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Assignment 1 HRD Audit

This document contains the answers to two questions regarding human resource development (HRD) audits. [1] The first question defines the objectives of conducting an HRD audit, which include independently examining HR functions, assessing performance efficiency, ensuring alignment with organizational practices, identifying areas for improvement, measuring compliance, and exploring ways to reduce costs and recognize good performance. [2] The second question discusses the objectives of auditing training programs, which are to evaluate how well training meets business goals, identifies performance needs, and is delivered effectively. It describes a three-part training audit process involving surveys, data analysis, and a final report detailing gaps and recommendations.

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Nisha Patel
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41 views

Assignment 1 HRD Audit

This document contains the answers to two questions regarding human resource development (HRD) audits. [1] The first question defines the objectives of conducting an HRD audit, which include independently examining HR functions, assessing performance efficiency, ensuring alignment with organizational practices, identifying areas for improvement, measuring compliance, and exploring ways to reduce costs and recognize good performance. [2] The second question discusses the objectives of auditing training programs, which are to evaluate how well training meets business goals, identifies performance needs, and is delivered effectively. It describes a three-part training audit process involving surveys, data analysis, and a final report detailing gaps and recommendations.

Uploaded by

Nisha Patel
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Assignment 1 – HRD Audit

Purnima Bharambe (MS19MS501223)

Q1- Write the objective of conducting Audit in HRP?


Ans- HRP audit is a comprehensive analysis of HR functions, systems, policies and
procedures of an organization.
The major objectives of HRP audit are as follows:

1. To conduct an independent, objective, systematic and critical examination of HR


functions of an organization.

2. To assess the general environment and performance efficiency in HR department.

3. To check for alignment of HR functions and organizations overall practices and


procedures.

4. To check for any deviation from standards and devise appropriate strategies and
corrective actions in HR related areas.

5. To measure statutory compliances of HR activities as per law and other relevant


agencies.

6. To explore the areas for saving personnel costs and expenses.

7. To provide feedback on better areas of performance and areas that needs


improvement.

8. To identify HR areas that requires research and development inputs.

9. To recognize better performance of HR personnel through rewards.

Q2- Write the Objective of conducting Audit of training?

Ans - The training and development Audit aims at understanding the effectiveness of the
training and development activities in the organization. The training and development audit
identifies the various gaps in the procedure and suggest various areas of improvement.
The training and development Audit benefits the organization in the following ways.

1. Organization is able to make sure that the goals of the training programs meet the
busines goal of the organisation.

2. Helps organization find out if the training and development process identifies all
performance related needs.

3. It ensures that T& D is carried out in a timely, relevant and cost-effective way

The training and development audit is a 3 part of audit.

Part 1. Survey of perceptions: -


In this step a survey is conducted across the organization to understand the perceptions that
employees have about the training and development function and its outcome. This survey is
conducted across the levels in the organization.
The purpose of the survey is to find out what employees feel about the training and
development function of the organization. It helps to understand whether the employees feels
that the training programs have improved their job performance.

Part 2. Data Analysis: -

The information gathered in the survey is sufficient to understand the perceptions that
employees have about the training and development function in the organization.
However before coming to any conclusions there is need for clear evidence. Thus part 2
involves gathering evidence and analysing it.
Here data is gathered from those who are directly responsible for the training and
development activity in the organization. The data is conducted through one to, one interview
and Desk reviews. Desk reviews involves analysing data over the past few years.

Part 3. Audit report: -


This is the final part of the audit. Here all information that has been gathered along with the
evidence is integrated to form an audit report the audit report provides detailed information
about the process and outcomes of the organizations training program It will explain in detail
the gaps in the training and development activities and suggests ways in which the
organization minimize these gaps.

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