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HRD Audit

The intent to have / achieve excellence in HR practices starts with self-audit – the true reflection of the “AS IS” state as against what the business wants.

It’s one thing to say that HR is a business partner and not a support function but it’s quite another to create a robust HR framework and demonstrate real/impactful action to be a true business partner. As much as organization vision is important for business success it’s equally important for the HR function to define its own vision, in-line with the organization vision, and formulate all its policies and systems accordingly.

In many organizations, the HR function has either not performed up to expectations or has been unaware of its required role. Hence, a thorough evaluation of the HR function is imperative both to rejuvenate it and to make it more business driven. HRD audit attempts to find out the future HRD needs of the company after assessing the current HRD activities and inputs available. HRD audit makes such an evaluation possible by examining the adequacy and appropriateness of the existing HRD systems, structures, styles, culture and competencies.

CareerTree has defined a 4-step approach for the audit process viz. 1) Defining Audit Statement, 2) Assessing Current Practices, 3) Analyzing the Results, and 4) Establishing Improvement Goals and take Action.

The audit broadly covers the following areas of HR, ER, IR and OD.

For Clarity

For Advancement

For Excellence

For Harmony

Organization Structure Performance Management Organization Culture Industrial Relations
Role Clarity Compensation Management Capability Building Statutory Management
Manpower Planning Training & Development Career Planning
Recruitment & Induction Reward & Recognition Succession Planning
 
 

CareerTree facilitates organizations in all these stages to continuously measure their level of HR process robustness/maturity and help achieve HR excellence. Organizations which aim at fulfilling the excellence criteria as mentioned in PCMM, CII HR Excellence etc need to necessarily start their work with performing the HRD audit (looking glass self) and workout their improvement plans in a systematic manner.