HUMAN RESOURCE AUDIT: THE CASE OF St. MARY’S UNIVERSITY

Abstract

Human resource audit is concerned with the systematic verification of recruitment and selection, orientation and placement, training and development, performance appraisal, job evaluation, compensation and benefit, job analysis and design, human resource information system, safety and healthy, and industrial relation. The research focuses on the study of human resource audit at St. Mary’s University. In a bid to identify areas of strengths and weaknesses, an in depth analysis on selected human resource functions such as recruitment and selection, benefit and compensation, performance management, and human resource information system was conducted. Descriptive research design was adopted, and primary and secondary data were collected. Purposive and stratified sampling techniques were used to select the subjects of the research. A total of 35 middle- and top-level managers and human resource professionals of the University were purposively selected. Stratified sampling procedure was adopted to choose 81employees and the response rate was 89.4%. Content analysis was done on the different human resource policies and guidelines of the University against accepted human resource principles and country laws. The data obtained through questionnaire were analyzed using simple descriptive analysis such as frequency and percentage. The findings of the study illustrated that the University's human resource polices and procedure comply with current labor law of the country but lack comprehensiveness when compared with accepted principles. Furthermore, the human resource functions contributed to the achievement of the strategic objectives of the university. The University need to make further analysis on the human resource policies and procedures so as to make them comprehensive.