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Human Resources: Reseach topics, survey questionnaire sample, human resource planning

ESSY, HERE IS SOME USEFUL MATERIAL. REGARDS LEO LINGHAM =================================== You must always pick an easy subject and do a good job with it. THE FOLLOWING ARE SOME OF THE SUBJECTS. 1.STUDY OF HR Practices & Organisational Strategies . 2.Cross Culture issues in THE ORGANIZATION. 3.STUDY Transfer and Promotional Strategies. 4. THE ROLE OF HRD [ HUMAN RESOURCE DEVELOPMENT] IN THE DEVELOPMENT OF THE ORGANIZATION PRODUCTIVITY.

5.THE ROLE OF PERFORMANCE MANAGEMENT IN MAKING THE ORGANIZATION COMPETITIVE. 6.Treating human capital management as being fundamental to strategic business management.

7. PROBLEMS IN Acquiring key talent/lack of available talent 8. HOW TO Drive cultural and behavioural change in the organization 9.HOW TO Increase the line manager capability to handle people management responsibilities

10.How

the HUMAN RESOURCE PLANNING and Workforce planning

CAN IMPROVE THE PERFORMANCE OF THE ORGANIZATION. ################################################################3 ESSY, I WOULD SUGGEST THE FOLLOWING FOR YOUR SITUATION. CONDUCT A SIMPLE SURVEY OF THE OF THE ORGANIZATION. PREPARE A QUESTIONNAIRE FOR THE RECRUITMENT/SELECTION

1.EMPLOYEES 2.SUPERVISORS/ MANAGERS. =================================================== SURVEY QUESTIONNAIRE --SAMPLE QUESTIONS EMPLOYEES' QUESTIONS OF REC/SEL.

1.HOW LONG HAVE YOU BEEN WITH THIS COMPANY -----------------------------------------------------------------------------2. WHAT ARE THE DIFFERENT METHODS USED IN REC/SEL IN YOUR COMPANY. A. REGULAR SELECTION BY INHOUSE B. OUTSOURCE C. HEAD HUNTING

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------------------------------------------------------------------------------------------3. DOES THE COMPANY USE THE SAME METHODS FOR ALL LEVELS OF REC/SEL. -for tech. positions. -for very senior position. -for regular staff positions -----------------------------------------------------------------------------------------4. WHAT IS THE ATTRITION RATE IN YOUR COMPANY IS THE RATE HIGH/ LOW -could this be due the rec/sel process used in the company ------------------------------------------------------------------------------------5. HOW WOULD YOU RATE THE REC/SEL IN THE COMPANY SELECT ONE [0--3]poor [4---5] average [ 6- 8] good [9-10] excellent ----------------------------------------------------------------------------------6.DO THEY PREPARE THE JOB POSITION/JOB DESCRIPTION / POSITION SPECIFICATION BEFORE RELEASE JOB ADS. -----------------------------------------------------------------------------------------------7. WHO DECIDES/ AUTHORIZES THE NEED FOR RECRUITMENT -----------------------------------------------------------------------------------------------8.WHO DECIDES ON THE TERMS /CONDITIONS OF EMPLOYMENT -----------------------------------------------------------------------------------------------------9. WHAT IS YOUR OPINION ON THE JOB ADS -----------------------------------------------------------------------------------------10. DO YOU THINK HR GIVES SUFFICIENT OPPORTUNITY FOR THE INTERNAL APPLICANT ------------------------------------------------------------------------------11. WHAT IS YOUR OPINION ON THE INDIVIDUAL INTERVIEWS --------------------------------------------------------------------------------------------------12. WHAT IS YOUR OPINION ON THE PANEL INTERVIEWS ---------------------------------------------------------------------------------------------------13. WHAT IS YOUR OPINION ON THESE TESTS DO WE NEED THESE / WHY TESTING [ BEHAVIORAL] -PSYCHOLOGICAL -PERSONALITY -ABILITY -APTITUDE -PSYCHOMETRIC ---------------------------------------------------------------------------------------------14. WHAT KINDS OF TECHNICAL TESTS ARE CONDUCTED - are they useful / why. -----------------------------------------------------------------------------------------15. Do they use ASSESSMENT CENTRE TO DETERMINE POTENTIALS OF THE APPLICANTS. -do you see any merit in it / why ------------------------------------------------------------------------------16. What methods are used in obtaining reference checks - are all legal in your opinion ------------------------------------------------------------------------------------en.allexperts.com/q/Human-Resources-2866/2009/11/Reseach-topics.htm 2/9

