make significant impact & make things happen, dynamic, hard working.

Externally oriented- Believes that things happening to them or others in their organization are influencing factors beyond their control; less likely to put an extra effort & dynamism

TVRLS-HRD-KA TestTVRLS-HRD-KA Test

Measures HRD Knowledge & Attitudes.

This test measures the extent to which the candidate has Professional knowledge of HRD

HRD Profile HRD Profile Questionnaires Questionnaires

Used to assess the professional preparation required by HRD managers.

Questionnaires Format: Name Organization Gender Educational qualification Experience relating to HRD List of training programmes attended so far Membership of professional bodies related to HR Assessment of professional preparation for HRD roles

Thank You