Posts tagged "Audit"

Internal Audit Checklist EMS-OHSAS

Please find a checklist of EMS and OHSAS Audits. This shall be useful while conducting the audits. Similarly for audit preparation.


GROUP OF INDUSTRIES INTERNAL AUDIT CHECKSHEET
(EMS/ OHSAS)
Date & Time:
Plant: Page:    of
DEPT : Safety AUDIT PERIOD : AUDIT NO :
Processes to be audited :
SR NO CHECK POINT APPLICABLE CLAUSE/
PROCESS REF NO.
AUDIT FINDINGS
OBJECTIVE EVIDENCE/REMARKS Pl tick appropriate from below
as per QSP-MR-04
NO NCR MINOR NCR MAJOR NCR OBSERVATION
1 Verify Near miss accident register is available at specified location ? 4.5.1
2 Whether actions are taken in case of near miss situations ? 4.5.1
3 Whether Severity, Frequency & Incident rate are monitored & trend is available . 4.5.1
4 Whether monitoring of Noise level is done & in case of non compliance actions are taken to reduce or stabilize the confirming noise levels. 4.5.1
5 For Fire extinguisher numbering/identification is available ? 4.4.6
6 Whether safety  Instructions are provided in case of slippery surface at office area or shop floor to avoid any accident. 4.3.1
7 Work permit can not be issued for more than 2 days, check ? 4.4.6
8 Verify Completion records for work permit given ? 4.4.6
9 Whether Mock Audit is conducted ? Response time get measured ? 4.3.2
10 In Health Check-up ” Vibration induced white figure” disease
to be get checked
4.3.2
NAME/SIGN OF THE AUDITOR : NAME/SIGN OF THE AUDITEE :
F-MR-10, Issue/Rev 2/0
GROUP OF INDUSTRIES INTERNAL AUDIT CHECKSHEET
(EMS/ OHSAS)
Date & Time:
Plant: Page:    of
DEPT : Safety AUDIT PERIOD : AUDIT NO :
Processes to be audited :
SR NO CHECK POINT APPLICABLE CLAUSE/
PROCESS REF NO.
AUDIT FINDINGS
OBJECTIVE EVIDENCE/REMARKS Pl tick appropriate from below
as per QSP-MR-04
NO NCR MINOR NCR MAJOR NCR OBSERVATION
11 Are Audit aware of the Document Location. 4.4.5
12 Verify list of documents with it’s revision status ? 4.4.5
13 Whether Register of Statutory And Regulatory Requirements is available with Revision Number. 4.4.5
14 Linkage of Hazardous point addressed in documentation control. 4.4.5
15 Accident register updated with target dates &completion date. 4.4.5
16 Is Emergency preparedness register is available ? 4.3.2/4.4.7
17 Whether safety squad members are formed in case of emergency ? 4.4.7
18 Does Mock-drill had conducted for handling emergency
situations.
4.4.7
19 Is Emergency assembly point identified in case of
emergency situations.
4.4.7
20 Verify test record of Safety shoes for electrical safety. 4.4.6
NAME/SIGN OF THE AUDITOR : NAME/SIGN OF THE AUDITEE :
F-MR-10, Issue/Rev 2/0
GROUP OF INDUSTRIES INTERNAL AUDIT CHECKSHEET
(EMS/ OHSAS)
Date & Time:
Plant: Page:    of
DEPT : Safety AUDIT PERIOD : AUDIT NO :
Processes to be audited :
SR NO CHECK POINT APPLICABLE CLAUSE/
PROCESS REF NO.
AUDIT FINDINGS
OBJECTIVE EVIDENCE/REMARKS Pl tick appropriate from below
as per QSP-MR-04
NO NCR MINOR NCR MAJOR NCR OBSERVATION
21 Fire extinguishers are need to be tested with defined frequency, also need to be specify with Sr. No. & location on Map. 4.3.2
22 Are Fire extinguisher are checked for pressure tests. 4.3.2
23 Sand within Fire buckets needs to have in loose condition. 4.3.2
24 Check for Work place monitoring records ? 4.3.2/4.5.1
25 Whether Ventilation study  done ? 4.5.1
26 Near miss accident register have format number. 4.5.3
27 Verify, Near miss accidents register for  updatation  & related actions are taken ? 4.5.3
28 Whether root cause analysis is done in case of any accident. 4.5.3
29 Check awareness about emergency assembly point,in case of emergency like fire. 4.5.2
30 On the Factory plan/Layout : Assy. Point, emergency, emergency exists are identified. 4.4.7
NAME/SIGN OF THE AUDITOR : NAME/SIGN OF THE AUDI-TEE :
F-MR-10, Issue/Rev 2/0
GROUP OF INDUSTRIES INTERNAL AUDIT CHECKSHEET
(EMS/ OHSAS)
Date & Time:
Plant: Page:    of
DEPT : Safety AUDIT PERIOD : AUDIT NO :
Processes to be audited :
SR NO CHECK POINT APPLICABLE CLAUSE/
PROCESS REF NO.
AUDIT FINDINGS
OBJECTIVE EVIDENCE/REMARKS Pl tick appropriate from below
as per QSP-MR-04
NO NCR MINOR NCR MAJOR NCR OBSERVATION
31 Reporting media/ information flow of Accident is prepared ? 4.4.7
32 Method of calculating accident rate ? 4.3.2
33 Is auditee is aware of the Document Location. 4.4.5
34 Retention period for the documents is defined 4.5.4
35 Monitoring & trend of all air, water, parameters against targets. 4.5.1
NAME/SIGN OF THE AUDITOR : NAME/SIGN OF THE AUDI-TEE :
F-MR-10, Issue/Rev 2/0

