Post on 11-Nov-2014
description
HRD Audit
SUBMITTED BY-SATYAJEET SUMANSAMEER SARDANASUKRIT CHANDRASUMEET AASHISH ARORASHEKHAR MALHOTRARAVINDRA SINGH ATWAL
Start to End...
"The unexamined work life is not worth living."
“The things that get measured gets managed”
Socrates’ (469-399 BC)
Kaplan (2000)
What is HRD?...
HRD is any process or activity that, either initially or over the longer-term, has the potential to develop adults work-based knowledge, expertise, productivity, & satisfaction, whether for personal or group/team gains or for the benefit of an organisation, community nation or ultimately the whole humanity
- Mclean & Mclean
What is HRD?...
Competence Building
Commitment Building
Culture Building
What ?...
An HRD Audit is like an annual health check-up, it plays a vital role in instilling a sense of confidence in the Management and the HR functions of an organisation.
What is HRD Audit?...
HRD Audit is a comprehensive evaluation of the existing HRD
Structure, Strategies, Systems, Styles, Skills / Competencies & Culture
and their appropriateness to achieve the short-term and long-term goals of the organisation.
HR Audit v/s HRD Audit...
HRD Audit is evaluation of only few activities :-
• Strategies, • Structure, • Systems, • Styles• Skills & Competencies• Culture
HR Audit is a comprehensive evaluation of the entire gamut of HR activities :-
• HR Cost• HRD activities• Health, Env. & Safety • Legal Compliance• Quality• Compensation & Benefits
How ?...
In HRD Audit the skills, styles, systems, strategies, structure is studied and analysed using a variety of methodologies like interviews, (Individual and group, Top Management, Line Managers,
HRD Staff, Workmen and others) questionnaires, observations, available records, workshops etc.
This evaluation helps the organisation have a clear understanding of the lacunae and better align the HR processes with business goals.
Why ?...
Organisations undertake HR audits for many reasons :
To make the HR function business-driven. Change of leadership. To take stock of things & to improve HRD for expanding,
diversifying, & entering into a fast growth phase. For growth & diversification. For promoting professionalism among employees & to
switch over to professional Management. To find out the reasons for low productivity & improve HRD
strategies. Dissatisfaction with a particular component. To become employer of choice.
Role of HRD Audit in Business Improvements…
HRD audit is cost effective.
It can give many insights into a company's affairs.
It could get the top management to think in terms of strategic and long term business plans.
Changes in the styles of top management
Role clarity of HRD Department and the role of line managers in HRD
Role of HRD Audit in Business Improvements…
Improvements in HRD systems
Increased focus on human resources and human competencies
Better recruitment policies and more professional staff
More planning and more cost effective training
Strengthening accountabilities through appraisal systems and other mechanisms
HRD Score Card…
This model is based on the assumption that:
Competent and committed employees are
needed to provide quality products & services at competitive rates & ways that enhance customer satisfaction.
HRD Score Card…
These four indices consist of the four pillars of HRD effectiveness. All the four dimensions are assessed using following ten point rating system.
A* Highest Score and Highest Maturity Level A Very High Maturity level B* High Maturity Level B Moderately High Maturity Level C* Moderate Maturity Level C Moderately low Maturity level D* Low Maturity Level D Very low Maturity level F Not at all present
U Ungraded
Name of the Organisation ABC
HRD System Maturity Grade
HRD Competence Score
HRD Culture Grade
Business Linkage Grade
Overall HRD Maturity rating
B* C B* B B*CB*B
Components to be audited
HRD Systems Maturity…
The HRD systems maturity assesses the extent to which various HRD subsystems and tools are well designed & are being implemented.
The systems should be appropriate and relevant to business goals.
It should focus on current and future needs of the corporation.
The HRD strategies and systems should flow from the corporate strategies.
HRD Systems Maturity…
The systems should be well designed and should have a structural maturity.
They should be implemented well. The employees should be taking them seriously implemented
well. The employees should be taking them seriously and follow
meticulously what has been envisaged in each system.
The overheads of implementation should be low.
The subsystems should be well integrated and should have internal synergy.
They should be adequate and should take care of the HRD requirements of the organisation.
