In the aftermath of the global financial crisis the question of the desire of every manager to maintain the pace of development and stability of the company raises particularly acute. Important role in addressing this issue has a clear strategy, as well as a balanced system of control. This is due primarily to the fact that improved competitiveness and increased productivity is only possible with efficient use of human resources, organization and a clear system of management. As a consequence, along with traditional forms of control in the enterprise is becoming increasingly important control over human resources.

To staff really is the main factor in increasing the competitiveness of the organization, had a goal, relative to the main objectives of the organization, productive and motivated labor must use all available reserves of the organization. Identify the same all the unused reserves and develop a program to improve the personnel management system will help the social audit.

The social audit aims to evaluate the results of work on the plans, agreements and treaties aimed at improving the efficiency of work, reducing turnover, increasing satisfaction with work and social life of workers, etc. Currently, the social audit is one of the mechanisms of management and administration, as well as a way of monitoring, designed to monitor the area of socio-economic relations. Customers of a social audit can be the owner of enterprises, CEOs, Management Services staff, authorities, non-governmental organizations.

Listening does not set itself the task of damage control work. The main one is a warning of emerging problems, their anticipation and determination evaluate their own work by staff and experts. Must constantly evaluate their own and other people's financial mistakes to correct errors and optimize the performance of managers.


Our company offers the following areas of social audit:

1. An audit of personnel policy.
2. Audit staffing organization personnel.
3. An audit of staff.
4. Motivation and stimulation of labor.
5. Audit staff development.
6. Audit Service Personnel Management (EMS).

In the process of social audit is assumed the following operations:

• * Assessment of personnel policy
• * Evaluation methods used and the selection of personnel selection
• * Assessment of the planned number of personnel, both quantitative and qualitative composition of employees
• * Analysis of the methods used placement and adaptation of staff
• * Analysis of stability of employment of staff
• * Analysis used forms of education, training and retraining of staff
• * Analysis of working conditions and safety
• * Analysis of the organization wages staff
• * Diagnostic performance appraisal system and business staff estimates
• * Assessment of incentives and motivation
• * Assessment of personnel policy
• * Assessment of the accounting system human resources
• * Assess the effectiveness of the service personnel management
• * Analysis of the system of socio-labor relations
• * Assessment of the organization to build an organizational culture

Social audit manager offers the following features:

• * To assess their own views on the management of personnel;
• * Determine the effectiveness of the activities of their subordinates;
• * Determine the contribution of HR in achieving the goals of the organization;
• * Take measures to raise the liability of personnel services for the implementation of personnel decisions;
• * Be sure that the organization has guaranteed the observance of labor legislation;
• * Optimize the costs of human activities and contents of human resources management;
• * To implement progressive improvements in human resource management;
• * To assess the overall functioning of the personnel management system;
• * Rate Information Management System personnel of the organization;
• * Improve the system of control;
• * Develop internal standards of personnel management system.

Social Audit Tool:

Standard verification AA1000 - this is generally applicable standard for assessing the reporting organization for its sustainable development indicators. Standard gives an idea of the key elements of quality assessment prepared by the organization of materials (for example, its reports), as well as existing in the organization of systems, processes and competencies that ensure its effectiveness.


Reporting in the Standard GRI

Guide Global Reporting Initiatives - GRI (Global Reporting Initiative for Sustainable Development) - the standard of corporate reporting on sustainable development. Guide GRI - a methodology for reporting on economic, environmental and social performance of the organization.


Results

The results of the audit staff allows the company to develop a phased program to improve the management of personnel, given its medium-and long-term strategy based on a balance of social and economic performance, coordinating the interests of employees and employers.

The audit results are used in the formation of international, national and corporate standards of social responsibility.

• * Strengthening the company's position in the market
• * Increase the pace of enterprise development
• * Acquisition of the image of socially responsible companies
• * Cost-effective manpower policy
• * Optimal staffing organization staff:

1. Optimization staff
2. Optimization level of qualifications of staff

• * The maximum degree of development and utilization of the capacity of human resources within the organization
• * The effectiveness of the service personnel management

 

Read more about social audit, you can learn in a   presentation