Cognitive and Motivational Aspects of HR Audit Implementation in an Organization

Abstract

Objectives: To analyze the significance of cognitive and motivational aspects of HR auditing and propose a mechanism to implement it with these aspects in mind. Methods/Statistical Analysis: During the research the methods of theoretical and content analysis were applied; 150 employees working for organizations that launched an HR audit were surveyed; cognitive and motivation models were developed and adopted; observation method was used (20 companies). Findings: A cognitive aspect is presented in the form of a unique mental map of managerial decisions on conducting a personnel audit. A motivational aspect takes a form of a motivation model that is based on the synthesis of the results obtained from the surveys of employees who have already faced an HR audit in their companies, and the model developed by Harvard Business School. Among the major motivational mechanisms for performing an HR audit, we can name the following: implementation of social justice principles, objectivity and completeness of information, realization of motivational expectations and an initiative for innovation. Application/Improvement: The proposed cognitive and motivational models will allow one to structure the process of an HR audit and reduce employees’ resistance while performing an audit. The existing HR audit algorithm, which is exercised by companies today, does not allow for a number of important aspects, such as the decision-making process and motivational expectations of the staff, what makes the audit process stressful for not only the employees involved in an audit, but also for the company’s management responsible for the audit initiation and the organizers themselves.