HRD Systems Maturity…
The following subsystems are assessed and depending upon the extent to which they meet the requirements a score is assigned.
Manpower planning and recruitment
Performance Management Systems
Feedback and Coaching Mechanisms
Training
Career development and Succession planning
HRD Systems Maturity…
Job-rotation
OD Interventions
HR Information systems
Worker Development methods and systems
HR Information Systems
Potential Appraisal and Development Other subsystems if any
HRD Competencies in the Corporation…
This dimension indicates the extent to which HRD competencies are well developed in the organisation.
The HRD Staff
The Top Management
Line managers and Supervisory Staff
Union and Association leaders
Workmen, Operators and Grass root level employees
HRD Competencies in the Corporation…
Each of the groups is assessed on :
The level of HRD skills they possess
Their attitudes and support to learning and their own development
Extent to which they facilitate learning among others in the corporation and those who work with them.
Their attitudes and support to HRD function and systems
Internal efficiency of the HRD function (HRD Department)
HRD Staff…
How professionally qualified are they?
Do they seem to demonstrate adequate knowledge base? Are adequately trained in the appropriate HRD systems? Are they sensitive to internal customer requirements?
How good is their skill base in implementing various systems?
Do they demonstrate OCTAPACE values?
Are they quality conscious?
HRD Staff…
Are they familiar with the business goals of the corporation?
Are they cost conscious?
Are they empathetic?
Do they spend adequate time trying to understand the requirements of all categories of employees?
Top Management…
Do they understand HRD and its significance in achieving business goals?
How supportive are they of HRD interventions and values?
Are their leadership styles facilitative of a learning culture?
Are they willing to give the time needed for HRD?
How well do they subscribe to the HRD values like the OCTAPACE values?
How well do they practice HRD values.
How committed are they to create a learning culture in the organisation?
Do they invest their time, effort and energies in employee development?
Line Managers and Supervisory Staff…
How much do they understand the significance of HRD?
Are they interested and motivated to develop themselves?
Are they willing to spend their time and effort in
developing their subordinates?
How supportive are they of HRD efforts?
Do they have listening and other skills required facilitating development of their juniors?
Union and Association Leaders…
How much developmental role are they playing?
Do they see their own role in HRD?
Are they committed to create a learning organisation? Are they willing to promote employee development? Are they positive in their approach and perceive their own
roles a supportive of organisation building?
Do they perceive the significance of Employee development for organisation building?
HRD Function…
Adequacy of manpower
Appropriateness of the structure
Cost consciousness of staff
Quality consciousness of the HRD staff
Responsiveness of the HRD department to the needs of employees, Managers, Staff, Workmen, Union Leaders?
Level of Internal customer satisfaction
Internal operational efficiency of the department?
Level of internal synergy among staff?
Are they the first to implement HRD systems? Do they implement them in an exemplary way?
HRD Competencies in the Corporation…
A HRD Competency maturity core is assigned on the basis of the competency levels of all categories.
A* = All categories of employees have extremely high competence base in HRD (knowledge, attitudes, values and skills) and the HRD department has a high internal efficiency and satisfaction levels.
B = The competence levels of every group is at an acceptable level and the internal efficiency of the HRD department and the internal customer satisfaction are acceptable levels.
D = The competencies of more than one group are below acceptable levels and/or the HRD department is not internally efficient and does not meet the requirements of the minimum internal customer satisfaction.
F = Total failure on almost
HRD Styles, Culture and Values…
The extent to which the leadership and managerial styles are empowering and competence building is assessed by studying the leadership and supervisory styles.
The extent to which the HRD culture and values are practised and stabilised in the corporation are measured.
The HRD culture is culture that promotes Human potential development.
It is also a culture that promotes a learning organisation.
Business Relevance of HRD…
This score indicates the extent to which HRD efforts (tools, processes, culture etc.) are driven to achieve business goals.
The business goals includes: Business Excellence including profitability and other
outcomes the organization is expected to achieve; Internal operational efficiencies; Internal Customer satisfaction; External Customer satisfaction; Employee motivation and commitment; Cost effectiveness and cost consciousness among
employees; Quality orientation;