【正文】 Instituting preadmission testing and certification? Retention provisions of carriers, such as rebates or favorable rate consideration for retention of pany funds? Is the HMO accredited by the National Committee for Quality Assurance (NCQA)? If pensation alone drove performance, panies with big payrolls would always be the most profitable, but that isn’t the case. In fact, eliminating higher paid positions is the trend. Compensation programs should motivate and reward people for acplishing organizational objectives. Is distribution of pensation among departments reviewed by management for consistency and equity before awarding increases?11. Are other performance pensation awards (results sharing) appropriate and in place? Do the employees have clear and direct control over the oute of their appraisals? Are pay ranges wide enough and procedures available to reward additional knowledge, skills, abilities and responsibilities and encourage lateral career growth? A system of evaluating jobs and pensating employees to ensure that the organization attracts, retains and motivates employees to acplish organizational objectives.1. Does the organization have a policy clearly stating its position on employee pensation? The purpose of the Recruitment and Selection questions is to improve critical staffing needs in a timely manner and with quality candidates. Who makes the final hiring decision?17. Are hiring managers trained in objective selection (., interviewing techniques, positionrelated questions and legal implications)? 18. Are reference checks conducted on all candidates? Employee referral? Who participates in the strategy development? Does the policy contain procedures to guide managers through the recruitment and selection process and describe how to get help?2. Is there one position within the organization accountable for overseeing and coordinating recruitment and placement? RECRUITMENT3. Is there a formal process in place for identifying job vacancies? 4. Briefly describe the process from needs identification through final approval authorization. 5. Is recruitment done proactively from a planning mode (., projected workforce plan) as well as reactively to immediate replacement and new job openings? Questions one through seven deal with influences on the planning process) changing workforce, markets and customers, products, services, technology/skills base and identification of external supply). If yes, is there a succession plan to target high potential employees?17. Are human resource projections (., numbers, job classifications, skills, knowledge, ability and education levels) identified in the recruitment plan? 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? If so, to whom? Has this mission statement been municated to other customers throughout the organization? Are supervisors or managers reporting to other midlevel managers? 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? 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? 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? 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. 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? 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? Quasisearch methods (., hourly rate paid to recruiting professionals for targeting candidate sourcing or use of professional candidate researchers)? Are panel interviews used? Parttime employment and job sharing?23. Are all employment costs accounted for in the organization’s budget? 24. On a scale of one to seven (seven being the highest and four being adequate), how do you think