HUMAN RESOURCE MANAGEMENT II ASSIGNMENT
“AUDIT OF HUMAN
RESOURCES PAPER”
LECTURER: IDA BAGUS PUTU ADITYA S.T., M.M.
- Adi Hidayat I J (6120 111 4003)
- Dimas Gardika (6120 111 4010)
- Lutfiyanti (6120 111 4037)
- Siti Juariah (6120 111 4064)
- Yoni Jamaludin (6120 111 4046)
NURTANIO UNIVERSITY
BANDUNG
2016
CHAPTER
I
INTRODUCTION
1.1 Introduction
Another
important thing is that an audit of human resources is not necessarily always
emphasized to search for violations or discrepancies. But it is also useful to
find a breakthrough and a new challenge. Auditor utilizes the knowledge and
skills they have to explore the potential value of a human resource perspective
motivate the audited in order to spur achievement by making various changes or
innovations. Human resources will be commercially viable if supported by
organizational culture and climate that is conducive to learning through the
habitat of the capital increase the credibility of individuals and
organizations. Individual and organizational competence alone is not enough if
it is not backed by the credibility of individuals and organizations. Hence,
audits of human resources need to be followed by management to make
improvements and avoid the same problem in the future. And, the role of top
management is expected in the success of this audit. How, by providing
disposition on the audit reports of human resources that can cause
psychological effects for the audited.
More importantly, human resource audit can be viewed as a learning process which is an extension of the word try. Learning (learning) also there are some mistakes, and this is seen as a process to better produce and achieve what is regarded as best practice. As a general rule by Warren Bennis and Burt Nanus for all organizations: “reasonable failure should never be received with anger”.
More importantly, human resource audit can be viewed as a learning process which is an extension of the word try. Learning (learning) also there are some mistakes, and this is seen as a process to better produce and achieve what is regarded as best practice. As a general rule by Warren Bennis and Burt Nanus for all organizations: “reasonable failure should never be received with anger”.
1.2 Background
Audit
examines how well managers adhere to HR policies. If managers ignore or violate
the rules of HR policies employee relations, the audit will reveal these mistakes
so that corrective action can be taken immediately. Obedience to the law is
very important. In addition to ensuring compliance, audit can improve the image
of the HR department and its contribution to the company. The operations
manager can obtain a higher respect for the department at the time of the audit
team asked for their views. Because the HR department essentially to serve
department. This action can make a greater contribution to the company's
organizational goals. HR department goals are to meet company objectives and
the needs of employees. If the employee needs are not met, then the frequency
of employee turnover, absenteeism and union activity is likely to occur. To
learn how well the needs of employees, the audit team to collect information
regarding wages, benefits, supervisory practices, career planning assistance
and feedback received from employees about Reviews their performance. Human
Resource Audit is a systematic and formal process to evaluate the compatibility
of the Human Resources function with the goals and strategies of implementation
of various HR functions, HR policies and procedures, as well as the performance
of each HR program.
1.3 Identification and Formulation Problems
Definition
of human resource audit.
What
is the purpose of the audit of human resources?
What
are the benefits of an audit of human resources?
How
is the human resource audit?
Case
in HR audit.
1.4 Research
Objectives
To
know the meaning of the human resources audit
To
find out the purpose of the audit
To
find out the benefits of HR audit
To
know HR audit process step
1.5 Benefit
Research
Look
for things that could potentially cause serious problems in the future.
Looking
for areas that can be improved and improvement.
As
a means of documentation for mergers, acquisitions and reorganization.
To
find out how far the system compliance with the standards, rules and
regulations.
CHAPTER II
LITERATURE
REVIEW
2.1 Understanding the Human Resource Audit
Audit of human
resources is a process of systematic and formal that is designed to measure the
costs and benefits of the overall program of Human Resources Management and to
compare the efficiency and effectiveness of the whole program human resource
management with the organization's performance in the past, the performance of
the other organization can compare its effectiveness and objectives of the
organization is a system of systematic and formal process for evaluating the
compatibility of the human resource function with the goals and strategies of
implementation of various HR functions, HR policies and procedures, as well as
the performance of each HR program. Audit of human resources (human resource
audit) evaluates the activities of human resources within an organization with
the aim Touch ups Reviews These activities. Auditing can include a division or
an entire organization. Audit provides
feedback regarding human resources manager operations manager and specialists
in human resources. Also Reviews These audits provide feedback regarding how
well managers meet their human resources responsibility. In short, an audit
control: check the overall quality of human resources activities within a
department, division, or the entire company.
2.2 Basis Theory
According Rival (2004,
p.567) audit tablespoons human resource evaluate the activity which is used in
a company and an overall quality control activities that evaluate tablespoons
in a company.
