Auditing the Management of People

An Approach to the Identification and Selection of Audit Issues

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Table of Contents

1. Purpose and Scope of This Guide

2. The Audience for This Guide

3. How to Use This Guide

4. A Management-of-People Model

Introduction

Some Fundamental Principles in Managing People

Some Fundamental Principles in Auditing Management-of-People Issues

The Management-of-People Model in Summary

Intended Benefits of Using the Proposed Model

Putting the Model to Use: Four Key Questions

The Cost-Effective Management of People: The Outcomes

5. Quality of Leadership and Supervision

Introduction

Criterion

Indicators of Potential Problems

Questions for Consideration

6. A Sustainable, Competent Work Force

Introduction

Criterion

Indicators of Potential Problems

Questions for Consideration

7. An Adaptive and Learning Work Force

Introduction

Criterion

Indicators of Potential Problems

Questions for Consideration

8. A Productive Work Force

Introduction

Criterion

Indicators of Potential Problems

Questions for Consideration

9. A Work Force Accountable for Results

Introduction

Criterion

Indicators of Potential Problems

Questions for Consideration

10. A Safe and Enabling Work Environment

Introduction

Criterion

Indicators of Potential Problems

Questions for Consideration

11. An Ethical Work Force

Introduction

Criterion

Indicators of Potential Problems

Questions for Consideration

12. Protection of HR Assets

Introduction

Criterion

Indicators of Potential Problems

Questions for Consideration

Exhibits

1—Key Elements of a Human Resource Management Framework

2—Key Human Resource Systems and Criteria for Assessing Their Suitability and Indicators of Potential Problems

3—Examples of Management-of-people Practices

4—An Application of the Human Resource Management Model: Findings Resulting from the Study of Human Resource Management in the Yukon Territorial Government (1993)

5—The Inability to Provide Effective Leadership and Some of its Effects

6—Developing a Strong Management Capability: Not a Priority

7—Global Competencies: A Model

8—Key Principles of Change Management

9—Pitfalls often Associated with Change Management

10—Key Principles of Conflict of Interest and Post-employment Guidelines

11—Some Ethical Issues by Types of Activity

Figure

1—A Management of People Model