 

Click Here To Download Internal Audit Checksheet EMS-OHSAS

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Posted by Hrformats - September 29, 2012 at 6:07 AM

Categories: HR   Tags: , , ,

HR Audit Sheet or Audit Questions

Audits help determine the effectiveness of an HR department and/or HR systems. They are asystematic, objective tool to assess regulatory or policy compliance in the workplace.

 

HR Audit Questions

 

  1. What was total revenue for the business unit  for the most recently completed fiscal year?
  2. What were total assets for the business unit for the most recently completed fiscal year?
  3. How many locations exist within the business unit? (Include all operating and administrative locations which perform HR activities.)
  4. Is the business unit a publicly-held or a privately-held entity?
  5. What was the pre-tax income for the business unit for the last fiscal year-end?
  6. What is the company business strategy?
  7. Does the company business strategy link to Human Resources (HR)? Please describe.
  8. What is your company’s HR Strategy? Is the HR strategy aligned with the company’s strategy?
  9. Who develop the HR Strategy? Do you assemble a cross-functional team to develop the HR strategy?
  10. What does HR do in supporting the implementation of organization’s strategy?
  11. Determine how the human resources department will support strategic goal and impact organization performance?
  12. Do you perform a gap analysis of current versus desired organizational behavior and performance, and develop strategy to close the gap?
  13. Outline the HR department’s present role, list its function and evaluate its effectiveness?

1.       Please describe the Human Resources Policies of the company. If possible, please specify the policies for each HR function (recruitment & placement, training & development, performance appraisal, etc)

2.       How and to what extent do the policies support the HR department in executing the strategy?

 

3.       Please describe the Human Resources Program of your company.

4.       Do these programs align with your Human Resources Policies?


1.       Are your workforce formation fits the company’s business objectives?

2.       Does the company have manpower plan?

3.       How do you create a manpower plan?

4.       Do you develop a competency-based approach to staffing?

5.       Does every position have competency/requirement?

6.       Do every employee understand competency/requirement needed to perform a job/position?

7.       Does this company have a clear job description for each job/position? And does each have clear competency ‘map’?

8.       What is the total number of all employees (headcount) at the business unit?

 

  • managerial level :
  • supervisory level :
  • staff/operator level          :
  • total                              :

 

8.  What is the total number of employees (headcount)for the human resources department?

number

  • managerial
  • supervisory
  • staff
  • total

1. Answer the following in relation to the job offer cycle:

a. What was the total number of offers made in most recent

complete fiscal year?

b. What was the total number of offers accepted in

most recent complete fiscal year?

c. What was the average time (in days) from

job requisition to extension of job offer?

 

2. Please complete the following question with the number of entry and non-entry level positions filled

internally and externally during the most recent complete fiscal year:

 

internal                        external

a. Entry

b. Non-entry

 

3.  What were your total recruiting costs for                                  internal                        external

the previous year?

