Human Resource Audit Research Articles

An Analysis of Contemporary Research in Human Resource Audit

An Analysis of Contemporary Research in Human Resource Audit

A Theoretical Outline of Human Resource Audit

A Theoretical Outline of Human Resource Audit

MANAJEMEN AUDIT SUMBER DAYA MANUSIA UNTUK MENCAPAI PENINGKATAN KINERJA MANAJEMEN

The purpose, was to determine and ensure that the programs / activities of HR was effective, economical, and efficient as well as ensuring compliance with various program / activity against the human resources laws, regulations and policies applicable in the company. Methods used include library research by studying books, scientific journals, and literature that is closely related to the subject matter of the thesis as well as field research by interviewing the relevant parts of the company's activities and observations, questionnaires and documents human resources related. Human resource audit is a systematic examination and assessment, objective and documented on the organizational functions that are affected by human resource (HR) management with the aim of ensuring the fulfillment of the principle of appropriateness, effectiveness and efficiency of refineries and human resources to support the achievement of functional goals and objectives of the organization as a whole better for the medium term, and long term objectives of this study is to determine how HR audits role in improving the effectiveness of employees.

Audit of the System of Human Resources Management as a Guarantee of the Realization of the Concept of Economic Security of the Enterprise

The problem of realization of the concept of company’s economic security requires the regulation of the basic security, while the key resource that provides the greatest reserves for improving the efficiency of modern management system is human resource. In a dynamic environment, it is important to address the economic challenges associated with improving the information support of human resources management audits to increase the level of protection of enterprises from information leakage through employees. The aim of the study is to develop the main tasks of audit of the human resources management system at the enterprise in order to implement the concept of economic security of the enterprise. It is proved that the results of the audit of the human resources management system contribute to the assessment of the compliance of the personnel policy with the requirements of international norms and legislative acts of Ukraine, the development of a program to improve the management of personnel, taking into account its medium and long-term strategy based on the balance of social and economic efficiency, the interests of hired workers and employers. The factors that should be analyzed during the audit of human resources management at the enterprise are identified, which account for the development of a coherent picture of the tasks of audit of human resources in the context of the implementation of the concept of economic security of the enterprise. Conclusions: one of the effective ways to implement the concept of economic security at the enterprise is to conduct an audit of human resources in the enterprise, which allows to identify the imbalance factors of the field of activity on the level of their condition and development, identify the criteria for social risks and, based on their analysis, give the management of the company options for improving the situation. The results of the study substantiated the feasibility of using the human resources management system's social audit scheme, presented by the study of 11 factors that affect the efficiency of human resources management and economic security of the enterprise as a whole.

AUDIT MANAJEMEN SEBAGAI SARANA UNTUK MENILAI EFEKTIVITAS SUMBERDAYA MANUSIA DI BANK SYARIAH BUKOPIN

Implementation of human resource audit requires maximum accuracy, because it concerned with the interests of the people. Human Resource Management is as the utilization, development, assessment, rewarding services and management of individual members of the organization or group work. The formulation of the problem as follows: What is the role of HR audits in Bank Syariah Bukopin in improving effectiveness What are the HR audit programs, What are the problems or constraints faced by personnel managers in HR audits, how the process of recruitment in Bank Syariah Bukopin, whether running efisein . Audit discussion conducted: Human Resource Planning, Human Resource Recruitment and Selection, Human Resources Performance Appraisal, Human Resources Career Training and Development, Human Resource Performance Assessment. The conclusion that management audit as a means of effectiveness of Human Resources in Bank Syariah Bukopin run effectively.

A situation analysis of psychiatrists in South Africa's rural primary healthcare settings.

BackgroundSouth Africa (SA) has been facing serious challenges in providing human resources for the delivery of essential mental health (MH) services. The majority of its prescribing MH specialists, psychiatrists, practise in private, urban and peri-urban areas. The findings of a situation analysis audit of psychiatrist human resources in the public rural primary healthcare (PRPHC) sector are presented in this paper.MethodThis audit was based on both primary and secondary data. The primary data were obtained from key informant interviews with the clinical heads of 160 PRPHC facilities, while the secondary data comprised a literature review.ResultsThe results indicate that psychiatrists are severely underrepresented, employed at a rate of 0.03 per 100 000 population in SA’s PRPHC settings.ConclusionsBecause of a lack of MH nurses and medical officers dedicated to MH in PRPHC facilities, recommendations are made that the current task shifting strategy be revisited to include more cadres of MH professionals with specialised psychopharmacological training, as non-medical prescribers at PRPHC level. It is advised that visiting psychiatrists and family physicians be involved in the construction of training and supervision programmes for non-medical prescribers at the primary healthcare level.

