Audit of labor resources

In present conditions, each company must think about profit growth and efficiency of searches for internal resources to facilitate this. Hence it is very important task is to find ways to improve the utilization of labor resources of the enterprise.

To date, the main challenges faced by the organization in relation to the labor force are: the lack of set and adjusted the staff selection policy and the lack of qualified professionals with experience.

To evaluate the effectiveness of the use of labor resources in the company being audited. Manpower Audit is also called social audit.

President of the International Institute of Social Audit R. Vatue said that the social audit – is a management tool, which is similar to the financial and accounting audit makes it possible to evaluate the ability of the enterprise or organization to manage emerging social problems caused by the professional activity.

Staff’s audit is an important part of the managerial audit and therefore contributes to the resolution of various problems arising in the field of labor relations. To audit the company may invite independent auditors or the use of their employees.

Checking is carried out in the following areas:

• 1.    Evaluation of enterprise human resource capacity.

Here we assume the following tasks:

• •    Employee analysis according to various criteria: education, age, gender, relevant enterprises;

• •    Analysis of relevant educational and qualification of employees, as well as its compliance with the requirements of industrial activity;

• •    Checking and analyzing data on the use of working time;

• •    Analysis of the causes of the movement of personnel and its

fluidity, dynamics, flow analysis movements within the company, the state of labor discipline;

• •    Determination of the number of workers employed in unskilled and low-skilled labor, heavy manual labor;

• •    Analysis in the field of motivation, professional development and other social aspects;

• •    Analysis of security workers favorable conditions of work;

• •    Assessment of the innovation potential of employees of the organization.

• 2.    Diagnosis of HR processes and management procedures, assessment of their effectiveness.

Conducted by Audit qualifications of experts of personnel service and their compliance with the following professional competencies:

• •    Knowledge of the basics of marketing personnel, the development and implementation of strategies to attract staff;

• •    The ability to calculate the required number of employees,

depending on the plans of the company;

• •    Basic knowledge of the design and implementation of the

requirements for the posts, the selection criteria and appointment of personnel;

• •    Knowledge of methods and tools of business personnel evaluation in the selection;

• •    Knowledge of procedures of reception staff in accordance with the Labor Code of the Russian Federation, the possession of skills of registration supporting documentation;

• •    Proficiency competitiveness analysis of recruitment and promotion strategies

Thus, we can conclude that the main objectives of the company's leadership in the field of efficient use of labor resources are:

• 1)    selection and placement;

• 2)    the use of an effective system of incentives and staff remuneration;

• 3)    determination of the need of the labor force, taking into account existing standards and manufacturing variability.

Checking the workforce at the plant should be carried out periodically, with the development of programs to improve social and labor relations.

Audits are carried out in several stages: preparation; informationgathering phase; the step of analyzing and processing information; final.

In the first stage, the purpose of the inspection, the staff is selected for testing, conducted training, if necessary, developed in-house documents, plan dates, tasks, performers and participants, developed a plan to collect and provide the analyzed information.

In the second stage the auditors check the statements and documentation, conduct surveillance, surveys, questionnaires employees, processed statistics.

In the third stage the whole received information is processed and presented in the form of charts, tables, charts, and entered into the computer.

At the final stage of preparing a report on the results of the audit, including recommendations for the improvement of human resource management mechanisms, proposals to amend the existing procedures, improvement of the personnel department.

Thus, we can say that the audit workforce contributes to more efficient use of labor resources of the enterprise, optimizing the personnel management system and the formation of a strong, adaptive to changes in the employment of staff.