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Drive- Spring 2015
MU0013: HR AUDIT
Q1. Define Human
Resource (HR) Audit. Explain the need for HR Audit. What are the benefits of HR
Audit? (Definition of HR Audit, Need for HR Audit, Benefits of HR Audit) 2, 4,
4
Answer: Human Resources Audit
A Human Resources
Audit is a comprehensive method (or means) to review current human resources
policies, procedures, documentation and systems to identify needs for
improvement and enhancement of the HR function as well as to ensure compliance
with
Q2. Discuss the
methods used in the HR Audit process. 10
Answer:
Methods used in the HR Audit
process are:
Interviews: In order to ascertain what the top
management thinks about the future plans and opportunities
available for the company, the auditors conduct individual interviews
with the members of the top management. The top management can
provide a perspective for a good HR audit. To collect information about the
effectiveness of the Human Resource Development System, organisational
culture, skills, styles, etc., auditors conduct group interviews with
different level of managers.
Q3. What is HR
Scorecard? Explain the reasons for designing & implementing HR Scorecard
framework. (Meaning of HR Scorecard, Reasons for designing & implementing
HR Scorecard framework) 2, 8
Answer:
HR Scorecard
This mode of
scorecard is based on the assumption that competent and committed employees are
needed to provide quality products and services at
Q4.
What is meant by ‘Competency mapping’? Explain the various competencies and the
associated behavioral aspects. (Meaning of competency mapping, Explanation of
various competencies and behavioral aspects) 3, 7
Answer:
Competency Mapping
Competency mapping forms an excellent tool
for optimizing the human capital. HR auditors should make sure that they
identify the key competencies for an organization or a particular position in
an organization, and use it for job evaluation, recruitment, training and
development, performance management, succession planning, etc. They should
ensure that the organization effectively communicates what it actually expects
from them.
The competency framework serves as the
bedrock for all HR applications.
As a result of competency
Q5. Write a brief note on
effectiveness of Human Resource Development Audit as an intervention.
(Effectiveness of Human Resource Development Audit as an intervention) 10
Answer:
Effectiveness of Human Resource
Development Audit as an Intervention
In any firm, along with the optimal utilization
of other resources, human resources should also be exploited to its maximum
potential. Businesses which utilize their human resources in an effective way
have better chances of success in the future. Sustainability and progress of
business will depend on new competencies, methods, strategies and value
creating processes.
Every organization has accepted that human
resource is the most valuable asset of an organization though its value is not
mentioned in the
Q6. Write
short notes on the following: 5, 5
(i) Audit
for HR Planning
(ii) Audit
for HR Climate
Answer: (i)
Audit of HR Planning: HR planning refers to the ongoing process
of systematic planning to achieve optimum use of an organisation's most
valuable asset - its human resources. The objective of HR planning is to
ensure the best fit between employees and jobs, while avoiding manpower
shortages or surpluses. The three key elements of the HR planning
process are forecasting labour
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