According gomez -mejia 200 1:28 human resource audit is carried out by the periodic reviews that the human resources department to measure the effectiveness of the use of human resources who are within a company, the audit provides a perspective that comprehensively against the practice in effect now, resources, and management policies regarding the management of human resources and find opportunities and strategies for redirecting opportunities and strategies. In essence, through the audit can find issues and the Ensure compliance with various legislation and strategic plans of the company. Rosary 12 May 2008 human resource audit is a method of evaluation to ensure that the potential is developed human resource optimally. Arens, 1997 audit is the process of collecting and evaluating evidence and about the information that can be measured on an economic entity which carried out a competent and independent to be able to determine and report the suitability of information with the criteria that have been set
According gomez -mejia 200 1:28 human resource audit is carried out by the periodic reviews that the human resources department to measure the effectiveness of the use of human resources who are within a company, the audit provides a perspective that comprehensively against the practice in effect now, resources, and management policies regarding the management of human resources and find opportunities and strategies for redirecting opportunities and strategies. In essence, through the audit can find issues and the Ensure compliance with various legislation and strategic plans of the company. Rosary 12 May 2008 human resource audit is a method of evaluation to ensure that the potential is developed human resource optimally. Arens, 1997 audit is the process of collecting and evaluating evidence and about the information that can be measured on an economic entity which carried out a competent and independent to be able to determine and report the suitability of information with the criteria that have been set
2.3 Audit Process Steps
Human resource audit
process consists of six steps:
• Communicate ideas and
meanings HR audit and emphasizing the benefits that can be obtained, as well as
getting the support of top management.
• Selecting the
personnel with various skills and prepare the audit team, as well as providing
the required training.
• Collect data from
various levels, functions and different units within the organization.
• Prepare audit reports
for line managers and the HR department evaluation.
• Discuss the report
with the related operating managers who followed up the results of evaluation
• Incorporate various
corrective actions to the process of goal-setting organization's regular
operations.
2.4 Audit Case
PT Slamet Langgeng is a business enterprise brand management candy confectionery davos. In the era of 1970-1980an, candy davos once ruled pepper mint candy market in the region of Central Java, even ancient people used to go ceremonial with carrying cigarettes and candy davos. This company is a very strong family management. The distribution network is managed for generations, until now So many distributors are actually not able to make a profit and no longer competent in his effort but still market davos. Sales team of three people each have a very wide area of sales, salesman sample Jogja sell up to Pacitan. However, since 1994 the sales began to decline, there was stagnation of business in the long term due to the number of competitors, sort hexos, kiss, polo etc, and management that are less systematic. Now the successor PT. which is the great-grandson of the company is working to try to get the candy davos go up to hit the market, and the changing image of davos which used to be known as the candy parents.
1. Error SDM what is actually happening in business management PT. Slamet Langgeng?
2. Approach comparative statistical and how that should be taken by the audit team of HR Company!
Response
the most urgent aspect that needs to be addressed is the problem many parts of the distribution, the distribution network hereditary considered still very traditional in the reform process, which is very familial relationship model bias becomes a double-edged knife. In a business, organization structure skillful becomes the most vital factor in continuing the business. Management team should be added from the outside that fit in the field so that it can contribute more to the company and stop the distributor who is not perform to improve company performance. Distributor is a critical point in the marketing of the product, because although the impulse confectionery products are in good quality products and advertising is ubiquitous but will be useless when it is hard to find in the market. The core team of marketing also needs to be added, the amount of three people to cover vast areas obviously very inefficient. But before the company issued an order termination of employment to those employees longer, it helps provide severance payments that are tailored to the expectations of the employees.
A comparative approach to be taken by the company is to compare performance among the employees and the results of the products sold at each distribution agent, of the amount of the sold product can know the extent where the performance of an employee. Employees are less effective work is expected bias replaced with dedicated employees.
the most urgent aspect that needs to be addressed is the problem many parts of the distribution, the distribution network hereditary considered still very traditional in the reform process, which is very familial relationship model bias becomes a double-edged knife. In a business, organization structure skillful becomes the most vital factor in continuing the business. Management team should be added from the outside that fit in the field so that it can contribute more to the company and stop the distributor who is not perform to improve company performance. Distributor is a critical point in the marketing of the product, because although the impulse confectionery products are in good quality products and advertising is ubiquitous but will be useless when it is hard to find in the market. The core team of marketing also needs to be added, the amount of three people to cover vast areas obviously very inefficient. But before the company issued an order termination of employment to those employees longer, it helps provide severance payments that are tailored to the expectations of the employees.
A comparative approach to be taken by the company is to compare performance among the employees and the results of the products sold at each distribution agent, of the amount of the sold product can know the extent where the performance of an employee. Employees are less effective work is expected bias replaced with dedicated employees.
.
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