Human Resource Audit

Topics: Human resource management, Human resources, Management Pages: 11 (3048 words) Published: September 6, 2011
Human Resource Audit – Case Study of “Ministry of Higher Education, Oman”

Dr. Taraka Raghavendra Nanduru,
Assistant Professor,
Department of International Business,
College of Applied Sciences, Ibri,
Ministry of Higher Education,
Sultanate of Oman
GSM: 98823523


Mr. Rashid Nasser Al Mataani
Assistant Lecturer,
Department of International Business,
College of Applied Sciences, Ibri,
Ministry of Higher Education,
Sultanate of Oman
GSM: 92672223


Every organization is said to be successful when the human resources of the organization is competent and resourceful, contributing to the individual and organizational growth. Success of every unit of management lies in the basic function of setting organizational tasks to be performed and achieve them with the help of the employees. Targets are decided in advance and their performance is measured at the end to know the success factor of the organization. Human Resource Audit (HRA) is one of those functions of management which studies the process of HR planning and its post assessment.

In general terms, auditing is a routine exercise in field of accounting and finance, and in particular with the statutory obligations. In human resources management, there is no such legal obligation binding the employer to introduce the concept of audit. But the implementation of HR audit will build the successful career planning for the individuals and strong organizational development for business units.

HRA is a formal audit process designed systematically to examine the strategies, policies, procedures, structure, system and HR practices in organization. It is implemented with the basic objective of studying the strengths and weakness in developing the existing human resources in order to enhance the organizational performance.

HRA must evaluate the personnel functions, policies, procedures, and their impact on the employees of the organization. The four areas as identified by the Robert L Mathis, and John H Jackson namely, audit of functions, managerial compliances, environment & culture in the organization and corporate/industry strategy will be used.

Thus the proposed study makes an attempt to study the HR gap analysis from the dimension of skill set required from the planning end to the employee performance at the operational end with the select organization Ministry of Higher Education.

(Key words: Human Resource Audit, HR Gap analysis, Employee performance analysis)

Human Resource Audit – Case Study of “Ministry of Higher Education, Oman”


Auditing is the routine exercise in the area of finance, especially because with the statutory obligation. In case of Human Resource, there is no legal binding to adopt auditing. Some of the companies prefer to have HR audits. The Human Resource Audit is also a systematic formal process that has been designed to examine the strategies, policies, procedures, documentation, structure, systems and practices within the organization. It is a systematically and scientifically process of assesses the strengths, weaknesses, and developmental needs of the existing human resources from the point of view of improving organizational performance. The human resource audit is based on the principle that human resource processes are vibrant and must repeatedly be redirected and re-energized to remain reactive to the increasingly changing needs. Human Resource Audits are not scheduled practices meant at problem solving. It helps in providing insights into possible causes for current and future problems.

HR audits give support to decision making in the organization and are usually internal documents that need not necessarily be shared with the public. Human Resource Audits are non-routine and may be intended to cater to the exclusive needs of the organization at a conscientious point in time. The manner in which...

References: 2. Dessler, Gary. “Human Resource Management”, Prentice Hall, 8d edition, (2000).
3. Rao, Ashok. & et al, “ Total Quality Management: A Cross-Functional Perspective”, John Wiley & Sons, (1995).
4. Werther, William. & Davis, Keith. “Human Resource and Personnel Management”, Irwin McGraw-Hill, 5th edition, (1996).
10. “Guidelines on Audit Quality”, Contact Committee of the Heads of SAI of the European Union, December, 2004.
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