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Human Resources: Reseach topics, survey questionnaire sample, human resource planning

17. WHO MAKES THE FINAL DECISION ON THE CANDIDATE HR OR LINE MANAGER OR PANEL WHAT IS YOUR OPINION ON THIS? --------------------------------------------------------------------------------------18. DOES HR DESTROY ALL UNSUCCESSFUL CANDIDATES FILES AFTER 6 MONTHS. ================================================= 19. DO YOU BELIEVE THAT REC/SEL helps the achievement of your company objectives? ----------------------------------------------------------------------------------------------20.DO YOU THINK THAT REC/SEL is aligned with company business strategy. ----------------------------------------------------------------------------------------------21. IN YOUR OPINION, TO WHAT EXTENT IS THE SENIOR MANAGEMENT INVOLVED IN THE REC/SEL ISSUES -------------------------------------------------------------------------------------22. DO YOU THINK REC/SEL being innovative in a practical and business " way, based on an analysis of the business and people needs of the company. -------------------------------------------------------------------------------------23.IN YOUR OPINION , How well is REC/SEL performing by reference to quantitative measures such as added value per employee, absenteeism and attrition? ------------------------------------------------------------------------------------------24.IN YOUR OPINION, How well is REC/SEL performing in terms of service delivery in fields such as recruitment, the management of equal opportunity and diversity, advice on employment law and legal obligations, ETC? -----------------------------------------------------------------------------------------------------------------------------25.IN YOUR OPINION How well is REC/SEL regarded by management, line managers, employees generally, ETC -------------------------------------------------------------------------------------------------------------------------------------------------26.IN YOUR OPINION, Is the REC / SEL function wellorganized and properly staffed with qualified professionals who are actively concerned with continuous professional development? ============================================ 2. SURVEY QUESTIONNAIRE --SAMPLE QUESTIONS EMPLOYER'S QUESTIONS FACE TO FACE INTERVIEWS IS PREFERRED -MANAGERS PREFER INTERVIEWS -MANAGERS HATE FILLING QUESTIONNAIRE -INTERVIEWERS CAN ARTICULATE/MANIPULATE QUESTIONS DEPENDING ON THE PERSONALITY OF THE MANAGERS. ETC ETC. YOUR QUESTIONS COULD COVER -is there a HR department -does the HR department conduct [ R/S] -do you outsource[ R/S] -do you headhunt senior people/ specialists -does the company develop annually corporate business policies/strategies -does the HRM align its policies/strategies with business policies/strategies -does the [R/S] align its policies/strategies with business policies/strategies
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Human Resources: Reseach topics, survey questionnaire sample, human resource planning

-is [ R/S] a by-product of HR PLANNING -IS there a [R/S] process employed -is [ R/S] efficient in its operation -is [ R/S] cost effective in its operation -is [ R/S] productive in its operation -what is the attrition rate in your organization -do you recruit for talent development -do you recruit for succession planning -do you recruit for new potential planned -how do you evaluate [ R/S ] annually development

-do you conduct a [ R/S ] audit. -do you have an annual [R/S] plan or is it ad-hoc. -do you follow the recruitment/selection process closely -what difficulties have you faced -how did you overcome the difficulties -do you use online factilities for recruitment -do you use ''tests'' in your selection process -what type of tests do you use -what is the proportion of recruitment is to the total workforce -what is the rate of attrition/ why -what is the staff turnover / why -what corrective actions are being taken -what is the proportion of total recruitment expense is to the total HR expense. -what is the proportion of total training expense is to the HR expense -what is the proportion of total compensation expense is to the HR expense. -do you evaluate the effectiveness of HRM to the company ####################################################### ######################################################## ESSY, IF YOU WANT TO CONDUCT A SURVEY OF THE PERFORMANCE APPRAISAL SYSTEM. 1.FOR THE EMPLOYEES. 2.FOR THE SUPERVISORS/ MANAGERS. HERE IS A COLLAGE OF QUESTIONS. SINCE YOU ARE CLOSE TO THE ORGANIZATION, YOU CAN SHUFFLE / TAILOR THE QUESTIONS TO YOUR NEEDS. REGARDS LEO LINGHAM. ========================================== FOR THE EMPLOYEES. 1.Do you agree with current 2.If so, why 3.If not, why 4.What are the strong points of the current PA system PA system.