МОТИВАЦІЯ ПЕРСОНАЛУ ЧЕРЕЗ НАВЧАННЯ

The article examines the importance of staff motivation to ensure the flexibility of the enterprise. The purpose of the company's development is to accelerate the processes of adaptation to market changes. A model of personnel motivation based on the implementation of the training system is proposed, which contains: research of market demand and consumer values; audit of human resources; formation of a system for teaching skills to the project evaluating the effectiveness of the training program. The necessary conditions for effective motivation are: a positive relationship between the manager and subordinates; education system; corporate culture. Value orientations (endowing people with positive qualities; treating employees as a constantly developing personality; recognizing and positively using individual differences; effectively expressing and using possible feelings; emphasizing real behavior; using status only for organizational purposes; trust in people; willingness to defend one's point vision and take risks; consideration of participation in this process as important for the effective execution of the task; emphasis on cooperation) are maximally taken into account in the proposed model of personnel motivation through training. Measures to minimize the risks of implementing the training system: teamwork; formation of a structural unit of trainers; signing of long-term agreements on certain training programs. Effective implementation of the personnel training system will create a basis for motivation and ensure business success by: improving the results of personnel planning; improvement of the personnel selection system; make the most of the potential of the personnel in achieving the goals of the organization; create a positive social and psychological climate in the team; improve the qualifications, sense of professional responsibility and initiative of the staff; awareness of the social significance of the results obtained and the prestige of this work. The prospect of further research in this direction is the improvement of training techniques for managers.

OPPORTUNITIES OF MODERN UNDERSTANDINGS ON HUMAN CAPITAL

The study is focused on the key factor in the structure of any organization – the human capital. The objective is to present the thesis of the author that it is possible to optimize the process of formation of human capital through consolidated administration of certain management and control concepts. The tasks are connected with accumulation of evidence that the concept of the audit of human resources can be and should be developed.

A Study of HR Audit Evaluation on Performance: Perceptions of Bahrain’s Wholesale Bankers

Human Resources Audit measures human resource outputs and effectiveness under the given circumstances and the degree of utilization of human resource outputs. A human resources audit can be an effective first step towards building better human resources practices for an organization. This research study analyzes the extent of HR audit conducted by wholesale banks in Bahrain. The aim of the study is to assess the performance of the Wholesale banks Human Resource Department’s HR audit process in terms of management, hiring, employee relations & benefits, and employee separation strategies and policies. The research also aims towards identifying the gaps, lapses, irregularities, short-comings, in the implementation of the Policies, procedures, practices, directives, of the Human Resource Department and to suggest remedial actions. The study aimed towards suggesting measures and corrective steps to rectify the mistakes, shortcomings if any, for future guidance, and advise for effective performance of the work of the Human Resource Department.

Exploring Human Resource Audit (HRA) in Indian Organisations

Human resources are considered as most valuable asset for any organisation. But neither legislative provisions nor financial reporting standards provide any method of quantification of investment and outcomes of the human resources. Thus present paper provides perceptual understanding of Human Resource Audit in Indian organisations. Paper successfully highlights poor awareness and availability of HRA in Indian scenario. Further hypotheses and tabulation of data provides in-depth understanding of variations based on gender, sector and nature of organisations. And lastly scopes for future researchesand limitations have also been discussed.

Essence of human resource audit: an analytical study

The human resource is the most important asset of an organization, which helps in achieving competitive advantage. In order to response to the changing work environment, human resource personnel must determine ways to justify thier performance and operational workload.Human resource audit supports an organization to review and critically analyze the effective performance of employees and human resource functions. A human resource audit is a methodicalprocess that aims to investigate the underlying policies, strategies, systems, techniques, documents,functions, and practices of an organization with respect to its human resource management. The purpose of this study is to review the concept and essentials of Human Resource Audit. The current study is a desk-research in type and constructed on the basis of secondary data, attempts to review the existing literatures of human resource audit from different viewpoint. The human resource audit has distinct application in a diverse area of an organization such as human resource functions, managerial compliance, employee satisfaction, corporate strategy and human resource climate.Organizations should conduct human resource audit regularly setting and following a set of principles, where the auditors would enjoy full freedom in entire audit process. The thorough and objective evaluation of a human resource audit can generate information necessary to the successful improvement of the entire human resources of an organization.

