The most well known category and also the most important is the one referring to the recruitment and selection of staff. Here, a lot of issues of legal nature may occur within the organization.This part refers to obtaining and assessing the qualified canAudit ,Recruitment,Selection,Integration, Human Resources

Manolescu Aurel

Marin Costel Irinel

English

Research Papers in Economics

354 
THE AUDIT OF RECRUITMENT, SELECTION AND  INTEGRATION OF THE HUMAN RESOURCES  
 
Manolescu Aurel  
Ase Bucharest 
Marin Irinel  
ASE Bucharest 
 
The most well known category  and also the most important is the one referring to the recruitment and selection of staff. Here, 
a lot of issues of legal nature may occur within the organization.This part refers to obtaining and assessing the qualified 
candidates for  positions within the organization, from internal sources as well as external.  
 
Content: 
1. Overview –The Role and Importance of the Human Resources Audit; 
2. The Audit of Recruitment, Selection and Human Resources Integration 
2.1. Practical hand book of the methodological-procedural system in approaching the audited field. 
2.2. Norms and national and international referrence standards of reporting the recruitment, selection and human 
resources integration audit. 
 
1. Overview-The role and Importance of the Human Resources Audit 
What does the human resources audit represent?/ How does organizations help and what kind of implications 
involve performing such an audit?/ What is the optimum moment of performing the human resources audit, so that 
to generate efficiency and effectiveness for the  future activities of organizations? 
Therefore, here are some of the questions that frequently occur in the international specialized literature, that led to 
the appearance and development of this relatively new field: the human resources audit.  
As there is not a definition unanimous accepted and reckogned in the specialized literature regarding the human 
resources audit, each of them having as background the author’s conception, the culture and the personal criterion 
of approach, one will try to present several definitions given by experts in this field. 
The human resources audit is a periodic expertise performed within the administration of the human resources, 
which includes monitoring and collecting the information, its analysis and assessment on this basis of the efficiency  
on which the organization uses the human resources, with the purpose of improving continuously the performances 
and the work satisfaction of the employees
173. 
În 2000, the French author Ingalens suggests that „ the human resources audit represents a judgement on the 
quality of the human resources of an organization”
174.  
The American specialist in this field, Bill Coy argues that „ the human resources audit represents a process of 
politics,procedures,documentations, system and research practices regarding the functions of the human resources 
within an organization 
175”.  
Therefore, through the human resources audit one can understand a complex of activities of monitoring and 
collecting information, that ensures the manager that the activities developed in the human resources field are 
running according to the plan, measuring the progress in the direction of the established objectives and detecting 
this way the deviations from the plan in order to take corrective measures.Derived from the monitoring activity of 
the results of the human resources, the human resources audit evolved in time and became a ground rule of the 
human resources management .  
Except the fact that it succeeds in pointing out the real dimensions of the human resources activities, the audit helps 
the manager within all phases of the managing process, the decisions resulted from the information provided by the 
audit being well fundamented
176. 
The fundamental question addressed by the human resources audit- to the management audit is: Which 
should be the organization form of the staff administration system ? Which is the number and the necessary 
qualification for the organization, in order to lead to  an efficient achievement of the company’ startegy  
based on the lowest costs? 
Being a managing instrument, the human resources audit allows a global understanding of the human behaviour 
at the work place and its role in the management process.
177  Therefore, it is an essential instrument for the 
                                                       
