HR Audit Report

HASSAN ALAAM TECHNOLOGY

1-Abstract

The objective of this research is to reach the optimum HR

system that can efficiently improve the enterprise
performance and results.
This report is provided by studying each aspect of this
company’s HR system showing the weak and the strong
points,
2-Research Problem

• The Employees are non efficient and have a low

productivity even though this company have a
high number of employees (150 Employees).
3-Research Questions

• Our main question to the HR director was

why do Employees aren’t efficient and has
low productivity compared to the high
number of employees, and what are the
corrective actions taken.
A-How is job analysis done?

• The company have an organizational chart that have a

complete database (job description) for almost every
job, based on cumulative experiences, and when they
have a new role (not in their database), they get the
job description from the internet and they customize
it By line managers.
Findings

• They were not implementing The Accurate Analysis

1. Work activities
2. Human behaviors
3. Performance standards
4. Job Description
5. They didn’t Tell Candidates How to communicate With
Their colleagues.
Recommendations

• Develop a professional system to improve

the human behavior within the enterprise
 B-How is personal planning and recruitment
done
Findings • They don’t have a personal planning as they don’t
have a high turnover .
• Low turnover is not proper reason for not having a
personal planning
• They are using more than way to recruit :
1. Internal vacancy announcement.
2. Through recruitment Companies.
3. Through Employment fairs.
4. Referrals Recommendations.
5. By Online Application on Company website.
Recommendations :

• They should have an employment planning and

prediction to always be ready for any changes.
C-How is employee testing and selection
done
• The line manager calls for job title,
• The HR searches in the data base for the job description of this
title
• HR select from the candidates pool the matching requirements. So
the conclusion will be 10 candidates to be filtered into 3 valid
candidates to show them back to the line manager then the
following will happen:
1. Unstructured interview
2. Line manager structured interview
3. HR manager interview
• Final Selection Depends On HR Manager &Line Manager Scores
For testing

• The Line Manger determine certain points to

test the candidates .

• The H.R evaluate these points to get the

final template for testing every job title .
Findings

• They don’t follow all the basic testing concepts

1. Reliability
2. Test validity
Recommendations
–Follow the basic testing concepts

1. Reliability
• To have a test that can really evaluate the candidate
ability whenever the candidate is tested .

2. Validity
• To measure the person qualifications needed in this job.
.
D-How is interviewing candidates done

• They only have ” selection interview ” in 3 steps:

– Unstructured “situational” interview with HR

– Structured “job-related” interview with line

– managers

– Unstructured “Behavioral” interview with the directors

Findings

• They don’t have “Appraisal” nor “Exit” interview

Recommendations

• They must have both appraisal and exist

interview, appraisal interview to improve
the performance and the exit interview to
help determine the organization problems
E- How is training and developing
employees done

• The Company didn’t do any training for

employees as it is considered as a burden
that costs the company a lot of money .
Findings

• Decreasing human development, decreases

loyalty and productivity of the enterprise .
Recommendations

• They should have training and employees

development to improve efficiency,
motivation and loyalty which increase the
whole enterprise performance.
F- How is performance management and
appraisal done

• By using KPI’s to determine annual Goals

that get measured by end of the year to get
the appraisal score.
Findings

• HR asks the line manager to provide the technical

data in addition to their data to set annual KPI’s
• They don’t discuss the conclusion with the
manager which is why the employees loose their
motivational goals.
Recommendations

• They should do an appraisal interview to

discuss the appraisal in order to make the
employee feel that he/she is an effective
member in the organization and this is must
be in sort of :
1. Reward
2. Promotion
3. Recognition
G- How is managing careers done

• For the top management level recruitment

the HR department is mainly depending on
outsourcing
Findings

• The company doesn’t have a clear career

management plan e.g. when demanding a
high management level personnel
requirement, they outsource instead of
promoting from the lower level.
Recommendations

• They have to establish managing career

plan, through trainings, motivations and
establishing a possible career path for the
suitable personals.
4-Why is the practice of human resource
management (HRM) in company a topic worth
studying

• HR plays a great role in organizing the relations

between employees and managers and this is by
determining employees duties, responsibilities
and rights , which will affect positively the
overall performance of the enterprise.
5-Methodology

• The audit was executed by questionnaire

and personal interview to get the
information
• The finding and recommendations were
developed by team .
 Conclusion
• Every organization should have a strong & effective HR Department and
Hiring Strategy to organize the relationships between Employees and
organization , improve its performance & enhance employees motivation
and loyalty to Establish A good Working environment.
• These strategies are:-
1. Job analysis
2. Personnel planning and recruitment
3. Candidate selection testing
4. Interviewing
5. Training and developing
6. Performance management and appraisal
7. Managing careers