Human System Audit (HSA)
The Human System Audit (HSA) constitutes a complete audit of the human resources, composed of the diagnosis of three differentiated parts.
The first of them, diagnoses the quality of the Human Resources Management Systems , such as the selection system, the training system, the retribution's system, the performance evaluation system, the work health and security system, the internal communications system, and the human resources integrated management system.
The second, diagnoses, on one hand, the majority of the Psycho-social Processes that take place in the organisation, such as leadership, organisational culture, participation, and shared vision; and on the other hand, the Quality of the Human Resources of the company in terms of motivation of the personnel, its identification and commitment, its level of competences, work satisfaction, amount of stress and professional quality of life.
Finally, the third part of the HSA considers the Organisational Results referring to different organisational effectiveness criteria (economic, social and environmental) and to measures of absenteeism and accidentability.
What benefits can bring the Human System Audit to your Company and to You as its Human Resources Manager?
1.
It can provide you very valuable information about the current state of the Human Resources in your Organisation in terms of their Quality and of the strenghts and weaknesses of its Management Systems.
2.
It can offer you outlines for the intervention on the Improvement of the Human Resources Management.
3.
It can provide you data, instruments and conceptual referents useful for a professionalized management that enable you to show to your Management Committee the impact and added value of your management, and the results achieved by it.

Context
ORGANISATION
  
Strategy
Design
Psycho and psycho-social
processes
Results
Quality of the HRR Organisational effectiveness
Areas: Vision and Mission
SYSTEMS
PSYCHO-SOCIAL ORGANISATIONAL CLIMATE Economic criteria:
Political (Values) SYST. FOR THE MANAGEMENT OF PEOPLE Leadership Financial criteria
Legal General Objectives Personnel administration Conflict management Commercial criteria
Laboral Market Specific Objectives Laboral relations Power and Authority Productive criteria
Ecological/Natural Resources Action Plans HR Management and development Participation Social criteria:
Economical   Selection Decision making Internal (Quality of the HRR.)
Technological   Formation Processes of Change External (benefits for society)
Commercial   Retribution   Environmental criteria:
Consumer's Market   Performance evaluation   Accomplishment of non-poluting policies rational use of energetic resources
Socio-cultural/Social Values   Potentials ident. and career plan. GROUP DEVELOPMENT GROUP CLIMATE, GROUPS FUNCTIONING AS WORK TEAMS GROUP PRODUCTIVITY
.   Communic. PSYCHOLOGICAL Motivation Work well done/Performance
Dimensions:   Risks prevention and laboral health Role conflict Identification and commitment Results/Accomplished Objectives
Estability   HR Planific. Role ambiguity Competences Accidentability
Complexity   Integration Work overload Stress, upraisal and burn-out Absenteeism
Hostility     Perception of equity Work satisfaction Turn-over and company abandonment
Uncertainty     Self-Efficacy Professional quality of life  
.     Instrumentality    
Texture:     Awareness of meaning    
Quiet Context          
Flexible Context          
Agitated Context          
Turbulent Context          
HSA EVALUATES
QUALITY OF THE SYSTEMS OF HR MANAGEMENT GENERATING AND GENERATED PSYCHOLOGICAL AND PSYCHO-SOCIAL PROCESSES QUALITY OF THE ORGANISATION'S HR ORGANISATIONAL EFFECTIVENESS
SELECTION CULTURE ORGANIZATIONAL CLIMATE ECONOMIC CRITERIA
FORMATION LEADERSHIP WORK TEAMS QUALITIES FINANCIAL CRITERIA
RETRIBUTION PARTICIPATION MOTIVATION COMMERCIAL CRITERIA
PERFORMANCE APPRAISAL SHARED VISION IDENTIF. AND COMMITMENT PRODUCTIVE CRITERIA
COMMUNICATION GROUP DEVELOPMENT LEVEL STRESS/BURN-OUT ECOLOGICAL CRITERIA
RISK PREVENTION AND HEALTH SYSTEM SELF-EFFICACY WORK SATISFACTION SOCIAL CRITERIA
INTEGRATION EQUITY PROF. QUALITY OF LIFE GROUP PRODUCTIVITY
  ROLE CONFLICT (COMPETENCES) RESULTS PERFORMANCE
  ROLE AMBIGUITY   ACCIDENTS
  WORK OVER-LOAD   ABSENTEEISM AND TURN-OVER
  PERCECPTION OF INSTRUMENTALITY    
  AWAR. OF RESULTS    
  AWAR. RESPONSABILITY    
  AWAR. MEANING