HRM Audit Road-map_5 6 September 2013

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The best practice process, principles and practice of conducting a comprehensive HRM Audit

Transcript of HRM Audit Road-map_5 6 September 2013

HR AUDIT ROAD-MAP

HR AUDIT ROAD-MAP

CROWNE PLAZA HOTEL, ROSEBANK

5-6 SEPTEMBER 2013

CHARLES COTTER

12-DAY TRAINING PROGRAMME OVERVIEWINTRODUCTION

THE FUNDAMENTALS OF HRM AUDITING

THE SCOPE OF HRM AUDITING

THE PROCESS OF HRM AUDITING

INTRODUCTIONHow does a firm know if its human resource practices have an impact on business results?

..most professional service firms and organizations complete an extensive audit of their financial statements on an annual basis, but the programmes involving people, such as recruiting, training or pay-for-performance are seldom given the same scrutiny.

..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.

COMPLETE THE INTRODUCTORY LEARNING ACTIVITY

THE FUNDAMENTALS OF HRM AUDITINGDEFINING HRM AUDITING

THE DRIVING FORCES OF HRM AUDITING

THE PURPOSE AND OBJECTIVES OF HRM AUDITING

THE BENEFITS OF HRM AUDITING

POTENTIAL DRAWBACKS OF HRM AUDITS

THE CRITICAL SUCCESS FACTORS OF HRM AUDITING

THE PRINCIPLES OF EFFECTIVE HRM AUDITING

PURPOSES OF HRM AUDITINGVALUE

COMPLIANCE

RISK

PURPOSES OF HRM AUDITINGVALUE STRATEGIC (ROI); OPERATIONAL (EFFECTIVENESS); ADMINISTRATIVE (EFFICIENCY) AND RESOURCE OPTIMIZATION (ECONOMICAL)

COMPLIANCE LEGISLATIVE AND ORGANIZATIONAL POLICY

RISK PEOPLE AND RELATED E.G. OHS

BENEFITS OF HRM AUDITING

THE PRINCIPLES OF EFFECTIVE HRM AUDITING

NEED FOR INDEPENDENCE;

AUDIT ACTIVITIES SHOULD BE BUDGETEDFOR PROPERLY;

ACKNOWLEDGEMENT THAT THERE AREMANY TYPES OF AUDITS;

EACH TYPE OF AN HR AUDIT HAS ITS OWN PURPOSE AND OBJECTIVES;

ESTABLISH TIMEFRAMES FOR EVERY PHASE/STEP OF THE AUDIT;

TRAINING OF AUDITORS IS A MUST;

SET STANDARDS FOR THE HR AUDITS;

AGREE ON REPORTING TEMPLATE;

AUDITORS SHOULD SIGN A CONFIDENTIALITY AGREEMENT; AND

AUDITORS SHOULD AGREE BEFOREHANDON COMMUNICATION STRATEGY.

LEARNING ACTIVITY 1COMPLETE THIS ACTIVITY (PAGES 21-22) IN SYNDICATE GROUPS

COST-BENEFIT ANALYSIS OF HRM AUDITING

GAP ANALYSIS OF CURRENT HRM AUDITING PRACTICES

NOMINATE A SPOKESPERSON TO PROVIDE A SUMMATION OF YOUR SYNDICATE GROUP DISCUSSION

THE SCOPE OF HRM AUDITINGTHE HR ELEMENTS/FOCAL POINTS WITHIN THE SCOPE OF HRM AUDITS

TYPES OF AUDITS

COMMON AREAS FOR HRM AUDITING

THE SCOPE OF HRM AUDITING

COMMON AREAS OF HRM AUDITINGHRM AND RELATED

HRD AND RELATED

HR INFORMATION SYSTEMS

THE SERVICE ROLE OF HR

HR LEGISLATIVE COMPLIANCE

THE STRATEGIC ROLE OF HR

HRM AUDIT MEASURESHR PLANNING

RESOURCING RECRUITMENT EFFICIENCY AND EFFECTIVENESS

COMPENSATION AND BENEFITS MEASURES

ORIENTATION/ON-BOARDING

EMPLOYEE COUNSELING AND DISCIPLINARY COSTS

LOST TIME COSTS

EMPLOYEE TURNOVER RATES

TRAINING AND DEVELOPMENT COSTS E.G. ROI

ORGANIZATIONAL DEVELOPMENT AND CHANGE MANAGEMENT

SABPP NATIONAL HR STANDARDSREFER TO ANNEXURE:

Strategic HR ManagementTalent ManagementHR Risk ManagementWorkforce PlanningLearning & DevelopmentPerformance ManagementRewardEmployee WellnessEmployment Relations ManagementOrganization DevelopmentHR Service DeliveryHR TechnologyHR Measurement

LEARNING ACTIVITY 2 COMPLETE THIS ACTIVITY (PAGE 43) IN SYNDICATE GROUPS

IDENTIFY THE SCOPE (FOCAL AREAS) OF A HRM AUDIT

DEVELOP HRM AUDIT MEASURES FOR EACH OF THESE FOCAL AREAS

NOMINATE A SPOKESPERSON TO PROVIDE A SUMMATION OF YOUR SYNDICATE GROUP DISCUSSION

HRM AUDITING PROCESSPHASE 1: FOUNDATIONAL/INITIATION

PHASE 2: ASSESSMENT

PHASE 3: CONCLUDING AND REPORTING

OVERVIEW OF THE GENERIC HRM AUDITING PROCESSDESIGN 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, MAKERECOMMENDATIONS/ SETIMPROVEMENT GOALS.

HRM AUDITING PROCESS ILLUSTRATED

HRM AUDITING PROCESS ILLUSTRATED

PHASE 1: FOUNDATIONAL/INITIATIONAUDIT SET-UP ACTIONS

AUDIT PLANNING ACTIONS

Determine the purpose and objectives of the auditDetermine the scope of the auditDetermine the organizational components to be auditedDetermine the auditing tool to be usedDetermine costs and resources needed to perform the audit Determine audit team governance

LEARNING ACTIVITY 3 COMPLETE THIS ACTIVITY (PAGES 56-57) IN SYNDICATE GROUPS

APPLY PHASE 1: FOUNDATIONAL/INITIATION OF THE 3-STEP HRM AUDIT CYCLE

NOMINATE A SPOKESPERSON TO PROVIDE A SUMMATION OF YOUR SYNDICATE GROUP DISCUSSION

PHASE 2: ASSESSMENT

GENERAL COMMENTS

IDENTIFY KEY ORGANIZATIONAL METRICS - DETERMINE EMPLOYMENT ISSUES ACCOUNTABILITY

DEVELOPING A CHECKLIST

REFER TO THE ATTACHED ANNEXURE: HUMAN RESOURCES BEST PRACTICE AUDIT AND NEEDS ASSESSMENT TOOL

FORMULATING AUDITING METHODOLOGY AND TOOLS

LEARNING ACTIVITY 4 COMPLETE THIS ACTIVITY (PAGES 60-61) IN SYNDICATE GROUPS

APPLY PHASE 2: ASSESSMENT OF THE 3-STEP HRM AUDIT CYCLE

NOMINATE A SPOKESPERSON TO PROVIDE A SUMMATION OF YOUR SYNDICATE GROUP DISCUSSION

PHASE 3: CONCLUDING AND REPORTING

REPORT PREPARATION

REPORT PRESENTATION

QUANTIFY YOUR RESULTS - START WITH OUTCOMESINCLUDE AN EXECUTIVE SUMMARYIDENTIFY RISKSIDENTIFY 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 SOLUTIONSEVALUATE AND DISCUSS THE ORGANIZATIONAL, FINANCIAL AND EMPLOYEE RELATIONS IMPACT OF ACTION OR INACTION

DEVELOP A HR IMPROVEMENT PLAN

LEARNING ACTIVITY 5 COMPLETE THIS ACTIVITY (PAGE 63) IN SYNDICATE GROUPS

APPLY PHASE 3: CONCLUDING AND REPORTING OF THE 3-STEP HRM AUDIT CYCLE

NOMINATE A SPOKESPERSON TO PROVIDE A SUMMATION OF YOUR SYNDICATE GROUP DISCUSSION

CONCLUSION SUMMARY OF KEY LEARNING POINTS

QUESTIONS

FINALIZATION OF TRAINING ADMINISTRATION

THANK YOU

GOOD LUCK WITH YOUR ORGANIZATIONAL HRM AUDIT

CONTACT DETAILSCHARLES COTTER

084 562 9446

charlescot@polka.co.za

LINKED IN

TWITTER: Charles_Cotter