 

4.       How many positions (job titles) exist across the organization?

5.       How is the recruitment process?

6.       Does it eliminate unsuitable applicants early and focus on promising candidates ?

7.      How is the recruitment methodology? Does it attract desirable workers? Does it match capabilities of candidates with competency requirement for positions?

8.       Do you use executive search services to help you in the recruitment area?

9.       How do you describe the qualification requirements for the vacant positions?

10.   Who makes the hiring decision?

 

1.       What kind of programs does exist for employee retention? Are they sufficient?

2.       Does the company develop attractive benefit program that can retain employees?

3.       Do you track your staff turnover? What is your turn over rate this fiscal year?

 

1.       Does the company have a clear development or training plan/strategy ?

2.       What is the current training and development system for employees?

3.       What was the total number of training hours in the previous year for all employees?

         Managerial      :

Supervisory    :

Staff                :

 

4. Of the total amount of training hours offered, what percentage was:

Percentage

a. Formal classroom

b. Computer-based

c. On-the-job

d. Self-study

e. Off-site

 

5.       What was the total cost for training in the previous year?

6.       How do you conduct Training Need Analysis (TNA)?

7.       How do you translate the TNA into a Training Program?

8.       What kind of training programs offered to employees?

9.       Do managers and employees find the training program relevant to their needs?

10.   How do you evaluate training effectiveness?

11.   Does each employees have Individual Development Plan(IDP)? How are individual development plans and needs identified?

12.   Does IDP work effectively? If it doesn’t work effectively, what is the cause of it?

1.       What types of performance management systems do you use? Please describe.

2.       Does it work effectively? If not, why?

3.       Do you give constructive feedback to increase employee’s performance?

4.       Do you include a customer satisfaction element in performance evaluations?

 

1.       What is the current compensation system in your company? Please describe

2.       Do you offer compensation plans that provide a stable base with variables linked to performance?

3.       Do you develop compensation plan that support strategic goals?

4.       Who design the current compensation system? Does the BOD / HR Department involve in formulating pay strategy?

5.       Is the compensation system reviewed periodically? How do you evaluate your pay structure and compensation policy at least annually and adjust it when needed?

6.       Do you compare the company’s compensation programs with the market rates? Does the current compensation system competitive?

7.       Do you set up procedures that ensure company compliance with all applicable payroll laws needed?

8.       Please describe the current benefit and allowance system of your company? (describe in detail if there is differences among upper / middle / lower level of management / staff?)

9.       For all employees in the organization (include both part-time and full-time employees in  all departments), what is the:

a. Total base pay

b. Total overtime pay

c. Total variable pay

d. Total payroll cost

10.   What is the total benefits cost (not including benefits administrations costs) for all employees in the organization? (Include both part- and full-time employees in all departments)?

 

1.       What is the current system for Career Development in your company? Please describe.

2.       Does it work based on meritocracy and fairness?

3.       How does this current system apply to the employee individually?

4.       What is the current system of succession planning?

5.       Do succession plan exist for all critical positions?

6.       What percentage of management positions at the following levels has succession plans in place?

            percent

a. Executives

b. Senior mgt.

c. Middle mgt.

 

7.       What are the criteria for the successors?

8.       Does the succession planning system work effectively? If not, why?

1.       Do you build a culture of inclusion that promotes labor and management as partner in business success? How?

2.       What problems does the company encounter in labor relation issues? Do you have labor union? Does the labor union represent the employees well?

3.       How do you solve labor relation (LR) issues?

4.       Do employees give feedback to solve IR issues? Do you design grievance procedure for resolving employees problem?

 

5.       Do the company actively communicate LR / IR procedure to all employees?

6.       Do you encourage employees to play a proactive role in improving the labor-management relationship?

1.       What IT systems and infrastructure do you use to support your HRIS? Does it work effectively?

2.       How can the IT system be used to support the HR Strategy?

3.       How many human resource information databases your company have?

1.       What is the current retirement policy?

2.       Does your company have Pre-Retirement Preparation Program for their employees?

3.       Please indicate the number of employees participating in retirement plans.

Managerial        :

Supervisory       :

Staff                  :

 

4.       Please indicate the total contribution (in terms of percentage of total compensation) into retirement  plans as outlined below:

