Strategic HR Audit: Evaluating HR Practices at XL-IT (AMSH700)

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This report presents a strategic human resources audit conducted for XL-IT, an ICT company aiming for international recognition. The audit addresses challenges in people management, including low motivational rates and high attrition. It outlines the HR needs of the organization, covering HR functions and compliance with legal requirements. The report proposes a strategic, functional, and compliance audit plan with expected outcomes such as improved employee engagement and overall performance. Key areas of focus include job role analysis, turnover, selection and recruitment, and staff socialization, with a timeline for implementation. The audit team's considerations encompass employee benefits, compensation, and the relationships between management and employees. The recommendations emphasize employee engagement, training, and recognition to enhance organizational performance. The report also includes a bibliography of relevant sources.
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Strategic Human
Resources
Name of the Student
Name of the University
Author Note
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Answer 1
Issues in the human resource management
The organization has been facing issues in the human resource
management within the company.
The company has been facing issues due to the low motivational rates
within the company. The other major issues that have been
highlighted in this case refer to the high rates of the attrition that is
faced by the concerned organization
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Answer 2
Low motivational rates
The major factors that would be highlighted in case the concerned organization
does not implement the audit processes in the human resources would refer to the
issues of the lack of proper employee engagement within the company
High rates of the attrition
This in turn might lead to the lowering of the overall performance of the company
in the given markets
The company might also lack the proper compliance in terms of the issues relevant
to the organizational performance within the given markets
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Answer 3
Proper strategic formulation
Development of motivational factors
Development of employee engagement
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Answer 4
Lack of proper employee engagement
Lack of the proper knowledge base
Lack of the proper auditing
Lack the proper compliance
The major parameters that should be maintained by the audit team
within the given organization refer to the target audience for the
audit program and the methods that need to be followed in order to
maintain the proper management of the human resources within the
organization
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Answer 5
The audit methods that are implemented within the given
organization refer to the methods of vouching, conformation,
reconciliation, testing and other such stepsTarget audience and
methods
A mixed team of auditors
Vouching
Conformation
Reconciliation
Testing
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Answer 6
Activity Timeframe (In months)
Planning and development
Analysis of job roles
Turnover
Selection and recruitment
Socialization of staff
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Answer 7
Documentation of surveys
Attendance and worklogs of employees
Analysis of the job roles
Turnover and the other reports
Benefits and compensation allowed to employees
Performance records
Socialization of the staff
Development and training of employees
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Answer 8
The audit team should also look into the process of the selection and
the recruitment within the company
The audit team should discuss the benefits and the compensation
that is allowed to the employees
The socialization of the staff is also a constraint that should be
maintained within the organization as well
The audit team should also take in to consideration the relationships
among the management and the employees of the organization
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Answer 9
Development of employee engagement
Improvement of overall performance
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Answer 10
Motivation to employees
Increase in training sessions
Increase in recognition to employees.
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Bibliography
Ibrahim, H. I., & Zulkafli, A. H. (2016). Corporate governance, HRM practices and organizational performance. Соціально-економічні проблеми і
держава, 14(1), 30-40. Available at http://elartu.tntu.edu.ua/handle/123456789/16847
Kumar, P., Janagama, S., Kumar, A. A., & Jahangir, Y. (2015). A Study on HR Audit in Organization Systems of BHEL Hyderabad. International Journal
of Business and General Management, 4(5), 49-58. Available at
https://www.researchgate.net/profile/Dr_A_Arun_Kumar/publication/281119691_A_STUDY_ON_H_R_AUDIT_IN_ORGANIZATION_SYSTEMS_OF
_BHEL_HYDERABAD/links/55d75fa508aeb38e8a85a8d5.pdf
Milliman, J., & Clair, J. (2017). Best environmental HRM practices in the US. In Greening People (pp. 49-73). Routledge. Available at
https://www.taylorfrancis.com/books/e/9781351283045/chapters/10.4324/9781351283045-2
Munene, J. C., & Nansubuga, F. (2017). Uganda: HRM Strategic Alignment and Visibility in Uganda. In The Global Human Resource Management
Casebook (pp. 226-235). Routledge. Available at https://www.taylorfrancis.com/books/e/9781315668888/chapters/10.4234/9781315668888-
23
Mwendwa, P., McAuliffe, E., Uduma, O., Masanja, H., & Mollel, H. (2017). The impact of supportive supervision on the implementation of HRM
processes; A mixed-methods study in Tanzania. Health Systems and Policy Research, 4(1). Available at DOI: 10.21767/2254-9137.100066
Nehme, R. (2017). Performance evaluation of auditors: a constructive or a destructive tool of audit output. Managerial Auditing Journal, 32(2),
215-231. Available at DOI: 10.1108/MAJ-09-2016-1446
Subramaniyan, S., Thite, M., & Sampathkumar, S. (2019). 15 Information security and privacy in e-HRM. e-HRM: Digital Approaches, Directions &
Applications, 50. Available at https://books.google.co.in/books?hl=en&lr=&id=VIlhDwAAQBAJ&oi=fnd&pg=PT365&dq=Subramaniyan,+S.,+Thite,
+M.,+%26+Sampathkumar,+S.+(2019).+15+Information+security+and+privacy+in+e-HRM.+e-HRM:+Digital+Approaches,+Directions+
%26+Applications,+50.&ots=X1YKkPI2-_&sig=7fzKKJAp9ikN6gwsYNGO8X4nmBc#v=onepage&q&f=false
Thite, M., & Bhatta, N. M. K. (2018). Soft systems thinking approach to e-HRM project management. In e-HRM (pp. 62-76). Routledge. Available at
https://www.taylorfrancis.com/books/e/9781315172729/chapters/10.4324/9781315172729-14
Valeau, P., Paille, P., Christel, D., & Guenin, H. (2019). The mediating effects of professional and organizational commitment on the relationship
between HRM practices and professional employees’ intention to stay. The International Journal of Human Resource Management, 1-37.
Available at DOI: 10.1080/09585192.2018.1559870
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