Personnel auditing has a special place in the management audit system. Personnel auditing can be used as a method to determine the effectiveness of management decisions and to monitor the effectiveness of the personnel management system. For the latter purpose, it is advisable for companies to conduct regular personnel audits.
Personnel audit is the examination of the personnel management system, which includes: collecting information, analyzing and specifying, organizing the use of labor potential and evaluating the effectiveness of the social-labor relations system.
Its essence is to diagnose the causes of problems in the organization, to assess their importance and their ability to solve them, to formulate specific recommendations for the management of the organization. Most importantly, it reveals problems and ensures compliance with various laws. This explains the growing interest in staff audits in many countries in recent years.
The objects of personnel audit are: personnel, principles of its work, management and organization of activities, ie. Results of work.
An audit is conducted in the form of an analysis of the social and labor performance system, evaluates the performance of the organization’s human resource management service, and may include individual departments or the company as a whole.
Through feedback, audit managers and other professionals gain insight into the functioning of human resources and reveal how well the company manages staff, how well subordinates perform their responsibilities.
Personnel Audit can open up new opportunities for the Personnel Management Service, helping the organization better manage its staff.
Audit forms the information management system, helps to clarify the role of staff, which leads to greater stability in the company’s operations.
Organizations need to constantly take care to create their own positive image among employees as well, which is also one of the goals of staff audits.
Personnel management is designed to ensure effective interaction between the individual and the organization.
What gives us a Personnel audit
What the staff audit gives us:
Stimulates the growth of responsibility and professionalism of the employees of the organization; Shows the contribution of the HR department in achieving the ultimate goals of the organization; Strengthens the professional image of the organization; Explains the rights and responsibilities of the UP Service; Ensures the consistency of the strategy, personnel policy and its implementation. Solves personnel problems. Ensures constant observance of labor legislation. Provides cost optimization for personnel activities and maintenance of personnel management service. Stimulates progressive innovations in the field of personnel management. Contributes to the quality management of the organization’s work and quality.
Effective people management methods include:
Job analysis (determining the nature of each employee’s work); Planning staff requirements and hiring candidates for the job; Selection of candidates; Orientation and training of new employees; Payroll and payroll management; Providing motivation and benefits; Performance appraisal; Communication; Education and development; Creating a sense of responsibility among employees; Employee health and safety; Review grievances and labor relations. Personnel internal management is a combination of forms and methods of influencing the interests, behavior and activities of staff (individuals and groups) to maximize their use.
Benefits for managers
The manager who establishes interaction with the subordinate must know and constantly monitor the subordinate’s personal characteristics that determine a person’s behavior in the organization, which influences the person’s involvement in the organization, and the manager must be able to use effective management methods.
What are the pros for the brand?
Due to the need to explore new markets of goods in the face of fierce competition and gain popularity among buyers, organizations are increasingly beginning to care about building their positive image. It includes, among other things, the attitude of the organization towards employees, on the one hand their positive attitude towards the company and on the other hand the professional performance of their functions.