CORPORATE STRATEGIC HUMAN RESOURCE AUDIT

A Paper Presented as a Final Requirement in

BC-018-Strategic Human Resource Management

Prepared by:

Presented to:

DR. BERNIE E. BALMEO

Subject Professor
 TABLE OF CONTENTS
Page No.
I. Executive Summary ………………………………………………………………………………………………………….. 1

II. Introduction ……………………………………………………………………………………………………………………… 2

III. Company Overview ………………………………………………………………………………………………………… 3

A. Company Name and Logo, Head Office, Website ………………………………………………………. 4
B. Company Vision, Mission and Values …………………………………………………………………………. 4
C. Objectives ………………………………………………………………………………………………………………….. 5
D. Company Culture ……………………………………………………………………………………………………….. 5
E. Organizational Structure ……………………………………………………………………….……………………………………… 6
F. Corporate Governance ………………………………………………………………………………………………. 7
1. Board of Directors ……………………………………………………………………………………………….. 8
2. CEO ……………………………………………………………………………………………………………………… 10
3. Leadership and Style …. ……………………………………………………………………………………….. 11
G. Corporate Human Resources ……………………………………………………………………………………. 12
1. Current HR Objectives…………………………………………………………………………………………. 13
2. Current HR Programs and Policies ………………………………………………………………………. 14
3. Current Workforce Descriptions………………………………………………………………………….. 15
4. New Jobs and Jobs Requirements………………………………………………………………………… 16
5. Current Manpower Skills Gaps……………………………………………………………………………… 16

IV. Industry Analysis and Competition ……………………………………………………………………. 18

A. Industry Descriptions ………………………………………………………………………………………

B. Competitors’ Analysis …………………………………………………………………………………………….. 23

V. Company Situation ……………………………………………………………………………………………………….. 25

A. Financial Performance ………………………………………………………………………………………………. 25

B. Comparative Analysis ……………………………………………………………………………………………….. 18
C. PESTEL Analysis ………………………………………………………………………………………………………… 20
D. SWOT Analysis ………………………………………………………………………………………………………….. 21

VI. Critical Issues …………………………………………………………………………………………………… 25

VII. Corporate Strategies ………………………………………………………………………………………. 26

VIII. Human Resource Functional Strategies ………………………………………………………… 32

A. Recruitment………………………………………………………………………………………………………. 32
B. Selection…………………………………………………………………………………………………………… 33
 C. Onboarding ……………………..………………………………………………………………………………. 34
D. Training and Development.………………………………………………………………………………. 35
E. Performance Management.……………………………………………………………………………… 36
F. Compensation …………..…………………………………………………………………………………….. 38
G. Rewards and Benefits ……………………………………………………………………………………… 38
H. Communication ………………………………………………………………………………………………. 39
I. Retention ………………………………………………………………………………………………………… 40

X. Implementation ………………………………………………………………………………………………………….. 41

Appendices

References
 STRATEGIC AUDIT & CORPORATE GOVERNANCE ANALYSIS

I. Executive Summary

II. Introduction

III. Company Overview (Company overview provides an all-inclusive understanding of company’s brief history, financial highlights,
and current events happening in the company that could affect or impact its growth as per policies and vision adopted by the organization.)
A. Company Name and Logo, Head Office, Website

B. Company Vision, Mission and Values

C. Objectives (What are the corporate, business, and Human Resource Objectives? Are they consistent with each other, with the
mission, and with the internal and external environments?

D. Company Culture (Is there a well-defined or emerging culture composed of shared beliefs, expectations and values? Is the
culture compatible with the employees’ diversity of backgrounds?) What are your company’s practices in terms of hiring, selection,
training and development, compensation, and working relationships?

E. Organizational Structure (How is the corporation structured at present? Is the present structure consistent with current
corporate objectives, strategies, policies, and programs, as well as with the firm’s international operations?)

