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::-HR & Social Audits-::
Governments are facing an ever-growing demand to be more accountable and socially responsible and the people are becoming more assertive about their rights to be informed and to influence governments'decision-making processes. Faced with these vociferous demands, the executive and the legislature are looking for new ways to evaluate their performance. Civil society organisations are also undertaking "Social Audits"to monitor and verify the social performance claims of the organisations and institutions.

Social Audit is a tool with which government departments can plan, manage and measure non-financial activities and monitor both internal and external consequences of the department/organisationís social and commercial operations. It is an instrument of social accountability for an organisation. In other words, Social Audit may be defined as an in-depth scrutiny and analysis of the working of any public utility vis-ŗ-vis its social relevance.
The purpose of conducting Social Audit is not to find fault with the individual functionaries but to assess the performance in terms of social, environmental and community goals of the organisation. It is a way of measuring the extent to which an organisation lives up to the shared values and objectives it has committed itself to. It provides an assessment of the impact of an organisation's non-financial objectives through systematic and regular monitoring, based on the views of its stakeholders.

We help organizations get the answers to these fundamental questions.

How effective is your organization at maximizing the contribution of your human capital?
Why is one or more of your organization's strategic initiatives languishing?
What steps can you take today, using existing internal resources, to improve your organizations performance and ROI?
Our HR auditing process is an independent, objective, and systematic evaluation that provides assurance that:
1) compliance and governance requirements are being met;
2) business and talent management objectives are being achieved;
3) human resource management risks are fully identified, assessed, and managed;
4) the organizationís human capital adds value.

Under this definition, HR audits are more than an audit activity that solely collects and presents evidence of compliance at various levels.

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