Pemahaman Kembali terhadap Audit Sumber Daya Manusia (Studi Kasus di PT Sinar Baru Corporation)

Human resources have a central role in achieving the company’s strategic objectives. As with other resources, the human resources are often also found problems, so we need checks to overcome these problems so as not to interfere with the achievement of the strategic objectives of the company. PT Sinar Baru Corporation is currently facing considerable problems of human resources management attention. Human Resource and General Affairs believes that these problems are not likely appear suddenly, but might be caused by something. Therefore, before determining the steps to resolve the issue, Human Resource and General Affairs would like to know in advance three causes such problems by conducting a human resource audit. The study uses a qualitative approach to the type of descriptive case study. This study uses interviews, observations, and documentation as data collection techniques. Key informants in this study are the Human Resource and General Affairs Manager and two auditors. The research concludes that there is a basic foundation that is misunderstood by the company, which the company considers that the object of HR audit is human, not the policy. This point of view makes the results of the program implemented are ineffective, beacuse the program leads to the recruitment and selection, and performance assessment rather than HR audit.

Human Resources Audit: Dimensions Increased Productivity and Job Performance (Ethnographic Study of the Bureau of Human Resources at the University of Widyatama)

Human Resources Audit is a systematic and objective assessment of the examination, as well as documenting the organizational functions that are affected by the management of human resources with a view to ensuring compliance with the principle of appropriateness, effectiveness, and efficiency in the management of human resources for the achievement of organizational goals, objectives, and functions of the work program to improve the productivity performance of the staff of the University of Widyatama. This study tries to reveal the importance of the audit of human resources in achieving the productivity and performance of employees at the University Widyatama. This research was conducted on the assessment of the Bureau of Human Resources for the performance of its employees, whether working well run each program of work and behave according to the cultural character and discipline in accordance with the behavior of the corporate culture to improve productivity and performance by applying the principle of reward and punishment for put positions. This study uses a qualitative and ethnographic approach interpretive paradigm through observation and in-depth interviews of the informants in the bureau of human resources to find out the gains in accordance with the characteristics, culture, discipline, and motivation of employees working at the University of Widyatama.

Human Resource Planning and Audit - A Case Study of HEG Limited

Prompt advancement in product / service and process technology, many operations in the manufacturing and service industries in recent years require competitive HR practices. So this research study stresses on HR planning and audit practices. HR planning is all about good management; good strategic management; good business management and particularly good people management. It is important that you put thought and careful planning into your human resource practices. And the purpose of the HR Audit is to conduct a more in-depth analysis of the HR function to identify areas of strength and weakness and where improvements may be needed. Conducting an audit involves a review of current practices, policies, and procedures, and may include benchmarking against organizations of similar size and/or industry. This research aims to figure out the practices, employee perception and measures adopted by HEG limited for Human resource planning and audit. Chi square test is applied at (.05 or 5 %) significance level in this paper to check the authenticity of data given by the respondents. Findings suggests that it is difficult to assess accurate HR planning and adopting accurate audit practices because practices itself does not produce right or wrong answers, but it produces a series of alternatives from which the right course of action can be chosen.

Intraorganizational human resource auditing of Ashas in Harahua block of Varanasi

Intra-organizational auditing of human resource (AHR) evaluates personnel skill inventory in the organization towards identifying workers’ potential and capabilities for desired output. Thus, it is mandatory that such evaluation of Accredited Social Health Activists (ASHAs) by respective Auxiliary Nurse Midwives (ANMs) could explore output components. The objectives of this study were to (1) obtain quantitative assessment of ASHAs by respective ANMs for pre-identified job competencies, namely, work aptitude, work culture and community involvement; (2) study the relationship between various attributes and socio-demographic factors with the overall job competency of the ASHAs. Twelve attributes for ASHAs’ AHR on a 3-point Likert scale, designed by 4 experts, were selected through factor analysis after pretesting and clubbed into three job-competency groups, namely, five attributes for ‘work aptitude’ evaluation, four for ‘work culture’ and three for ‘community involvement’. The 42 ANMs of Harahua block, Varanasi were trained by the researcher using a Fish Bowl Technique for homogeneous decision making while recording response to the attributes. The intra-organizational AHR was conducted by them on 209 ASHAs. In order to study the correlations, information from 97 ASHAs was collected. Less than 50% score was obtained by 28.2% of the ASHAs. ‘Self-initiative’ was observed to be significantly poor (<0.01). ‘Situation adaptability’ and ‘programme compliance’ differed significantly from ‘attendance’ and ‘punctuality’. ‘Leadership’ and ‘community relationship’ scores had significant difference (p=0.002). Key words: Intra-organizational human resource audit, skill inventory of ASHA.

Аудиторский риск в системе аудита управления персоналом организации

In the article main types of risks in practice of human resource audit&#x0D; management are considered, their characteristics and assessment&#x0D; methods are provided, the new order of auditor risk assessment&#x0D; within the frame of organization human resource management audit&#x0D; system is off ered.