 

managerial                  supervisory                                  staff

 

a. By employee

b. By the organization

 
1.       Do you create an environment of open communication between employees and management.

2.       How do managers and employees perceive the effectiveness and integrity of current communication culture?

3.       Do you capture the creative insight of employees by soliciting their ideas for improvement?

4.       Do you create environment to delegate decision making to the lowest level possible?

5.       What kind of media your organization uses to communicate to the entire workforce on a regular basis?

6.       What mechanisms do you have for obtaining employee feedback on a regular basis?

 

1.       How much the cost for the following items:

  • Human resources department direct labor cost  (Wages, overtime, and benefits.)
  • Human resources department operating expenses (Supplies, training, and other locally controllable expenses not including rent, depreciation, or allocated overhead expenses.)
  • Outsourcing fees, if any (Contract fees including annual fees and monthly operating charges.)
  • Contracted services cost (Temporary and contract labor).
  • Data processing equipment and facilities to support the human resources department (Include the cost of providing computer processing, software, hardware, )
  • Total human resources department cost (Total of questions 1 through 5)

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Posted by Hrformats - June 7, 2012 at 5:26 AM

Categories: HR   Tags: , , , , ,

Sample HR Audit Sheet

I have attached HR audit sheet in excel format.

 

HR AUDIT – Process Chart
Sr.No Detail Content Obtain Marks Total Marks Remark
1 Appointment Letter Designation 2
Date of Joining 2
CTC 2
2 Offer Letter Date of Joining 2
Offered Designation 2
3  Interview Evaluation Sheet Interview Panel 2
Approval 2
CTC Offer 2
4 Qualification certificate Last Degree 3
Certificate 2
Addi. Qualification 2
5 Experience related certificate Experience Letter 2
Relieving Letter 2
Last Salary Slip 3
6 Confirmation Letter(If Confirm Or Completed Six month) Date of Confirmation 5
7 Salary Increment letter(If Applicable) Approval for Increment 5
8  Office Order(If Applicable) Office order 2
9 HRMS Entry Personal Detail 5
Professional Detail 5
Educational Detail 5
Leave Balance 5
10 Attendance Process/ Register Bio Matrix Attendance 5
Register (On-Roll) 2
Register (Off-Roll) 2
11  Leave Process & Record Leave Form 5
Approved Authority 5
Signature 2
Balance 2
12 HR System At Unit Level Actual HR System At Unit level 3
Way of work for HR 3
Day to Day activity 3
13 Salary Discrepancy Last Salary Sheet 2
Salary Discrepancy 2
Approval of HOD 2
Any other issue related to Salary 2
14 Salary File Month Wise 5
All Documents as per check list 5
Company wise Salary File (i.e.NLL, CHHPL, TDPL) 5
15 Meeting with HOD Meeting with HOD during Morning Meeting in Unit. 2
Take feedback and suggestion to improve HR System. 2
Give instruction to Follow HR Process. 2
Update HR System 2
16 Observation Work Process 5
Work Environment 5
Attitude/Behavior of HOD 5
17 MIS – HR Employee Detail 2
New Joinee Detail – Monthly 5
Left Emloyee Detail – Monthly 5
Full & Final Status of Left Employee 5
18 Legal Compliance ESIC Sub Code (If Applicable) 5
ESIC No. of all employee 3
Form – 2 for PF Nomination 3
 Form – F for Gratuity Nomination 3
Monthly ESIC Chalan Copy 3
Form – 5 & Form – 10 3
All Required Register 3
Total

 

Click Here To Download Hr Audit Sheet In Excel Format

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Posted by Hrformats - June 7, 2012 at 5:23 AM

Categories: HR   Tags: , , , , ,

HR Audit Interview Questions

I have attached HR audit interview questions.

HR Audit Interview

 

 

Types of Topics in Questions

  • Behaviors -what a person has done or is doing.
  • Opinions/values -what a person thinks about the topic.
  • Feelings –what a person feels rather than what a person thinks.
  • Knowledge –to get facts about the topic.
  • Sensory –what people have seen, touched, heard, tasted or smelled?
  • Background/demographics –standard background questions, such as age, education, etc.

 

 

Sequence of Questions

  • Get the respondents involved in the interview as soon as possible.
  • Before asking about controversial matters, first ask about some facts.
  • Intersperse fact-based questions throughout the interview.
  • Ask questions about the present before questions about the past or future.