173 I.G. Odegov, T.V. Niconova – „The Staff Audit”, Ed. Examen, Moscova, 2004 
174 Jacques Ingalens – „Audit des Ressources Humaines”, Editions Liaisons, 3e edition, p.91 
175 Prepared by Bill Coy, Senior Associate for HR Consultation L Piana Associates, Inc. – „Introduction to theHuman Resources Audit”, 
2002, p.162 
176  Marin,  I. –  The  Human  Resources  Audit”  –  Main  Function  of  the  Human  Resources Management” _  Administration  and Public 
Management” Magazine , nr.2, Ed. ASE, 2002 
177 Dubuis Maryline, Rotigliano Laura, Vergeseres Szlvie; professeur: M. Rousson, asistante: V. Turansky  – „L’audit En Ressources 
Humaines”, seminaire: Changement et Intervention dans l’Organisation, mai 2002, p.6 355 
manager who is often submitted to the pressure of decision making in promoting, offering licence, dismissal, 
adjusting/readjusting the work place or whatever any other element belonging to the sphere of the human resources.  
In conclusion, it is extremely important that the audit performers as well as the managers, to be interested in the 
presentation of reliable images of the real situations within the human resources department, as making decisions 
based on real information is favourable to the organization on long term .  
Within  the  activity  of  managing  the  human  resources  function  within  the  organization,  all  aspects  and  the 
corresponding behaviours of this one, must be periodically audited and assessed. The audits must be performed 
with the purpose of determining if different elements of the subsystem are efficient for achieving the objectives 
established by the management of the organization.  
The complexity of the economic process determines in the immediate perspective an increase of the audit role up to 
turning it into a profession and officialising this type of consultancy in the human resources management.  The 
audit does not signify a „disguised” control under a more modern form; its role is to represent a correction factor to 
the requirements imposed by the market evolution, so that the organizational economic efficiency  to be ensured  
A human resources audit can identify the results and recommend sollutions on the basis of the feed-back between 
the  staff  and  the  manager,  combined  with  the  author’s  observations.  Moreover,  the  human  resources  audit 
implies a systematic examination of the practices and the politics regarding the human resources from an 
organization. This one points out the differences between  „ what is done” and „ what needs to be done”. 
Eliminating the mentioned differences, the organization can ensure itself an efficient leading of the processes, by 
identifying the weak and strenght points of the organization and of the filed in which improvements can be made. 
As it can be noticed, the human resources administration system requires detailed researches. 
2. The  Audit of recruitment, selection and integration of the human resources  
2.1. Practical hand book of the methodolgical-procedural system in approaching the audited field 
The purpose diversity of the human resources audit and of the  work relations within an organization allow the 
approach of this procedure as a complex process, which should be studied individually. 
The content of auditing the recruitment, selection and human resources integration will comprise the assessment of 
the methods and procedures used for the staff recruitment; the recruitment costs; the efficiency of the recruitment 
through filling in the vacant positions; filling in the possible future positions; the efficiency of the selection and 
integration procedures of the new employees within the organization .  
In order to gather the most complete information,  in order to perform an efficient audit, the necessary set of 
questions which is required will be used . Here are several of them: 
-  Who is the responsible person with the employment requests and authorization of new employments? (to 
be filled in: the responsible person with the requests of new employment and its position; the responsible person 
with the authorization of new employment and its position) 
-  Is the existence of a job description necessary when the staff employment is being authorized? (Yes/No) 
-  Is the existence of some predefined performance standards necessary when the staff employment is being 
authorized?(Yes /No) 
-  Is the internal staff employment favoured versus the external staff one? (Yes / No) 
-  Does the organization have a program regarding the occupancy of the vacant positions?(Yes / No) 
If the answer to this question is a positive one, it can be speculated in order to obtain additional data regarding the 
details of this program. 
-  Is there a promotion policy that applies within the organization? (Yes / No); 
-  Who determines the techniques and the employment methods? ( the responsible and the position is to be 
filled in ) 
 
