SMU MBA SEM 3 – MU0013: HR AUDIT
SMU MBA SUMMER 2015 -2016
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Drive- Summer 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 ever-changing rules and regulations. An Audit involves systematically reviewing all aspects of human resources, usually in a checklist
Q2. Write short notes on the following:
- Audit for HR Planning
(ii) Audit of Industrial Relations
Answer:
Audit of HR Planning
HR planning refers to the ongoing process of systematic planning to achieve optimum use of an organization’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 labor demand, analyzing present labor supply, and balancing projected labor
Demand and
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 competitive rates emphasizing on the ways to enhance customer satisfaction. The Seven Steps in the HR Scorecard
Q4. What is meant by ‘Competency mapping’? Explain the various competencies and the associated behavioral aspects. (Meaning of competency mapping, Explanation of various competencies) 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 mapping, all the HR processes such as talent induction, management development, appraisals and training yield much better
Q5. Describe the effectiveness of Human Resource Development Audit as an intervention. (Explanation of the 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
Q6. Describe the rationale behind human resource valuation and auditing.
(Meaning of human resource valuation and auditing, Description of rationale behind human resource valuation and auditing) 1, 9
Answer:
The human resource valuation system cannot be considered to be a complete system of accounting unless it is followed by an equally competent system of auditing. Application or use of human resource accounting, therefore, must also be followed by a separate HR audit to ascertain whether or not the performance of the managers has been true and
SMU MBA SUMMER 2015 -2016
Dear Students,
SMU MBA SUMMER 2015-2016 Assignments are available. For Booking ,Kindly mail us on kvsude@gmail.com OR call us to +91 9995105420 or S M S your “ Email ID ” us in the following Format “ On +91 9995105420 we will reach back you with in 24H ”