Click Here To Download HR Audit JP Supporting File 1 Interview

 

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Posted by Hrformats - June 4, 2012 at 4:19 AM

Categories: HR   Tags: , , , , , ,

Hr audit sheet in Word Format

I have Attached Hr audit sheet in Word Format

HR Audit Questions

 

  1. What was total revenue for the business unit  for the most recently completed fiscal year?
  2. What were total assets for the business unit for the most recently completed fiscal year?
  3. How many locations exist within the business unit? (Include all operating and administrative locations which perform HR activities.)
  4. Is the business unit a publicly-held or a privately-held entity?
  5. What was the pre-tax income for the business unit for the last fiscal year-end?
  6. What is the company business strategy?
  7. Does the company business strategy link to Human Resources (HR)? Please describe.
  8. What is your company’s HR Strategy? Is the HR strategy aligned with the company’s strategy?
  9. Who develop the HR Strategy? Do you assemble a cross-functional team to develop the HR strategy?
  10. What does HR do in supporting the implementation of organization’s strategy?
  11. Determine how the human resources department will support strategic goal and impact organization performance?
  12. Do you perform a gap analysis of current versus desired organizational behavior and performance, and develop strategy to close the gap?
  13. Outline the HR department’s present role, list its function and evaluate its effectiveness?

 

 

 

1.       Please describe the Human Resources Policies of the company. If possible, please specify the policies for each HR function (recruitment & placement, training & development, performance appraisal, etc)

2.       How and to what extent do the policies support the HR department in executing the strategy?

 

3.       Please describe the Human Resources Program of your company.

4.       Do these programs align with your Human Resources Policies?


1.       Are your workforce formation fits the company’s business objectives?

2.       Does the company have manpower plan?

3.       How do you create a manpower plan?

4.       Do you develop a competency-based approach to staffing?

5.       Does every position have competency/requirement?

6.       Do every employee understand competency/requirement needed to perform a job/position?

7.       Does this company have a clear job description for each job/position? And does each have clear competency ‘map’?

8.       What is the total number of all employees (headcount) at the business unit?

 

  • managerial level :
  • supervisory level :
  • staff/operator level          :
  • total                              :

 

8.  What is the total number of employees (headcount)for the human resources department?

number

  • managerial
  • supervisory
  • staff
  • total

 

 

 

1. Answer the following in relation to the job offer cycle:

a. What was the total number of offers made in most recent

complete fiscal year?

b. What was the total number of offers accepted in

most recent complete fiscal year?

c. What was the average time (in days) from

job requisition to extension of job offer?

 

 

2. Please complete the following question with the number of entry and non-entry level positions filled

internally and externally during the most recent complete fiscal year:

 

internal                        external

a. Entry

b. Non-entry

 

3.  What were your total recruiting costs for                                  internal                        external

the previous year?

 

4.       How many positions (job titles) exist across the organization?

5.       How is the recruitment process?

6.       Does it eliminate unsuitable applicants early and focus on promising candidates ?

7.      How is the recruitment methodology? Does it attract desirables workers? Does it match capabilities of candidates with competency requirement for positions?

8.       Do you use executive search services to help you in the recruitment area?

9.       How do you describe the qualification requirements for the vacant positions?

10.   Who makes the hiring decision?

 

 

 

1.       What kind of programs does exist for employee retention? Are they sufficient?

2.       Does the company develop attractive benefit program that can retain employees?

3.       Do you track your staff turnover? What is your turn over rate this fiscal year?

4.

 

 

 

 

 

 

 

1.       Does the company have a clear development or training plan/strategy ?

2.       What is the current training and development system for employees?

3.       What was the total number of training hours in the previous year for all employees?

         Managerial      :

Supervisory    :

Staff                :

 

4. Of the total amount of training hours offered, what percentage was:

Percentage

a. Formal classroom

b. Computer-based

c. On-the-job

d. Self-study

e. Off-site

 

5.       What was the total cost for training in the previous year?

6.       How do you conduct Training Need Analysis (TNA)?

7.       How do you translate the TNA into a Training Program?

8.       What kind of training programs offered to employees?

9.       Do managers and employees find the training program relevant to their needs?

10.   How do you evaluate training effectiveness?

11.   Does each employees have Individual Development Plan(IDP)? How are individual development plans and needs identified?