-  Which of the following specifications appear in the employment announcements? 
( one or more of the following categories is to be marked : the name of the organization, the name of the position, 
the location, the phone nr., the salary, the bonuses, the requirements, the contact person’s name, the confidentiality 
of the information, the modality of replying of the organization, others, the organization does not make public the 
vacancies) 
-  Is there a minimum nr of candidates interviewed for a certain position? (Yes / No); 
-  Who is in charge with the candidates’ selection? (the responsible and its position, to be filled in) 
-  What kind of sources are used in order to obtain external candidates?( to mark one or more of the following 
categories  :internet,  head-hunting  agencies,  the  Agency  for  Employment  of  work  force,  schools,  consultants, 
newspapers adds, job events, employment placement firms, staff reconversion, internal publications, others) 
-  Is there a program of recommending the candidates? (Yes /No). 
In the case when the answer is positive, a series of additional questions can be generated, which could bring to the 
listener a plus of knowledge. This way, one can ask further questions regarding the responsible persons with the 
special  phases  of  a  selection  and  the  methods  used,  the  trainings  programs  performed  by  these  ones,  the 
employment  rules,  the  modalities  of  storing  the  information,  the  requirements  linked  to  the  drugs  tests, 
psychological tests, physic tests. 356 
Finally, one can make an option for the questions with graded levels, referring to the employee’s opinion. 
2.2. National and International norms and standards of reporting the recruitment, selection and human 
resources integration audit  
The reference system used within the human resources audit is created in order to offer to any auditor or to any 
interested user a benchmarking, referring to the criterion the audit is being performed on.  In what the general 
reference points of the human resources audit concerns, one can consider the following:  
-  The audit is being performed by a person or persons that own an adequate technical preparation and 
professional experience as revisor/inspector 
-  In all activities that refer to  tasks, the revisor/inspector or revisors/inspectors maintain the independance 
within the mental behaviour 
-  The concern is being manifested through performing the audit and preparing the report; 
-  The procedures of certifying the social auditors ( according to ISO standards 9002)  started being applied in 
1994. 
In 1941, The Institute of Internal Auditors (I.I.A.) was founded in the United Staes of America. The Anglo-
Saxon institute gained trust and international interest. This one has an important activity regarding the level of 
professional experience and research, publishing writings and having its own magazine. 
 Starting from the „ Responsibilities Declaration”, one has currently reached to  establishing some professional 
norms of internal audit which: define the ground principles, provide a background, establish appreciation criterion 
representing a factor of improving the auditors activity. 
In order to reach these objectives, the French Institute of Audit, elaborated a programmatic document consisting 
in: 
  - The Deontological Code 
  - Qualification norms (according to the international standard – series 1000)  that states    what  are  the 
characteristics that the audit services and the people that belong to these  ones, should have 
  - The functionning norms( series 2000) that describe the audit activities and that define   the  quality 
criterion ; 
  -  The implementation norms (series 1000 or 2000, accompanied by an enclosed letter)   which  reject  the 
precedent ones in the case of specific missions. 
The Recruitment and the Selection can be compared to reference points and reported to different laws as :: 
-All  recruitment requests of the positions are to be based on very clear descriptions of positions; 
-Use of adequate channels in order to inform the candidates for each position, including agencies, recruitment 
firms, head hunters, external networks and internal vacancy channels; 
-Each recruitment source must be measured in order for the opportunity to be determined ; 
-All potential employees are tested for integrity; 
-All potential employees are interviewed by at least 2 members of the management ; 
-All employees are submitted to the medical analysis  
-Order nr.761 from 30
th of October 2001 of the Ministry of Health and Family for approaching the methodology 
regarding the medical examination at employment , the medical examination of adaptation, the periodic medical 
examination and the medical examination for work restarting; 
-The techniques for psychological analysis are to be used when necessary; 
-The stipulations referring to the testing of work period are included in all labour contracts  
-Government Decision nr .759/2002 for approving the National Plan of action for the occupancy of work force _ 
Official Monitor nr. 637/29.08.2002; 
-Government Decision nr.829/2002 regarding the approval of the NATIONAL Plan against poverty and promotion 
of the social inclusions – Official Monitor nr. 662/06.09.2002; 
-Government  Decision  nr.  1156/2002  for  approving  the  Memorandum  of  agreement  between  the  Romanian 
Government and the Labour International Organization regarding the elimination of the child’s labour, signed at 
Geneva on the 18
th of June 2002 – Official Monitor nr.792/30.10.2002; 
-The staff  has been entirely informed on all important regulations of their employment  
-The Government Decision nr..261/22.02.2001 regarding the criterion and the methodology of placing the position 
in special work conditions – Official Monitor nr.114/06.03.2001; 
-The Government Decision nr.676/2001 for modifying and completing the Government Decision nr.261/2001 – 
Official Monitor nr.424/30.07.2001; 
-The Government Decision nr. 1337/2001 for modifying and completing the Government Decision nr. 261/2000 - 
Official Monitor nr.36/21.01.2002; 
-The  norms  from  07.05.2001  of  applying  the  Government  Decision  nr  .261/2001  –  Official  Monitor 
nr.300/07.06.2001. 
 
Bibliography  
1. I.G. Odegov, T.V. Niconova – „The Staff Audit”, Ed. Examen, Moscova, 2004 357 
2. Jacques Ingalens – „Audit des Ressources Humaines”, Editions Liaisons, 3e edition 
Prepared by Bill Coy, Senior Associate for HR Consultation L Piana Associates, Inc. – „Introduction to theHuman 
Resources Audit”, 2002 
3.  Marin,  I.  –  The  Human  Resources  Audit”  –  Main  Function  of  the  Human  Resources  Management”  _ 
Administration and Public Management” Magazine , nr.2, Ed. ASE, 2002 
4.  Dubuis  Maryline,  Rotigliano  Laura,  Vergeseres  Szlvie;  professeur:  M.  Rousson,  asistante:  V.  Turansky  – 
„L’audit En Ressources Humaines”, seminaire: Changement et Intervention dans l’Organisation, mai 2002,  
   

Ingalens – „Audit des Ressources Humaines”, Editions Liaisons, 3e edition Prepared by Bill Coy, Senior Associate for HR Consultation L Piana Associates, Inc. – „Introduction to theHuman Resources Audit”,

Rotigliano Laura, Vergeseres Szlvie; professeur: M. Rousson, asistante: V. Turansky – „L’audit En Ressources Humaines”, seminaire: Changement et Intervention dans l’Organisation,

The Human Resources Audit”

THE AUDIT OF RECRUITMENT, SELECTION AND INTEGRATION OF THE HUMAN RESOURCES

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THE AUDIT OF RECRUITMENT, SELECTION AND INTEGRATION OF THE HUMAN RESOURCES

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