HR AUDIT & HR INFORMATION SYSTEM

GROUP E

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TEAMMATES

Atul Kumar Sharma

Ekta Sharma

Niketa Chaudhary

Priya Dixit

HUMAN RESOURCE

Human resources are people, and human resource management (HRM) is the process an organization undergoes to manage people in order to achieve its goals.

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FEATURES OF HUMAN RESOURCE MANAGEMENT

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HUMAN REOURCE INFORMATION SYSTEM (HRIS)

A HRIS, which is also known as a human resource information system or human resource management system (HRMS), is basically an intersection of human resources and information technology through HR software. This allows HR activities and processes to occur electronically.

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People Administration

Recruitment

Personal self services

Payroll

Leave & Absence

Training & Development

FEATURES OF HRIS

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PROCESS OF HRIS

Identifying the need of the firm

Organising the needs of a firm

Implementation of plans

Evaluations exercises to find-out gaps & Rectification

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USES OF HRISThe various fields of organisation in which HRIS is widely used

Personnel Administration: These information describe the employee. These may

include name, address, date of birth, marital status, and the date of joining the organisation.

Salary Administration: It provide a report containing information like present

salary, benefits, last pay increase and proposed increase in future.

Skill Inventory: Recording employee skills and monitoring a skill

data base, such data skill record identify employees with the necessary skill for certain positions or jobs in an organisation.

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USES CONTD...

Medical History: It also maintain occupational health data required for industrial safety purposes, accident monitoring, and so on.

Manpower Planning: It keeps information of organisational requirements in terms of positions. HRIS connects employees to the required positions in the organisation.

Career Planning: By providing necessary information such as which

employees have been earmarked for which positions, HRIS facilitates positional advancement of employees. In other words, HRIS helps in planning for succession.

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HR AUDIT

A Human Resources Audit is a process of examining human resources policies, procedures, documentation and systems to identify needs for improvement and enhancement of the HR functions.

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The purpose of audit is to reveal the strength & weaknesses in the organisation’s Human Resource System, to find out any issue that needs resolution.

The audit works well when the focus is on analysing & improving the HR function in the organisation.

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FREQUENCY OF HR AUDITS It is best to have an HR audit once in a

year.

If so, it would make all functioning fair & smooth.

Ideally it is conducted at a gap of 18 months.

But the management must ensure its frequency so that to have a timely & managed system.

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TYPES OF HR AUDITS Compliance :- focuses on how well the company with

current Governmental Laws, Rules & Regulations.

Best Practice :- helps the organisations in maintain or improve the competitive advantage by comparing its practices with other companies' HR Practices.

Strategic :- Focuses on the strengths & weaknesses of the system, & processes to determine, companies HR Practices to resolve it.

Function-Specific :- Focuses on the specific area of HR Function. (Payrolls, performance management, record retention etc.)

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HR AUDIT METHOD

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