human resources, chief accountant, audit, delegation, recruitment, Controlling Department, employment, employees, HDC firm, salary scales, hierarchy, recruitment policy, recruiting files
Each document requested by HDC consultants is important because they will make it possible to verify any inconsistencies in the recruitment process, compliance with current standards, the quality of recruitment, the candidate selection process, they will also make it possible to find faults in each stage of recruitment, to check that the regulations apply to inclusion, non-discrimination and ethics ; to review the corporate culture, the systems training and integration of new employees ; verifying that salary scales comply with the applicable rules, analyzing salary costs and examining whether salaries have an impact on employee motivation employees ; to measure motivation at the employee level, to assess equity within the company and evaluate employee satisfaction and even productivity ; etc.
[...] Conduct interview with department heads involved in recruitment: This step helps to understand the role of each key player in the company, the structure and operation of the controlling department especially. Anonymous questionnaire for all employees of the controlling department: This is the way to get everyone's opinion on the company, the procedures, the organization but especially on the controlling department. The difficulties they may face are: - Reluctance to share information - Lack of documentation - Resistance to change - A low rate of completion of the questionnaires The reasons given by the 2 Chief Accountants The 1st gave the reason for moving to Sweden The second, commuting trip too long. [...]
[...] All in order to find solutions to the problems they are facing. The four audit tasks offered by HDC Review of procedure: It is a question of reviewing the recruitment policy to look for discrepancies, shortcomings and to verify compliance with the standards in force. Review of recruiting files: This is to check if the recruitment is done well, if there are gaps in the laws on equal employment opportunities, confidentiality of candidates, data protection, and if any steps are followed. [...]
[...] Finally, organizational processes should be regularly evaluated and any gaps between desired and actual results should be examined to better adjust actions according to the needs of the Company. [...]
[...] For other reasons it can be: - an opportunity to find a more suitable job elsewhere - a difficulty to integrate - a less motivating salary - the quality of life at work The department organization After the audit of the HDC firm, there is an organizational problem because the controller of the management control department, after having added a hierarchical level by recruiting a chief accountant, has not changed his way of managing his team and the description of the position of chief accountant is very similar to the work he does, which creates confusion within his department. To better reorganize the department, as solutions, we can propose first to clarify the roles and responsibilities of its department, defining a detailed action plan on its implementation. Then train employees in teamwork and project management. Then assign specific objectives to team members and include key performance indicators to monitor progress and finally improve communication to allow each team member to better collaborate and have the courage to propose ideas or innovate. [...]
APA Style reference
For your bibliographyOnline reading
with our online readerContent validated
by our reading committee
