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HRM Auditing – Principles, Practice and Process
1. HRM AUDITING – PRINCIPLES,
PRACTICE AND PROCESS
CHARLES COTTER Ph.D. candidate, MBA, B.A (Hons), B.A
www.slideshare.net/CharlesCotter
IMPLATS, SPRINGS
21-22 SEPTEMBER 2017
2. 2-DAY, TRAINING PROGRAMME
OVERVIEW
• Introduction and Preview
• HRM Auditing – Principles and Practices
• HRM Auditing Process
• Case Study
• Conclusion and Review
6. INTRODUCTORY LEARNING ACTIVITY
• Refer to page 3 of the Learner Manual
• Complete the following statement by inserting one (1) word.
As a HR Manager, in order to effectively conduct a HRM
audit at Implats, I need to/to
be…………………………………………………………………..
• Jot this word down and find other learners who have
written down the same word.
• Write this word down on the flip-chart. Each learner will be
allowed the opportunity to elaborate on their respective
choice of words.
7. THE FUNDAMENTALS OF HRM
AUDITING
• Defining a HRM Audit
• The driving forces of HRM Auditing
• The purpose, objectives and functions of HRM
Auditing
• Benefits and costs (drawbacks) of HRM Auditing
8. ORIGIN OF THE WORD, “AUDIT”
• The word audit originates from the Latin word
‘audire’ which means to “listen”.
• An audit is a systematic, objective risk
management tool for how well the workplace is
complying with regulatory and policy requirements.
9. DEFINING HRM AUDIT
• An HR Audit as “an intensely objective look at the company’s HR policies,
practices, procedures and strategies in order to protect the company,
establish best practices and identify opportunities for improvement.”
(SHRM)
• A Human Resources Audit is a review of current Human Resources
practices, policies, procedures, documentation and systems and will assist
you to identify strengths and needs for improvement.
• It will provide direction and recommend the courses of action to be taken
to ensure compliance with ever-changing laws, rules and regulations.
• A HR audit is a way to diagnose problems in a company’s HR department.
• Auditing is evidence based.
10. DRIVING FORCES OF HRM AUDITING
• Alignment of HR strategies and practices with strategic objectives of the
organization;
• Managing employment practice liability risks;
• Government compliance (skills audit);
• Understanding and determining the impact of HR policies, procedures and
practices;
• People investments need to be quantified to demonstrate a return on
investment; and
• Roughly, over two-thirds of an organization’s money is spent on people.
13. MAIN GOALS OF HRM AUDIT
• The goal is the independent and objective evaluation
of the efficiency and quality of a company´s HR
management, including its compliance with the legal
requirements of employment.
• Determine whether company's employment-related
materials and practices are complying with the law
and the employer's own policies; and
• Identify and bring into compliance, any area that may
not be in compliance. An audit should identify what the
employer is doing right or wrong, as well as grey areas
that could use improvement.
14.
15. 5 C’s – THE KEY
BENEFITS OF A HRM
AUDIT
• Compliance
+
• Competitive
+
• Cash
+
• Credibility
+
• Competence
= Clean HRM Audit
17. 8 CRITICAL SUCCESS FACTORS OF HRM
AUDITING
• #1: Organizational readiness for HRM Auditing
• #2: Adequate resources
• #3: The right people
• #4: The audit requires the support of all trade unions and key role players in the SBU
• #5: Guided by a policy
• #6: Under the supervision of a subject matter expert.
• #7: The auditing of HR should be put in the HR calendar and should synchronise properly
with other business processes in the organization
• #8: Senior management commitment and support and the general co-operation of key
stakeholders
18. 10 KEY PRINCIPLES OF HRM AUDITING
• #1: Need for independence;
• #2: Audit activities should be budgeted for properly;
• #3: Acknowledgement that there are many types of
audits;
• #4: Each type of an HR audit has its own purpose and
objectives;
• #5: Establish timeframes for every phase/step of the
audit;
19. 10 KEY PRINCIPLES OF HRM AUDITING
• #6: Training of auditors is a must;
• #7: Set standards for the HR Audits;
• #8: Agreement on reporting template;
• #9: Auditors should sign a confidentiality agreement;
and
• #10: Auditors should agree beforehand on
communication strategy.
