HRD AUDIT

VISWAS KURUVILLA
S3 MBA

DEFINITION
HRD

Audit is a comprehensive
evaluation of human resource
development encompassing
strategies, systems, practices,
structures, competencies, styles and
culture and their appropriateness to
achieve the short and long term
business goals of the organisation
- Dr.
T. V Rao

OBJECTIVES AND
PURPOSES
Organisational

growth
Professional endowment
Benchmarking
Coping with dissatisfaction
Leadership change

METHODS OF HRD AUDIT

Interview

method
Questionnaire method
Observation method
Analysis of records and secondary
data method
Workshop method
Task forces method

Interview method
Top

management and senior

management
Working style and organisational culture
Goals and readiness to pursue them

Representative
Vision
Mission
Culture
SWOT

employees

Questionnaire Method
Q

must be reliable and valid

Provided to a representative sample
Questionnaire assess
Competency of HRD staf
Line managers style
Implementation of HRD systems

Observation method
Observation

in the natural

environment
Canteen
Training centres
Residential colony
Workplace

Assess

conduciveness of
environment

Analysis of records and

Secondary data
Secondary

data

Training programmes conducted

Frequency of the programmes
Duration of training
Evaluation of training
Manner of assessment of training needs

Workshop method
Large

number of employees
Gathered into a single room
Divided into groups
SWOT Analysis conducted on
diferent dimensions of HRD by each
group
Presentation by each group
Discussion and suggestions

Task forces method

Task

force constituted
Purpose - To identify, evaluate and
recommend solutions to HRD issues
HRD Auditor develops on the results

ROLE OF HRD AUDIT

Cost

efective
Provide insight into organisations afairs
Promotes strategic leverages long term
thinking by the top
Modifies style of top management
Role clarity
Improves HRD Systems
Develops competencies
Efective recruitment more professional staf
Efective training reduced cost of training
Enhancing accountability through appraisals

STRUCTURE OF HRD AUDIT

REPORT
Introduction
Current status of HRD Function
General observation
HRD Systems
Recommendations and suggestions

Introduction - 1
Organisation
Characteristics
Objective and purpose of HRD Audit
Tools and methods employed
Description of the HRD Systems

framework
Future plans of the organisation

Current status of HRD

function - 2
Structure

and staffing of HRD

function
Objective and skills
Instruments and mechanisms
employed
SWOT

General observation - 3
SWOT

in relation to its competencies

Future potential
Future competitors
Factors afecting the HRD culture
Factors afecting commitment

HRD Systems - 4
Describes

the findings relating to

HRP
Career planning
Performance practices
Succession practices
Evaluation of performance
Organisation development initiatives
Organisational culture

Recommendations and
Suggestions - 5
This

includes the various suggestions

and recommendations to improve
the HRD policies, programmes,
practices and strategies of the
organisation.

HRD Score card

Assigns

a four letter rating based on

the level of maturity of the HRD
system in an organisation
HRD systems maturity
HRD competencies in the organisation
HRD styles, culture and values
Business linkages with HRD

BENEFITS OF HRD AUDIT

Fostering

strategic business plans

Clarity of role of HRD function
Organisational competency analysis (SWOT)
HRD systems analysis
Changes in the style of the top management
ROI Analysis
Increased focus on HR and human
competencies
Strengthening performance improvement
mechanisms