An evaluation of the strengths, weaknesses, and development needs of human resources required for organizational performance is called:

An evaluation of the strengths, weaknesses, and development needs of human resources required for organizational performance is called:

• A. HR strategy mapping
• B. HR audit
• C. Employee engagement survey
• D. Compliance training

Answer: (B)

An HR audit is the systematic, independent review of an organization’s human resources policies, practices, and resources to see how well they support performance, where strengths and gaps exist, and what development actions are needed. It examines areas such as recruitment, training and development, performance management, compensation, succession planning, employee relations, compliance, and HR systems. By mapping current capabilities against desired performance, the audit yields a clear picture of what to improve to boost organizational performance. This approach is different from strategy mapping, which focuses on aligning HR activities with strategic goals rather than assessing the current state of HR capabilities. It also differs from an employee engagement survey, which measures attitudes and engagement levels, not the overall effectiveness of HR resources. And it isn’t about delivering compliance training, which targets legal requirements rather than evaluating and strengthening the HR function itself.

An HR audit is the systematic, independent review of an organization’s human resources policies, practices, and resources to see how well they support performance, where strengths and gaps exist, and what development actions are needed. It examines areas such as recruitment, training and development, performance management, compensation, succession planning, employee relations, compliance, and HR systems. By mapping current capabilities against desired performance, the audit yields a clear picture of what to improve to boost organizational performance.

This approach is different from strategy mapping, which focuses on aligning HR activities with strategic goals rather than assessing the current state of HR capabilities. It also differs from an employee engagement survey, which measures attitudes and engagement levels, not the overall effectiveness of HR resources. And it isn’t about delivering compliance training, which targets legal requirements rather than evaluating and strengthening the HR function itself.