5.What are the weak points of the current PA system. 6.How the current PA system could be improved. 7.Is the current PA system -compatible with our desired culture, -does it stress team management, -does it help teamwork -is it more open
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Human Resources: Reseach topics, survey questionnaire sample, human resource planning

-does

it have trustworthy communications.

8.Does the PA system help -To improve the company's productivity 9.Does the PA system help -To make informed personnel decisions regarding promotion, job changes, and termination 10.Does the PA system help -To identify what is required to perform a job (goals and responsibilities of the job) 11.Does the PA system help -To assess an employee's performance against these goals 12.Does the PA system help -To work to improve the employee's performance by naming specific areas for improvement, developing a plan aimed at improving these areas, supporting the employee's efforts at improvement via feedback and assistance, and ensuring the employee's involvement and commitment to improving her performance. 13..Does the PA system help -with the Job expectations as well as appraisal system and its impact on employee's work status are adequately communicated to all employees 14.Does the PA system help -Performance measures are related to the job being performed 15.Are you aware if the -Managers or co-workers providing input into the appraisal must be sufficiently trained as to be able to provide objective input 16.Are you aware if the -Employees are given timely feedback on performance and reasonable amount of time and support in improving their performance 17.Do the management Link the individual performance with organization performance; 18.Do the management Enable Supervisors and Appraisees to continuously asses work progress 19.Does the PA system provide for Assessing on a timely basis the learning/development needs of staff; 20.Does the PA system Promote accountability in the organization. 21.Does the P A system Promote communication and encourage continuous feed back between Appraisee and Supervisor; 22.Does the PA system Set the basis on which an employees performance is monitored and evaluated as stipulated in the individual work plan; 23.Does the P A system Improve the quality of work through better planning, on-going discussions and fair participatory appraisal; and 24.Does the P A system help the Work Planning and setting of performance targets; 25.Does the P A system help to develop Staff competencies and values assessment; 26.Does the P A system help to Work effectively with people from all backgrounds. 27.Does the P A system Treat all people with dignity and respect. 28.Does the P A system Treats men and women equally. 29.Does the P A system Show respect fro and understanding of diverse points of view and demonstrate making. this understanding in daily work and decision-

30.Does the P A system recognize -the skills, behaviour and work related attributes that are
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Human Resources: Reseach topics, survey questionnaire sample, human resource planning

considered important for all staff regardless of their grades or functions. 31.Does the P A system recognize Demonstration of the professional competence and mastery of subject matter. 32.Does the P A system recognize -individual's pride in work and in achievements. 33.Does the P A system recognize -individual's conscientious and efficiency in meeting commitments, observing deadlines and achieving results. 34.Does the P A system recognize -individual is motivated by professional rather than personal concerns. 35.Does the P A system recognize -individual's persistence when faced with difficult problems or challenges. 35.Does the P A system recognize -individual's Command and use of relevant technical and job related knowledge and skills. 36.Does the PA system recognizes the individual -Works collaboratively with colleagues to achieve organizational goals. -Solicit inputs by genuinely valuing others ideas and expertise, ie. Is willing to learn from others. -Places team agenda before personal agenda -Builds consensus for task purpose and direction with team members. -Supports and acts in accordance with final group decisions even when such decisions may not entirely reflect own position. 36. Does the PA system recognize -the individual/s ability to initiate new ideas and new ways of doing things; 37. Does the P A system recognize -the individual ability to cope with complex changes and to handle high levels of uncertainty. 38.Does the P A system recognize -the individual Continuously seeks to develop oneself professionally; -the individual Keeps abreast of new developments; and -the individual Shows willingness to learn from others. ================================================== FOR MANAGERS/ SUPERVISORS 1.Do you Have a vision and is able to share it with others; 2.Do you Empower others to translate vision into results; 3.Do you Understand and endeavour to apply the Management Accountability Framework as a tool of Results Based Management; 4.Are you proactive in developing strategies to accomplish objectives; 5.Do you Maintain relationships with a broad range of people to understand needs and gain support; 6.Do you Anticipate and resolve conflicts by pursuing mutually agreeable solutions; and 7.Do you Shows the courage to take the right stand.
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Sets clear objectives and works toward their achievement; 8.Do you Establish and adhere to realistic work plans and time tables; 9.Do you Work within budgetary, policy and authority guidelines. 10.Do you Coach and mentor staff to raise their level of competence; 11.Do you -Identify staff performance gaps and recommends appropriate training programmes; and 12.Do you -Offer managerial and supervisory guidance to staff to enable them take up more challenging assignments and responsibilities. 13. Do you Plan prudent utilization of scarce resources to meet goals and performance targets. 14. Do you Organize and oversee work processes efficiently to achieve quality results within budget. 15. Do you Take responsibility and honours commitments; and 16. Do you Operate in compliance with organizational regulations and rules. 17. Do you Identify the key issues in a given situation; 18. Do you Gather relevant information; 19. Do you Think quickly, logically and accurately in making a decision; and 20. Do you Make timely decisions in the interest of the Service. 21. Do you Set clear objectives and targets and clarifies responsibilities and reporting lines to each staff member; 22. Do you Delegate the appropriate responsibility, accountability and decision-making authority; 23. Do you Allocate resources needed to accomplish tasks and matches tasks to skills; 24. Do you Support the development and career aspirations of staff; and carries out regular staff performance appraisals. 25. Do you Take an active role in introduction and application of Information Technology at the workplace; 26. Do you Allocate resources for the development of ICT in the work place. Frequency of Performance Appraisal 26. Is it true The appraisal period will cover one year . The Performance Appraisal reflects the summation of the years performance. 27. Do you agree Performance appraisal should be an on-going and continuous exercise throughout the performance period. Milestones over the review period should be documented and maintained in the appraisees personal file. 28. Do you ageee
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Human Resources: Reseach topics, survey questionnaire sample, human resource planning

