Organizational Audit
Organizational Audit
What is it?
An organizational audit is a procedure for examining the practices, procedures, programs, and polices of an agency. [1] It is an independent, objective assurance and consulting activity designed to add value and improve an organization’s operations. It helps the organization accomplish its objectives by bringing a systemic, disciplined approach to evaluate and improve the effectiveness of risk management, control, and governance processes. [2]
How is it used?
Organizational audits are used by following several steps. These include:
· Designing Protocol
· Interviewing Several People from the Organization
· Observations within the organization – such as daily procedures, programs, resources
· Acquiring relevant, available documents that present the policies, philosophies, and procedures of the organization.
· Touring the facilities, including training centers, etc.
· Analyze Results
· Communicate results to the organization to implement goals
Why is it used?
· Organizational audits are used to determine:
· The applicability of the vision, mission, and values of the organization.
· The alignment of organizational goals with the vision, mission, and values of the organization.
· The alignment of department and individual action plans with organizational goals.
· The assurance that employee skills and competencies exist to achieve goals.
· The development of systems to reinforce and reward employee behavior.
· The development of a continuous quality improvement feedback group
Advantages:
Organizational audits:
· Enable organizations to receive constructive advice on improving efficiency of an organization.
· Allow organizations to understand the relation of their goals to the overall mission of the company.
· Assist in ensuring that current employee skills are structured for achieving goals
Disadvantages
· Time consuming and costly process.
· Changes implemented can be difficult to adapt to, causing conflicts and/or confusion
Resources and Bibliography
1. Organizational Audit. Organizational Audit. Retrieved March 8, 2014 from:
http://www-distance.syr.edu/orgaudit.html
2. Institute of Internal Auditors (2014, February 22). Wikipedia. Retrieved March 8, 2014 from:
http://en.wikipedia.org/wiki/Institute_of_Internal_Auditors
3. Organizational Audits. Organizational Effectiveness Group. Retrieved March 8, 2014 from:
http://www.organizationaleffectivenessgroup.com/Consulting%20Areas/Organizational%20Audits.htm
Guide for Organizational Audit
What are the goals, purposes, and objectives of the agency relative to adult teaching, training, or learning?
Are they stated anywhere, can employees read them, and, if available, can I obtain a copy?
Have the purposes changed through the years and, if so, how?
Is the agency affiliated with local, state, or national associations relative to adult learning/training?
What is the nature of the clientele served with these adult learning/training programs
Who determines what shall be offered?
How are new programs initiated?
Where does the staff look for program/training ideas?
Is there a stated program/training philosophy? Is it stated anywhere? Can employees read the information, and, if available, can I obtain a copy
Are there self-directed, individualized learning opportunities, options, or resources available to clients or employees?
What is the organizational structure of the agency? How do training/continuing education staff fit within this structure?
Who are the supportive staff? What is the nature of their roles?
How often are staff meetings held to discuss training/continuing education issues and programs? What is the nature of these meetings?
What is the professional training of the staff involved with training/continuing education?
Are there planned in-service training programs for training/continuing education staff? What is the nature of such training?
How are training/continuing education programs promoted?
How are instructors/trainers chosen?
How are they trained?
What are the constraints to program administration?
What kinds of improvements are contemplated and how are they to be implemented?
Derive additional questions to help you obtain necessary information about self-directed, individualized learning opportunities, resources, or constraints in the agency?
What is it?
An organizational audit is a procedure for examining the practices, procedures, programs, and polices of an agency. [1] It is an independent, objective assurance and consulting activity designed to add value and improve an organization’s operations. It helps the organization accomplish its objectives by bringing a systemic, disciplined approach to evaluate and improve the effectiveness of risk management, control, and governance processes. [2]
How is it used?
Organizational audits are used by following several steps. These include:
· Designing Protocol
· Interviewing Several People from the Organization
· Observations within the organization – such as daily procedures, programs, resources
· Acquiring relevant, available documents that present the policies, philosophies, and procedures of the organization.
· Touring the facilities, including training centers, etc.
· Analyze Results
· Communicate results to the organization to implement goals
Why is it used?
· Organizational audits are used to determine:
· The applicability of the vision, mission, and values of the organization.
· The alignment of organizational goals with the vision, mission, and values of the organization.
· The alignment of department and individual action plans with organizational goals.
· The assurance that employee skills and competencies exist to achieve goals.
· The development of systems to reinforce and reward employee behavior.
· The development of a continuous quality improvement feedback group
Advantages:
Organizational audits:
· Enable organizations to receive constructive advice on improving efficiency of an organization.
· Allow organizations to understand the relation of their goals to the overall mission of the company.
· Assist in ensuring that current employee skills are structured for achieving goals
Disadvantages
· Time consuming and costly process.
· Changes implemented can be difficult to adapt to, causing conflicts and/or confusion
Resources and Bibliography
1. Organizational Audit. Organizational Audit. Retrieved March 8, 2014 from:
http://www-distance.syr.edu/orgaudit.html
2. Institute of Internal Auditors (2014, February 22). Wikipedia. Retrieved March 8, 2014 from:
http://en.wikipedia.org/wiki/Institute_of_Internal_Auditors
3. Organizational Audits. Organizational Effectiveness Group. Retrieved March 8, 2014 from:
http://www.organizationaleffectivenessgroup.com/Consulting%20Areas/Organizational%20Audits.htm
Guide for Organizational Audit
What are the goals, purposes, and objectives of the agency relative to adult teaching, training, or learning?
Are they stated anywhere, can employees read them, and, if available, can I obtain a copy?
Have the purposes changed through the years and, if so, how?
Is the agency affiliated with local, state, or national associations relative to adult learning/training?
What is the nature of the clientele served with these adult learning/training programs
Who determines what shall be offered?
How are new programs initiated?
Where does the staff look for program/training ideas?
Is there a stated program/training philosophy? Is it stated anywhere? Can employees read the information, and, if available, can I obtain a copy
Are there self-directed, individualized learning opportunities, options, or resources available to clients or employees?
What is the organizational structure of the agency? How do training/continuing education staff fit within this structure?
Who are the supportive staff? What is the nature of their roles?
How often are staff meetings held to discuss training/continuing education issues and programs? What is the nature of these meetings?
What is the professional training of the staff involved with training/continuing education?
Are there planned in-service training programs for training/continuing education staff? What is the nature of such training?
How are training/continuing education programs promoted?
How are instructors/trainers chosen?
How are they trained?
What are the constraints to program administration?
What kinds of improvements are contemplated and how are they to be implemented?
Derive additional questions to help you obtain necessary information about self-directed, individualized learning opportunities, resources, or constraints in the agency?