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•Comparative Approach
•Outside Authority Approach
•Statistical Approach
•Compliance Approach
•Management by Objectives(MBO)
Approach
•COMPARATIVE APPROACH
In this, auditors identify Competitor Company as the
model. The results of their organization are compared
with that Competitor Company.
•STATISTICAL APPROACH
In this, Statistical measures are performed and
developed considering the company’s existing
information.
•COMPLIANCE APPROACH
In this, auditors review past actions to calculate
whether those activities comply with legal requirements
and industry policies and procedures.
•MANAGEMENT BY OBJECTIVES(MBO)
APPROACH
This approach creates specific goals, against which
performance can be measured, to arrive at final
decision about organization’s actual performance with
the set objectives.
• Defined • Too operaqtional
recruitment
process
• Good manual
records
• Computerised HR
system
Strength Weakness
Opportunity Threat
•Line manager’s
•Reduced Bureaucracy
•Training and skill
own system
development •Use of external
•Improved information consultants
The working environment and Facilities
Training and Development
Work Performance Evaluation Systems
Promotion, transfer and Demotion
Disciplinary procedures and measures
Recruitment (procedures and selection
criteria)
Appointments and its process
Job classification , grading and Job
assignments
Remuneration , employment benefits
How effective are the training , development and career
planning activities in preparing people for selection and
placement into new positions in the organization ?
Is there any organisational chart ?
Does the chart show reporting relationships ?
Does the HR Department have a mission statement ?
Is there a job description for each position in the department
?
To what position does the top HR position report ?
Is the organisation chart updated as changes occur ?
Are all potential sources of recruitment identified and
evaluated?
Is the current remuneration program enough to motivate
employees?
Does the organization have high quality of work life?