20. LEARNING ACTIVITY
1
• Build a business case for efficient
and effective HRM Auditing by
performing a cost-benefit analysis
at Implats.
• By referring to the 8 CSF’s and 10
Key Principles, critically review and
evaluate current HRM Auditing
practices. Identify gaps and
recommend improvement
strategies.
• Present a summary of group
discussion
21. 70-20-10%
APPROACH TO
HRM AUDITING
• Primary - HRM Audit
conducted by HRM
department (70%)
• Secondary – HRM Audit
conducted by
internal/external audit
(20%)
• Tertiary – HRM Audit
conducted by external
verifier and/or
professional authority e.g.
SABPP (10%)
23. THE SCOPE OF HRM AUDITING
• Evaluation of the organization’s operational HR policies,
practices and processes and their effectiveness in achieving
strategic organizational goals.
• Assessment of current HR metrics for reasonableness and
results.
Efficient
Effective
Ethical
Economic use of talent to achieve organizational goals.
24.
25.
26. TYPES OF HR AUDITS
• Skills audits;
• Effectiveness audits;
• Performance audits;
• Value-add audit;
• Cultural audits;
• HR systems audit;
• Compliance;
• Best Practices;
• Strategic;
• Function-Specific
30. HRM AUDITING PROCESS
• Design and develop HR policies, procedures and
practices for your organization;
• Assess current HR policies, procedures and
practices against set criteria;
• Analyse the results from evidence; and
• Take action: to close gaps,
make recommendations/set improvement goals.
33. HRM AUDIT ACTION
PLAN
• Phase 1:
Foundational/Initiation
• Phase 2: Assessment
• Phase 3: Concluding and
Reporting
34. PHASE 1:
FOUNDATIONAL/INITIATION
• Audit set-up actions
• Audit planning actions
Determine the purpose and objectives of the audit
Determine the scope of the audit
Determine the organizational components to be audited
Determine the auditing tool to be used
Determine costs and resources needed to perform the
audit
Determine audit team governance
35. LEARNING ACTIVITY
2
• Apply phase 1:
Foundational/Initiation
of the HRM Auditing
process at Implats.
Audit set-up actions
Audit Planning actions
• Present a summary of
group discussion
36. PHASE 2: ASSESSMENT
• General comments
• Identify key organizational metrics - determine
employment issues accountability
• Formulating auditing methodology and tools
• Developing a checklist (Refer to Annexure A)
37.
38. LEARNING ACTIVITY
3
• Apply phase 2:
Conducting the
Assessment of the HRM
Audit cycle at Implats.
• Refer to Annexure A
• Present a summary of
group discussion
39. PHASE 3: CONCLUDING AND REPORTING
• Report preparation
• Report presentation
Quantify your results - start with outcomes
Include an executive summary
Identify risks
Identify and prioritize solutions to problems identify. Where
possible, frame your solutions from a bottom line perspective,
i.e., Calculate the benefits and costs of proposed solutions
Evaluate and discuss the organizational, financial and employee
relations impact of action or inaction
• Develop a HR improvement plan
43. LEARNING ACTIVITY
4
• Apply phase 3:
Concluding and
Reporting of the HRM
Audit cycle at Implats.
• Present a summary of
group discussion
44.
45. CASE STUDY: STREAMLINING HRM AUDITING
AND RISK MANAGEMENT (24 HOUR FITNESS)
• Refer to and review pages 55-57
Timeliness of the reports
Accuracy of the information
Customer Service
Compliance
• “By working closely with our new partner, we finally
achieved what every HR team longs for: more time to
devote to meaningful strategic human resource
initiatives.”
46. LEARNING ACTIVITY
5
• Identify and discuss the
critical success factors
that 24 Hour Fitness
applied in terms of
HRM Auditing and Risk
Management.
• What HRM auditing
best practice guidelines
and lessons can be
drawn from 24 Hour
Fitness?