-The main purpose of the mid-year Performance Review is to accord both the Supervisor and Appraisee the opportunity to jointly review the progress made by the appraisee in accomplishing the tasks and assignments agreed on at the beginning of the Appraisal period. 29.Do you agree -The review which should be in the form of discussions should be centred on what has been achieved, any constraints experienced and whether there is need to vary the initial assignments in order to accommodate any unforeseen circumstances. Any changes, additions or removal of performance targets should however only be made in the event that there have been significant changes in the nature of functions carried out by the appraisee and which my necessitate revision of performance targets. 30.Do you agree -The Supervisor should, after discussions with the Appraisee at mid-year performance comment on the Appraisees performance so far as provided for in Appraisal form. 31.Do you agree -In the event that the Supervisor leaves the department, he/she should be able to appraise the performance of the appraisee(s) up to that point in time. 32.DO you agree The Year End Appraisal takes place at the end of the reporting period; 33.DO you agree The Supervisor and Appraisee are required to meet at the end of the year to discuss the overall performance over the period; 34.DO you agree Prior to the meeting, the Appraisee should prepare a preliminary assessment of the extent to which the set performance targets were achieved as agreed at the beginning of the Performance Year; 35.DO you agree The Supervisor and Appraisee should discuss the agreed performance targets together with any changes/comments from the mid-year performance Appraisal; 36.DO you agree The Supervisor assess the extent to which the Appraisee has achieved the performance targets set, taking into account any unforeseen developments that may have affected performance during the period; 37.DO you agree The Supervisor is also required to assess the Appraisees core competencies and values and indicate his views. Recognition and Commendation 38.DO YOU ACCEPT THAT -The Performance Appraisal System is primarily meant to manage the performance of an individual for the improvement of the Performance of the ORGANIZATION. It is meant to recognize, reward and sanction performance. It is also meant to identify and address job related staff development. In addition, the PA SYSTEM will be used to inform placement, promotion and mobility of staff within and across the ORGANIZATION. 39.WOULD YOU ACCEPT THE FOLLOWING Align corporate goals with employee objectives . Corporate management can set organizational goals from top to department levels, then employee set individual objectives to closely aligned to corporate strategies.

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Cultivate employees mindset of corporate core value Value Development Evaluation provides flexible questionnaire, menu and appraisal time setting, which can evaluate employees attitude toward corporate core values. Involve employees and line managers in goal setting The process starts by employees defining their personal goals, and via several meetings with line managers, changes or adjustments to goals are recorded for easy tracking and management. 40.Should we replace '' performance appraisal'' name with '' EMPLOYEE PERFORMANCE DEVELOPMENT''. AND INTRODUCE AN '' INDIVIDUAL DEVELOPMENT PLAN'' FORM. =============================================== ====================================================== #############################################################

Questioner's Rating Rating(110) C omment Knowledgeability = 10 C larity of Response = 10 Politeness = 10

Thank you alote Am so happy for your replay and I do apriciate some did dont answer me well am so happy for your replay atleast I can see some door to pass thruogh In Tanzania we say "ASANTE" HAVE A NIC E TIME MY EXPERT

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