【正文】 How often? Formally/informally? (please describe)3. How often is this analysis updated (., yearly, every two years, three years or more)? 4. Do your projected needs include the following considerations? Questions one through nine explore how department leaders achieve organization objectives, are part of management’s strategic planning effort and assist in making decisions that affect bottomline results. These questions both help ensure that HR’s efforts are in accord with customer needs and suggest ways HR teams can take the lead in helping customers get the most out of the organization’s human resources. How many employees are in the Human Resources department? Does the department subscribe to major technical and professional journals?20. Is there a credible performance appraisal in place clearly stating mutually established goals and objectives for department personnel? 21. Are human resources staff pensated according to market standards? If so, to whom? Department Organization Questionnaire Has this mission statement been municated to other customers throughout the organization? Does the organization chart clearly define functional responsibilities and whom customers can contact for service?10. Are job descriptions established for all HR personnel stating major job objectives, responsibilities and accountabilities? 11. Do all HR personnel understand their respective roles and relationships to others in the department? 12. Are department personnel crosstrained to perform duties outside their major areas of responsibility? 13. Do they work on team and department task force projects? 14. Are departmental personnel professionally and technically petent? 15. Do they serve as internal consultants to management as well as counselors to employees? 16. Does the department staff work well as a team? 17. Are they readily accessible to all customers? 18. Are department personnel provided adequate training and professional development to meet organizational challenges and demands? 19. Is involvement in professional and technical groups encouraged? Are supervisors or managers reporting to other midlevel managers? On the same onetoseven scale, how do you think the employees would rate the overall effectiveness and structure of the HR department? For each of the 11 categories, the SelfAudit questions are designed to rate how well the HR department achieves the purpose of the category definition stated at the top of the questionnaire: Is the HR department structured, organized and equipped to provide overall strategy, direction and effective management of the organization’s human resources function to acplish the organization’s objectives? Questions 25 and 26 address resources and planning to ensure the delivery of required services. The process of identifying and providing ways to fulfill the organization’s developmental and human resource needs.1. Is there one position accountable for reviewing the organization’s human resources requirements? 2. How is this review carried out? Personnel needs these changes will require (. new skills, education, knowledge and abilities).5. Which sources outside the organization provide these demographics? 6. What sources within the organization provided this information? 7. To whom are these projections municated? How far into the future?12. Are this assessment and projections used for training and development? 13. Are this assessment and projections (workforce requirements) used for career planning (matching organizational and individual skills, abilities and needs)? 14. Is there a formal career planning process in place? 15. Is there a career counseling system to identify individual skills, interests and needs, and which offers inplacement and/or developmental assistance? 16. Are highpotential employees identified for key positions? Are there strategies to support remaining employees?19. Are the human resources projections a part of the organization’s budgeting process? 20. Does the organization have plans for ensuring its development and human resource needs are met? 21. On a scale of one to seven (seven being high and four being adequate), how do you think the HR staff rates the human resources planning/organizational development process? 22. On the same oneto seven scale, how do you think other departments would rate the human resources planning and organizational development process now in place? Affirmative answers to all the questions in this section means the organization’s development and human resource needs are being met. The emphasis is on connecting organizational development and workforce need projections with internal and external workforce skills. Here’s a little piece of information about that technological revolution, a headline from an article reporting on a study by Worldwatch Institute back in 1980: Micro Electronics Seen Producing Sweeping Industrial Change. That’s certainly old news about the future, but there’s a reason to go back to this story to remind us they told us what was going to happen. Most of us just didn’t pay attention. The process providing timely recruitment, selection and placement of highquality employees to satisfy the organization’s staffing requirements.1. Is there a policy in place stating the organization’s philosophy on recruitment and selection? Does the job analysis accurately identify the key objectives and responsibilities of the position? If so, does the job posting contain the job objectives, needs and requirements cited in the job analysis (6 above)?9. Are recruitment strategies (methods to obtain qualified candidates) set before active recruitment begins? Professional journals/periodicals? Quasisearch methods (., hourly rate paid to recruiting professionals for targeting candidate sourcing or use of pr