HRD audit helps in assessing the orientation, processes and mechanisms, and the efficiency of the overall HRD systems and subsystems in the organisation. It focuses on all systems that exist in the organisation and assesses them for clarity of objectives, structure, understanding by the users, implementation and the relevance in achieving organisational goals.
We do a comprehensive evaluation of the current HRD systems and strategies, structure and competencies, culture and impact. The audit helps discover the areas of strength as well as developmental areas thereby strengthening the HR effectiveness in the organization. The focal points of the audit would include culture building strategies, quality and customer orientation, communication strategy and employee engagement strategies.
The audit helps to point out areas of modification for meeting the organisational needs in the following dimensions:
- HRD SYSTEMS
- HRD STRATEGIES
- HRD COMPETENCIES
- ORGANISATION VALUES
- ORGANISATION CULTURE
Key Takeaways
- Understanding the importance of team building
- Eliciting team behaviour
- Knowing optimum utilization of diverse skills
- Overcoming barriers in effective team building
- Dealing with different stages of team building
- Facilitating team cohesiveness
- Playing an effective role of team leader
- Coping strategies for trouble spots in team building
HRD SYSTEMS
- Competency Mapping
- Manpower Planning
- Recruitment
- Induction and Integration
- Performance Management
- Coaching and Mentoring
- Potential Appraisal and Assessment Centres
- Rewards and Recognition
- Career Planning and Development
- Job Rotation
- Training and Learning
HRD STRATEGIES
- Communication System
- Employee Engagement
- Quality-orientation
- Customer-orientation
- Efficiency
- Entrepreneurial Spirit
- Culture Building
- Talent Management
HRD COMPETENCIES
- Level of competency of HRD staff
- Line managers' attitude to learn
- Facilitating top management styles
- Attitude of Non supervisory staff and workmen