12.   Does IDP work effectively? If it doesn’t work effectively, what is the cause of it?

 

 

1.       What types of performance management systems do you use? Please describe.

2.       Does it work effectively? If not, why?

3.       Do you give constructive feedback to increase employee’s performance?

4.       Do you include a customer satisfaction element in performance evaluations?

 

 

 

 

 

1.       What is the current compensation system in your company? Please describe

2.       Do you offer compensation plans that provide a stable base with variables linked to performance?

3.       Do you develop compensation plan that support strategic goals?

4.       Who design the current compensation system? Does the BOD / HR Department involve in formulating pay strategy?

5.       Is the compensation system reviewed periodically? How do you evaluate your pay structure and compensation policy at least annually and adjust it when needed?

6.       Do you compare the company’s compensation programs with the market rates? Does the current compensation system competitive?

7.       Do you set up procedures that ensure company compliance with all applicable payroll laws needed?

8.       Please describe the current benefit and allowance system of your company? (describe in detail if there is differences among upper / middle / lower level of management / staff?)

9.       For all employees in the organization (include both part-time and full-time employees in  all departments), what is the:

 

a. Total base pay

b. Total overtime pay

c. Total variable pay

d. Total payroll cost

 

10.   What is the total benefits cost (not including benefits administrations costs) for all employees in the organization? (Include both part- and full-time employees in all departments)?

 

 

 

1.       What is the current system for Career Development in your company? Please describe.

2.       Does it work based on meritocracy and fairness?

3.       How does this current system apply to the employee individually?

4.       What is the current system of succession planning?

5.       Do succession plan exist for all critical positions?

6.       What percentage of management positions at the following levels has succession plans in place?

            percent

a. Executives

b. Senior mgt.

c. Middle mgt.

 

7.       What are the criteria for the successors?

8.       Does the succession planning system work effectively? If not, why?

 

 

 

1.       Do you build a culture of inclusion that promotes labor and management as partner in business success? How?

2.       What problems does the company encounter in labor relation issues? Do you have labor union? Does the labor union represent the employees well?

3.       How do you solve labor relation (LR) issues?

4.       Do employees give feedback to solve IR issues? Do you design grievance procedure for resolving employees problem?

 

5.       Do the company actively communicate LR / IR procedure to all employees?

6.       Do you encourage employees to play a proactive role in improving the labor-management relationship?

 

 

 

 

 

 

 

1.       What IT systems and infrastructure do you use to support your HRIS? Does it work effectively?

2.       How can the IT system be used to support the HR Strategy?

3.       How many human resource information databases your company have?

 

 

 

 

1.       What is the current retirement policy?

2.       Does your company have Pre-Retirement Preparation Program for their employees?

3.       Please indicate the number of employees participating in retirement plans.

Managerial        :

Supervisory       :

Staff                  :

 

4.       Please indicate the total contribution (in terms of percentage of total compensation) into retirement  plans as outlined below:

 

managerial                  supervisory                                  staff

 

a. By employee

b. By the organization

 

 

 

1.       Do you create an environment of open communication between employees and management.

2.       How do managers and employees perceive the effectiveness and integrity of current communication culture?

3.       Do you capture the creative insight of employees by soliciting their ideas for improvement?

4.       Do you create environment to delegate decision making to the lowest level possible?

5.       What kind of media your organization uses to communicate to the entire workforce on a regular basis?

6.       What mechanisms do you have for obtaining employee feedback on a regular basis?

 

 

 

 

1.       How much the cost for the following items:

  • Human resources department direct labor cost  (Wages, overtime, and benefits.)
  • Human resources department operating expenses (Supplies, training, and other locally controllable expenses not including rent, depreciation, or allocated overhead expenses.)
  • Outsourcing fees, if any (Contract fees including annual fees and monthly operating charges.)
  • Contracted services cost (Temporary and contract labor).
  • Data processing equipment and facilities to support the human resources department (Include the cost of providing computer processing, software, hardware, )
  • Total human resources department cost (Total of questions 1 through 5)

Be the first to comment - What do you think?
Posted by Hrformats - May 7, 2012 at 11:17 AM

