At the end of this course, the participants should be able to:
- Defines the concept of Human Resource Management and its importance in improving organizational performance.
- Explains the concept of Human Resource Auditing and its role in improving organizational performance efficiency.
- Reviews the benefits of Human Resource Auditing and how it impacts the development of organizational strategies.
- Identifies the mechanisms and tools of Human Resource Auditing and applies them effectively.
- Identifies the sources of information used in Human Resource Auditing to ensure accurate evaluation.
- Evaluates the effectiveness of the Human Resource Management strategic plan in alignment with the organization’s goals.
- Audits organizational aspects and human resource planning to maximize the utilization of available resources.
- Audits recruitment and hiring processes to ensure alignment with organizational needs.
- Measures the effectiveness of employee performance evaluation systems and policies to achieve continuous improvement.
- Evaluates compensation and benefits systems and policies to ensure the organization’s attractiveness to talent.
- Audits employee-related activities to ensure compliance with legal and regulatory standards.
- Measures the effectiveness of training and employee development systems and policies to enhance organizational efficiency.
- Assesses the effectiveness of the succession planning process and its role in leadership sustainability within the organization.
- Identifies key performance indicators for Human Resource Management to measure the achievement of strategic goals.
Concept and Importance of Human Resource Management and Auditing
- The impact of external factors on Human Resource Management.
- The importance and objectives of Human Resource Management.
- Human Resource Management as a strategic process.
- The concept and benefits of Human Resource Auditing.
Mechanisms of Human Resource Auditing
- Sub-processes of Human Resource Management.
- Evaluating and analyzing results and determining priorities.
- Setting goals and improvement action plans.
Information Sources in Human Resource Auditing
- Reviewing records.
- Interviews with HR managers and operational managers.
Auditing the Human Resource Strategic Plan
- Aligning the HR strategic plan with organizational goals.
- Collaboration between the HR manager and senior management.
- Implementing HR strategy and measuring employee efficiency.
Auditing Organization and Human Resource Planning
- Aligning organizational structures with strategy.
- HR policies and procedures.
- Job analysis, human resource planning, and job competencies.
Auditing Recruitment and Hiring Activities and Policies
- Shortlisting candidates, interviews, and hiring tests.
- Competency-based recruitment and hiring.
- Analyzing recruitment costs and employee turnover.
Auditing Performance and Compensation Systems and Policies
- Performance evaluations, compensation indicators, and training.
- Aligning performance evaluations with organizational performance.
Auditing Compensation and Benefits Systems and Policies
- Salary studies, salary scales, and job evaluation.
- Auditing employee relations activities:
- Work and absence policies, employee satisfaction, and internal relations.
- Evaluating disciplinary procedures and complaints.
Auditing Training and Succession Planning Policies
- Onboarding and training programs.
- Identifying training needs, designing, and evaluating training programs.
- Succession planning policies.
Key Performance Indicators for Human Resource Management
- Measuring HR performance using measurable indicators.
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