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