F. Corporate Governance
1. Board of Directors (List the Board of Directors, Age, Gender, Tenure, Position, Occupations, Educational Background,
Number of Shares Held) You may also present this in table.)
2. CEO (Name, Age, Tenure, Occupations, Educational Background, Number of Shares Held)
3. Leadership Style

G. Corporate Human Resources

1. What are the corporation’s current HRM objectives, strategies, policies, and programs ? Are they consistent with the
corporation’s VMGO and strategies?
2. How will you describe the current manpower of your company in terms of their age, gender, tenure, education, skills,
knowledge, abilities, etc.? (You may present this in a table)
3. What are the new jobs created by your company and what are the skills, knowledge, abilities, and competencies required by
these new jobs? (You may present this in a table)
4. Are your company’s existing manpower have the necessary skills required by the new jobs? What are the gaps? (You may
present this in a table)
5. How is your company recruits, selects, trains, develops, motivates, and compensates people? (You may present this in a table)
6. What are the best practices of your company in terms of recruitment, selection, training and development, performance
management, compensation, communication, and retention. (You may present this in a table)
7. How well is the corporation’s HRM performing in terms of improving the fit between the individual employee and the job?
IV. Industry Analysis and Competition (It’s a competitive landscape in which your chosen company operates. It aims to
determine the attractiveness of your industry. It helps to understand the demand in the market and the state of competition.) You may
answer these questions in this section: 1) Is the industry growing, plateauing, or declining? 2) How many new competitors are entering
and on what basis are they able to enter? (Cost? Quality? Innovative Products or Functionalities? 3) What customer categories within the
industry are changing and in what ways? Are different customer segments growing at different rates? How are their demands changing? 4)
In which is your firm the best in the industry? What makes you sure you are the best? Who in your industry is a close second? 5) In which
components or areas you identified you are reasonably competitive and areas in which you are at a disadvantage relative to your
competitors?

A. Industry Descriptions. As you look at the future of the industry, which component will become more important and
which will become less important for success within the industry? How are you positioned with regard to them? What trends
emerge from this analysis? What impact have these trends had on past performance and how might these trends affect future
performance? How well is the company managing the diversity of its workforce? Does HRM provide the company with a
competitive advantage?
B. Competitors’ Analysis (This report can outlines the strengths and weaknesses of your competitors compared to those of
your own business. A competitive analysis will allow you to think up effective strategies to battle your competition and establish
yourself in your target market. .This may include: company profile, key competitive advantage, sources of applicants, human
resources management practices, and SWOT information)

Your Competitor Competitor Competitor

Company 1 2 3
Company Profile
Company Locations
Highlights No. of Employees
Sources of
Applicants
Recruitment
Selection
Onboarding
Training &
Development
HR Performance
Practices Management
Compensation
Rewards &
Benefits
Motivation
Communication
Retention
Policies
SWOT Strengths
Information Weaknesses
Opportunities
Threats
V. Company Situation

A. Financial Performance (Pro-forma Statement can be presented here or present a comparative analysis of company’s
financial performance from 2018, 2019, and 2020 as presented below)

2018 2019 2020

Total Sales
Total Revenue
Total Expenses
Net Income

B. Comparative Analysis (List at least three major competitors of your company here and shows the comparison using the
table below)

Your Competitor Competitor Competitor

Company A B C
Total Sales
Total Revenue
Total Expenses
Net Income

C. PESTEL Analysis (This is a strategic framework used to assess the Political, Economic, Social, Technological, Environmental,
and Legal factors affecting a business operations particularly Human Resource Actions or Strategies of your company.)
 D. SWOT Analysis (This is a framework for evaluating your company’s competitive position by listing your key strengths,
weaknesses, opportunities, and threats. This can also be used to summarize the key issues that arise from all your industry assessment and
analysis.)

VI. Critical Issues. (Using the above tools particularly the SWOT and PESTEL you may enumerate here critical issues the company is
facing.)

VII. Corporate Strategies. Describe here your company’s current corporate strategies.

VIII. Human Resource Function Strategies. Describe here programs and policies of Human Resource Department you
have to recommend in support to the corporation’s current strategies.
1. Recruitment
2. Selection
3. Training and Development
4. Performance Management
5. Compensation
6. Rewards and Benefits
7. Communication
8. Retention

X. Implementation. What policies should be developed or revised to guide effective implementation of the above recommended
HR Strategies.

Appendices

References

Bionotes