9780814416617

Business units everywhere are under the gun to prove their effectiveness and strategic value, especially human resources departments. Now they can accurately gauge how well they're doing with this new edition of Auditing Your Human Resources Department. This comprehensive guide walks readers through an in-depth self assessment process - rigorous, but far less costly and intimidating than an outside audit. The proven process entails gathering key information, scoring answers, analyzing data, and fixing problem spots while scrutinizing 11 HR functions, including: * Department organization and employees* Recruitment and selection* Compensation* Benefits* Education, training, and development* Diversity and EOE Hundreds of pages of questionnaires, checklists, and forms make the process as simple and painless as possible. Completely revised to include information on strategic planning and HR, important developments in technology, and new federal workplace laws, the second edition supplies the tools to pinpoint strengths, improve weaknesses, and turn HR into an essential business asset.

About This Book
The Advisory Board
Acknowledgments
The Human Resources Function
How to Use This Book
The Categories
Audit Category Ranking
Step One Information Gathering
Human Resources Strategic Management
Workforce Planning and Selection
Training and Organizational Development
Total Rewards
Employee and Labor Relations
Safety and Security
Human Resources Information Systems (HRIS) and Metrics
Diversity and Equal Employment Opportunity
Human Resources Facilities and Equipment
Human Resources Organization
Human Resources Staff
Benchmarks
Summary
Step Two Evaluation
Human Resources Strategic Management
Workforce Planning and Selection
Training and Organizational Development
Total Rewards
Employee and Labor Relations
Safety and Security
Human Resources Information Systems (HRIS) and Metrics
Diversity and Equal Employment Opportunity
Human Resources Facilities and Equipment
Human Resources Organization
Human Resources Staff
Step Three Analysis
Human Resources Strategic Management
Workforce Planning and Selection
Training and Organizational Development
Total Rewards
Employee and Labor Relations
Safety and Security
Human Resources Information Systems (HRIS) and Metrics
Diversity and Equal Employment Opportunity
Human Resources Facilities and Equipment
Human Resources Organization
Human Resources Staff
Functional Category Grouping
Final Analysis
Benchmarks
Asset Comparison Matrix
Summary
Step Four Action Planning
Human Resources Strategic Management
Workforce Planning and Selection
Training and Organizational Development
Total Rewards
Employee and Labor Relations
Safety and Security
Human Resources Information Systems (HRIS) and Metrics
Diversity and Equal Employment Opportunity
Human Resources Facilities and Equipment
Human Resources Organization
Human Resources Staff
Summary and Conclusion
Index
About the Author
Table of Contents provided by Publisher. All Rights Reserved.

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<html><head></head><body>About This Book For over 75 years, the American Management Association has been providing services and products to improve the skills and knowledge of professional managers. These have included workshops, seminars, training courses, consulting, research studies, and publications. In the 1970s, AMACOM (AMA’s publishing division) developed a series of self- evaluation guides for major organizational functions. One of those was How to Audit the Personnel Department. The book was used extensively by professional managers, human resources professionals, college professors, and consultants. By the early 1980s, personnel’s role within organizations had evolved to that of a strategic partner and equal member of senior management. Simultaneously, its name changed to human resources to more accurately describe its enhanced function. Users of the book requested a new version that reflected these changes, and in 1986 a second edition, How to Audit the Human Resources Department, was published. The edition used the same self-evaluating format as the original, but the content was updated. That edition proved to be even more useful. Human resources continued to evolve strategically and professionally. By 1999, it was recognized that another version of the book was needed. That edition retained the self-evaluation process but created a completely new and more user-friendly format. Now, 11 years later, human resources has established itself as an integral and vital partner in an organization’s strategic planning and operations. Its level of professionalism has increased, and the function now uses complex systems and metrics to implement and measure performance. Responding to these changes, AMACOM recognizes the need for an updated self-audit of human resources. This edition recognizes the many changes that have occurred in human resources since 1999. It has retained the self-audit procedure but provides for more complex responses. Simultaneously, the scoring system has been revised to reflect the increased professionalism and sophistication of the function, and it makes use of technology developments to simplify the audit process while allowing for a more comprehensive evaluation. In addition, the procedure for customizing the results for your organization has been expanded, and additional information has been provided for creating appropriate development plans. All of these changes have been made to increase the usefulness of the audit. We believe this new edition will be a major assist for anyone interested in arriving at a realistic evaluation of the human resources function and in developing specific programs for making maximum use of their human resources strengths and correcting areas needing improvement. To further assist, the book is accompanied by a CD-ROM, which contains the key areas of the auditing process: “The Categories” and the four audit steps. </body></html>

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Auditing Your Human Resources Department

Auditing Your Human Resources Department

0814416616

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