Categories: HR   Tags: , , , , ,

Hr Audit Sheet in Excel

I have Attached Hr Audit Sheet in Excel

HR AUDIT – Process Chart
Sr.No Detail Content Obtain Marks Total Marks Remark
1 Appointment Letter Designation 2
Date of Joining 2
CTC 2
2 Offer Letter Date of Joining 2
Offered Designation 2
3  Interview Evaluation Sheet Interview Panall 2
Approval 2
CTC Offer 2
4 Qualification certificate Last Degree 3
Certificate 2
Addi. Qualification 2
5 Experience related certificate Experience Letter 2
Relieving Letter 2
Last Salary Slip 3
6 Confirmation Letter(If Confirm Or Completed Six month) Date of Confirmation 5
7 Salary Increment letter(If Applicable) Approval for Increment 5
8  Office Order(If Applicable) Office order 2
9 HRMS Entry Personal Detail 5
Professional Detail 5
Educational Detail 5
Leave Balance 5
10 Attendance Process/ Register Bio Matrix Attendance 5
Register (On-Roll) 2
Register (Off-Roll) 2
11  Leave Process & Record Leave Form 5
Approved Authority 5
Signature 2
Balance 2
12 HR System At Unit Level Actual HR System At Unit level 3
Way of work for HR 3
Day to Day activity 3
13 Salary Discrepancy Last Salary Sheet 2
Salary Discrepancy 2
Approval of HOD 2
Any other issue related to Salary 2
14 Salary File Month Wise 5
All Documents as per check list 5
Compny wise Salary File (i.e.NLL, CHHPL, TDPL) 5
15 Meeting with HOD Meeting with HOD during Morning Meeting in Unit. 2
Take feedback and suggestion to improve HR System. 2
Give instruction to Follow HR Process. 2
Update HR System 2
16 Observation Work Process 5
Work Environment 5
Attitute/Behavior of HOD 5
17 MIS – HR Employee Detail 2
New Joinee Detail – Monthly 5
Left Emloyee Detail – Monthly 5
Full & Final Status of Left Employee 5
18 Legal Compliances ESIC Sub Code (If Applicable) 5
ESIC No. of all employee 3
Form – 2 for PF Nomination 3
 Form – F for Gratuity Nomination 3
Monthly ESIC Chalan Copy 3
Form – 5 & Form – 10 3
All Required Register 3
Total

 

Click Here To Download Hr Audit Sheet in Excel

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Posted by Hrformats - May 7, 2012 at 11:15 AM

Categories: HR   Tags: , ,

HR Audit JP Supporting File 2 Process Chart Document

 I have Attached HR Audit JP Supporting File 2 Process Chart Document

HR AUDIT – Process Chart
Sr.No Detail Content Obtain Marks Total Marks Remark
1 Appointment Letter Designation 2
Date of Joining 2
CTC 2
2 Offer Letter Date of Joining 2
Offered Designation 2
3  Interview Evaluation Sheet Interview Panall 2
Approval 2
CTC Offer 2
4 Qualification certificate Last Degree 3
Certificate 2
Addi. Qualification 2
5 Experience related certificate Experience Letter 2
Relieving Letter 2
Last Salary Slip 3
6 Confirmation Letter(If Confirm Or Completed Six month) Date of Confirmation 5
7 Salary Increment letter(If Applicable) Approval for Increment 5
8  Office Order(If Applicable) Office order 2
9 HRMS Entry Personal Detail 5
Professional Detail 5
Educational Detail 5
Leave Balance 5
10 Attendance Process/ Register Bio Matrix Attendance 5
Register (On-Roll) 2
Register (Off-Roll) 2
11  Leave Process & Record Leave Form 5
Approved Authority 5
Signature 2
Balance 2
12 HR System At Unit Level Actual HR System At Unit level 3
Way of work for HR 3
Day to Day activity 3
13 Salary Discrepancy Last Salary Sheet 2
Salary Discrepancy 2
Approval of HOD 2
Any other issue related to Salary 2
14 Salary File Month Wise 5
All Documents as per check list 5
Compny wise Salary File (i.e.NLL, CHHPL, TDPL) 5
15 Meeting with HOD Meeting with HOD during Morning Meeting in Unit. 2
Take feedback and suggestion to improve HR System. 2
Give instruction to Follow HR Process. 2
Update HR System 2
16 Observation Work Process 5
Work Environment 5
Attitute/Behavior of HOD 5
17 MIS – HR Employee Detail 2
New Joinee Detail – Monthly 5
Left Emloyee Detail – Monthly 5
Full & Final Status of Left Employee 5
18 Legal Compliances ESIC Sub Code (If Applicable) 5
ESIC No. of all employee 3
Form – 2 for PF Nomination 3
 Form – F for Gratuity Nomination 3
Monthly ESIC Chalan Copy 3
Form – 5 & Form – 10 3
All Required Register 3
Total

