A Study On The Strategic Human Resources Audit In The M Commercial Bank

With the approaching of the knowledge economy era,human resources have become an important source of corporate competitive advantage.With this change, the audit of the human resources management system is becoming increasingly important.A Strategic Human Resources Audit(SHRA) is a comprehensive method to review current human resources policies,procedures,documentation and systems to assess the effectiveness of the Human Resources function and ensure regulatory compliance.A properly executed SHRA can help maintain the consistency between the corporate strategy and the human resources strategy,make the best of the human resources and turn the human resources advantage into the core competitive advantage,and finally to realize the company's strategic business goal.As an important diagnosis and decision-making tool,many companies have cried for the implementation of SHRA.This thesis is based on the author's own Human Resources Audit experienced in M bank,it is a good combination of MBA theoretical study and case study method,then put into practical use.This article reviews and analysis the different opinions on the Human Resources Audit(HRA) structure which including the "SDW Model","the Temple of Heaven Model" and other domestic scholar's opinion,among them,Yang Wei Guo's "Temple of Heaven Model" is most complete and systematic,however there are also some shortcomings on Mr.Yang's Model.To overcome those weaknesses,a new "Pyramid Audit Model" has been established.Compared with Mr.Yang's model,the new model is more applicable and has five advantages.In order to validate its applicability,it is applied in analyzing a practical case.M bank is a famous foreign invested commercial bank, which is mature and develops very fast with the opening of Chinese financial market, however it has confronted with some serious problems in HR management field, which will become the choke point blocking her further development.The new model has been used to analyze the consistency between the bank's strategy and the HR strategy,the matching among the HR subsystems as well as the effectiveness of HR function.As a result,it is proved to be a successful model,which helps reveal the problem areas,identify the needs for improvement,detect the causes of the problems and provide the suggestive recommendations to solve the problem.This study achievements can be summarized into four aspects:firstly,the new SHRA Pyramid Model has the characteristic of operability and adaptability and overcomes the shortcoming of Mr.Yang's model.Secondly,a creative PDCA Audit circulation has been brought forward to ensure the audit quality.Thirdly,the author suggests establishing a set of reasonable HR evaluation Index to quantitatively measure the investment and outcome of Human Resources before the popularity of HR accounting.Last but not the least,this article set up a good example for other companies to carry out SHRA.Up to now,the Strategic Human Resources Audit is still quite a new topic to many people,and there are limited researches on enterprise Human Resources Audit.The special study that aims at Finance Industry especially Commercial Banking Industry is still not seen.This study will make up the blankness of actual Human Resources Audit Practice so that the other company can benefit from it and further to promote the use of it.