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This term has two meanings based on the context. One applies to the organization as a whole and the other, within the organization.

In the first context, its a systematic assessment of the current strengths and weaknesses of an organization as a prerequisite for future strategic planning and implementation. It is generally carried out before a strategic planning and also carried out after implementing the strategy adopted to know the strengths and weaknesses post implementation of strategy.

In the second context, it relates mainly to the HR. It here means assessment of the position of a particular employee or a group in the organizational chart. This could be the assessment done by the management suo motto, for example during a proposed new organizational chart or on request of one or more employee to the management. The procedure in the later case could depend on the policy of the organization in question.

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Q: What is the definition for position audit and how do you apply that in organization?
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