 

Click Here To Download HR Audit JP Supporting File 2 Process Chart Document

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Posted by Hrformats - May 3, 2012 at 10:32 AM

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HR Audit JP Supporting File 3 Questionnaire

 I have Attached HR Audit JP Supporting File 3 Questionnaire

HR Audit Questions

 

  1. What was total revenue for the business unit  for the most recently completed fiscal year?
  2. What were total assets for the business unit for the most recently completed fiscal year?
  3. How many locations exist within the business unit? (Include all operating and administrative locations which perform HR activities.)
  4. Is the business unit a publicly-held or a privately-held entity?
  5. What was the pre-tax income for the business unit for the last fiscal year-end?
  6. What is the company business strategy?
  7. Does the company business strategy link to Human Resources (HR)? Please describe.
  8. What is your company’s HR Strategy? Is the HR strategy aligned with the company’s strategy?
  9. Who develop the HR Strategy? Do you assemble a cross-functional team to develop the HR strategy?
  10. What does HR do in supporting the implementation of organization’s strategy?
  11. Determine how the human resources department will support strategic goal and impact organization performance?
  12. Do you perform a gap analysis of current versus desired organizational behavior and performance, and develop strategy to close the gap?
  13. Outline the HR department’s present role, list its function and evaluate its effectiveness?

 

 

 

1.       Please describe the Human Resources Policies of the company. If possible, please specify the policies for each HR function (recruitment & placement, training & development, performance appraisal, etc)

2.       How and to what extent do the policies support the HR department in executing the strategy?

 

3.       Please describe the Human Resources Program of your company.

4.       Do these programs align with your Human Resources Policies?


Click Here To Download HR Audit JP Supporting File 3 Questionnaire

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Posted by Hrformats - May 3, 2012 at 10:29 AM

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HR Audit JP Supporting File 1 Interview

 I have Attached HR Audit JP Supporting File 1 Interview

 

HR Audit Interview

 

 

Types of Topics in Questions

  • Behaviors -what a person has done or is doing.
  • Opinions/values -what a person thinks about the topic.
  • Feelings –what a person feels rather than what a person thinks.
  • Knowledge –to get facts about the topic.
  • Sensory –what people have seen, touched, heard, tasted or smelled?
  • Background/demographics –standard background questions, such as age, education, etc.

 

 

Sequence of Questions

    • Get the respondents involved in the interview as soon as possible.
    • Before asking about controversial matters, first ask about some facts.
    • Intersperse fact-based questions throughout the interview.
    • Ask questions about the present before questions about the past or future.
    • The last questions might be to allow respondents to provide any other information they prefer to add and their impressions of the interview.

Click Here To Download HR Audit JP Supporting File 1 Interview

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Posted by Hrformats - May 3, 2012 at 10:27 AM

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HR Audit JP Supporting File

 I have Attached HR Audit JP Supporting File

HR Audit Interview

 

 

Types of Topics in Questions

  • Behaviors -what a person has done or is doing.
  • Opinions/values -what a person thinks about the topic.
  • Feelings –what a person feels rather than what a person thinks.
  • Knowledge –to get facts about the topic.
  • Sensory –what people have seen, touched, heard, tasted or smelled?
  • Background/demographics –standard background questions, such as age, education, etc.

 

 

Sequence of Questions

    • Get the respondents involved in the interview as soon as possible.
    • Before asking about controversial matters, first ask about some facts.
    • Intersperse fact-based questions throughout the interview.
    • Ask questions about the present before questions about the past or future.
    • The last questions might be to allow respondents to provide any other information they prefer to add and their impressions of the interview.

Click Here To Download HR Audit JP Supporting File

Be the first to comment - What do you think?
Posted by Hrformats - March 30, 2012 at 11:16 AM

Categories: HR   Tags: , , , ,

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