人力资源管理第十五章.ppt

* * * * * * Copyright ? 2010 by McGraw-Hill Ryerson Schwind 9th Canadian Edition . 15 F I F T E E N Human Resource Auditing C H A P T E R Human Resource Audit An examination of the human resource policies, practices, and systems of a firm (or division) to eliminate deficiencies and improve ways to achieve goals Benefits of an HR Audit Helps align HR goals Enhances professional image Finds better ways for HR to contribute Reduces human resource costs Provides specific verifiable data Reviews improves information system Ensures timely compliance Uncovers critical problems solutions Importance of HR Research Legal implications People costs are significant Department’s activities help shape productivity and quality of work life Critical resource is human resources Growing complexity of human resource work makes research necessary Steps in Conducting HR Audits Defining the scope of the audit Choose the research approach Select research design data collection method Analyze data, evaluate prepare report The Scope of HR Audits Managerial Compliance Employee Satisfaction Managers must comply with HR policies, procedures, and legal requirements Human Resource Departments should attempt to meet employee objectives where feasible Alignment with Corporate Strategy HR strategy must be consistent with corporate strategy and continually examined Comparative Simplest form of research Uses another division or company as a model or may use benchmarks Compliance Reviews past practices Reviews documentation to ensure managers are complying with policies and laws Research Approaches to Audits Management- by-Objectives Creates specific objectives to assess performance dimensions Balanced scorecard looks at multiple perspectives Research Design Data Collection Human Resource Experiments Interviews Records Analysis Surveys Interviews Interviews with employees and managers Exit Interviews Interviews with departing employees to gauge their impressions of a firm’s strengt