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.