A framework for auditing HR: strengthening the role of HR in the organisation

PurposeThis paper aims to propose that a new approach to human resource (HR) audit is needed. It also aims to explain the new approach and introduce a range of tools to support it.Design/methodology/approachThe paper reviews traditional and existing common approaches, identifies the shortcomings of these, and proposes a new framework based on business contribution.FindingsExisting approaches to HR audit do not reflect the current aspirations and rhetoric on HR practices as promoted by Holbeche, and Ulrich et al.This emphasises the need for a new approach.Practical implicationsThe work proposes a new framework to assess HR activity against alignment and contribution to organisation strategy and goals, as well as the prevailing culture, thus forcing HR audit to move beyond legal compliance of HR practices. A range of processes, tools and techniques are identified.Originality/valueThe paper contains a completely new approach (the authors assert) to HR audit which is more rigorous and wide ranging in scope. It moves HR audit away from legal compliance to increasing the HR contribution to the organisation, thereby creating improved business performance.

Auditing Human Resources as a Method to Evaluate the Efficiency of Human Resources Functions and to Control Quality Check on HR Activities

Human Resources Audit, measures of human resource outputs and effectiveness under the given circumstances and the degree of utilization of human resource outputs. It gives feedback about the HR functions to operating managers and HR specialists. It also provides feedback about how well managers are meeting their HR duties. In short, the audit is an overall quality control check on HR activities in a division or company and an evaluation of how these activities support the organization's strategy. Evaluation of an HR function is useful to justify the existence of the department and the expenses incurred on it. If the department fails to contribute to the company’s bottom line, it has no reason to function. The current study aims to evaluate the efficiency of human resources functions and to control quality check on HR Activities through human resource auditing. The scope of the study will cover areas such as; human resource functions, managerial compliance, and human resource climate. The study concluded that audit can be used as a measure to evaluate the personnel activities, climate, and compliance of an organization's policies.

Impact Of Hr Audit on an Educational Institute in Order to Gain Insight into the Present Scenario and Future Prospects So That It Can Set a Benchmark for Educational Sector

In the changing economic and business environment, proper Human Resource Management has assumed a crucial role in the growth of the organization. It has become imperative to re-look at this most important asset of the organization. The main objective behind this research was to gain in-depth knowledge of the Human Resource and the effectiveness of HR functions within an organization. The HR audit in University was planned to get a clear judgment about the overall status of most faculties/Departments and to find out whether existing systems and procedures are yielding desired result. This information will be an invaluable input while making strategic decisions. Scope of the HR Audit conducted in this paper was specified as under:1. Audit of the Functional Role of each department and faculty. 2. Audit of the Service Role Of the department/Faculty or unit. 3. Audit of the Compliance to established benchmarks. 4. Audit of the Strategic effectiveness of the department/faculty/unit. 5. Audit of the Financial Management of the department/faculty/unit. The human resource audit involved examining current policies, practices and strategies of all the departments/faculties to verify the effectiveness and helping University to improve its productivity, transparency and efficiency. To conduct Human Resource Audit in University extensive study on various aspects related to faculties, students and staff were analyzed and studied through interviews of staff at various levels, observation of working of non teaching staff, taking responses from students and staff by questionnaire method and documents review at various levels. The firsthand experience has helped us in our specialization in HR as this enhanced our prospective of thoughts. The concise suggestions/ recommendations emerged after in depth analysis and study will provide with a wide scope to understand the functions and mechanism of working in any organization. When we started to work upon the topic „Human Resource Audit in University „ we thought of getting innumerable insights, articles, extracts and relevant materials but to our extreme wonder this field has to be probed and explored further in details as very little is done in this area. As far as our collective perception is concerned, we relied upon the lines from „Psalm of Life‟ by Longfellow..... “Let us then be up and doing, With a heart for any fate; Still achieving, still pursuing; Learn to labor and to wait”.

HRM as a Significant Factor for Achieving Competitiveness through People: The Croatian Case

This paper evaluates the quality of human resource management (HRM) in Croatia because excellent human resource (HR) policies, programs and activities enable enterprises to maximize their workforce productivity. The research was conducted in enterprises with more than 200 employees. The value of HRM was assessed using the HR audit approach. Fifty-five HR indicators were analyzed from the top 10 Croatian HR enterprises to serve as benchmarks for the final sample of 80 enterprises. Results indicate Croatian enterprises have deficient HR practices, on average. Independent sample t-tests showed 61.82% of HR indicators were significantly better in the benchmark firms. Consequently, HRM in Croatia can not be considered solid ground for achieving competitiveness through people.