At CGA we prophesize an HRD framework which is integrative
of the Balanced Scorecard approach which defines what the
Business should focus on, as well as the strategic HR
approach which aims to leverage and/or align HR practices
with an aim to build critical organizational capabilities
enabling business to achieve its goals.
OBJECTIVES OF HR AUDIT
To make HR Systems and Processes more business-driven
and relevant to business goals.
To take stock of things and improve the function for
expanding, diversifying and entering
into a fast growth phase.
SALIENT FEATURES OF HR AUDIT AT CGA
A salient characteristic of HR Audits at CGA, is to
enable organizations to evaluate and realign their HRD on
a continuous basis. Such an alignment should be
multi-dimensional as it is essential to examine it in
terms of variables such as:
At CGA we frame and conduct HR Audit that is a
comprehensive Audit covering the entire gamut of HRD.
The HR Audit framework has in-built flexibility to
sharply focus on one or more systems, if so desired by the
The Audit provides an implementation-based solution as
it gives insights into the sources of problems that the
organization is faced with and facilitates a systematic
action planning for corrective and preventive measures.
The Audit encompasses multiple methods and tools such as
interviews, observations, questionnaires, analysis of
records and other secondary data.
Our Audits are more intellectual and systems-driven
rather than feelings-driven
The Audit starts by defining the scope of contents that
need to be covered in a particular Audit schedule.
Understanding of HR Policies, Processes, Systems and
Structure to enable designing of various Audit tools.
Customization of tools to be used for interviews,
observations and capturing of variables to be Audited.
Scheduling and logistics for data collection.
Administration of Audit tools.
Analysis of data collected.
Presentation to Top Management with an aim to help them
understand the various strengths and weaknesses as get
highlighted in the Audit.
Appointment of a task force that will study and
prioritize areas for improvement.
Designing an implementation schedule with clear time
frames for action.
Monitoring of the
implementation to ensure systemic improvement.