HRD Audit for Organization

Traditionally audits have played a major role in ascertaining losses and gains for an organisation and have also been able to keep a check on the practices of the organisational systems.It also has helped organisations in improving their systems and processes. HR Audit largely plays the same role.

HRD Audit helped the organisations in ascertaining where they stand with respect to the HR practices in the organisation. It also lays emphasis on focus areas in HRD where the impact on people could be maximum, in improving employee morale as well as achieving organisational objectives.

Any HRD Audit must have a strategic perspective and all HR Systems must be evaluated based on their impact on achieving the objectives of the organisation. HRD Audit is a growing concept in India and it initially faced resistance from the HR departments themselves as they thought it is going to highlight what they have not been able to achieve. However, the purpose of doing the HRD Audit is strategic and developmental. It audits the various HR Systems and sub-systems and identified strengths and weaknesses of the organisation.

HRD Audit is not just a pen and paper exercise of giving scores to various HR Systems and sub-systems but it also involves focussed group discussions etc which are interactive, provide a vent to the feelings of the employees and attaches emotions to the systems.  Interactions also help in clarifying stated dissatisfactions or satisfactions and employee’s participation can be sought in improving these systems.

HRD Audit is only a statement of facts, not intended to reward or punish people. Its purpose is to get better on a continuous basis. It works as a mirror and helps us as HR professionals to gear up for larger challenges, bring a strategic perspective to our working, bring focus in our approach and develop our organisation towards achieving its business objectives.

Psychometric Testing and Psychometric Profiling Services

Psychometric exactly means measurement of the mind (psycho = mind, metric = measurement).
Psychometric tests are standardised tests calculated by psychologists to evaluate mental act. They help to recognize your latent and personality. Employers use psychometric tests as part of their recruitment process to help determine whether a candidate is suitable for a particular role.

Psychometric tests frequently consist of multiple-choice questions.They tests will either be paper-based or computer-based tests.

Come again? is psychometric testing? A simple definition lies in the expression ‘psychometrics’ itself: psycho means to do with the mind, while metrics means to do with measurement. So, we are looking at ways to measure things relating to the mind.
Psychometric testing is normally used to notice how good someone is at a exacting skill, such as verbal or numerical reasoning. This is diverse to the related part of psychometric profiling which is used to “make a picture” of any an person or a side, such as identifying their ideals, character type or professional interests.

We have grouped these two types of psychometrics mutually on our ‘Psychometric testing’ page; you can tick the names of the tests or profiles to find out more about the background to apply them in .

Once  we submit to ‘psychometric testing’ or ‘psychometric assessment’ it can mean using tests, profiles or a mixture of the two to form a deeper considerate, such as a candidate’s job correctness. Take for example a client services agent who will need to decide client complaints; they’ll need arithmetical logic skills, interpersonal skills, the aptitude to think fast and to work exactly. Well planned psychometric assessment would be able to judge an individual’s compatibility with these necessities by in view of all these areas, as well as ‘weighting’ them as right.

We provide a range of psychometric testing and profiling services (which include not only internationally branded tools like 16PF, MBTI, FIRO-B, Belbin etc but also miscellaneous industry and job specific tools) for the purpose as under:
 
•    As a part of Hiring & Selection System
•    To Assess Cultural Fit in Campus Recruitments
•    To Support Training and Development System
•    To Appraise Potential For Promotion and Transfer
•    To Assess Individual’s Compatibility in Given Team/s
•    To Assess Person-Organization (P-E) Fit and
•    Person-Position (P-P) Fit

  Benefits to the organization  
•    Controlled Rate of Employee Turnover
•    Reduced Hiring Errors, More Precise Hiring Decisions
•    Cost Effective Hiring
•    Reduced Training Cost
•    Greater Efficiency and Effectiveness in Promotion and Transfer Decisions
•    Greater Team Productivity
•    Improved Employee Morale
•    Higher Degree of Employee Involvement

So, what are psychometric tests used for?
Psychometrics, and their use for testing, profiling and assessment,are a fact of life in many organisations these days.
•    They are used for recruitment and the selection process, alongside other assessment methods to explore the match
        between the candidate and the role.
•    For career guidance such and interests and values inventories
•    For assessing suitability for promotion of assignment.
•    To identify training and development needs.
•    To provide information for use in coaching,such as helping an individual understand their strengths and development
        areas in order to facilitate personal learning and growth.
•    For succession planning, to assess and develop future talent and leadership potential.

To know more about the Psychometric Testing and Psychometric Profiling Services
Nahrs Human Resource
URL:- http://www.nahrs.in

NAHRS Human Resource Management Solution in Delhi,India

NAHRS is a Delhi-based complete Human Resource solution provider in various sectors like Cement, Sports, FMCG, Retail, Engineering and Hospitality that adds value to its clients by establishing, fine-tuning and restructuring HR systems. We help companies manage their  total HR and employee costs, enhance HR services, and develop their workforces.

Our service includes

·         Performance Management System,

·         Job Evaluation

·         Competency Mapping & Assessment

·         Executive Coaching

·         Recruitment,Psychometric Profiling

·         HR Audit

·         Organizational Developement / Intervention

·         Training

·         HR Systems etc.

 Any human resource management process must spin around a system that encompasses its all other systems.We have found competency mapping & assessment a system around which all other systems can be built. For example, once the competencies are mapped, recruitments, appraisals, Training Needs Identification, Performance Management System etc can all be linked to the same bringing uniformity in all its systems and a focused approach in the HR department of the organisation. Ultimately the most important KRA of any HR professional is talent development which is basically development of its competencies.

HRMS Human Resource Management Solution and Human Resource Consulting Provides Job Consultants in Delhi Psychometric Testing and Profiling Services Human Resource Consulting and Performance Management System India.