【正文】 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 the HR team would rate the effectiveness of the recruitment and selection process? 25. On the same onetoseven scale, how do you think departments would rate the effectiveness of the recruitment and selection process? Explanation of Recruitment and Selection QuestionnaireCompensation Questionnaire Are pay ranges wide enough so as not to force vertical pay growth? Are these objectives and measurement criteria discussed with the individual being appraised? Are ranges and limits clearly defined (., pay increments linked to performance measures)? Compensation methods can help motivate the fulfillment of organizational objectives. For this reason, pensation experts receive higher pay than other HR professionals. Major consulting firms specialize in this area because pensation affects the organization’s bottom line. What are enrollment numbers for the past three years. (Rapid enrollment rates ma result in poorer service.) Inhouse pany data on premiums paid and claims processed? Requiring second opinions for surgery? Pay parti。 Employee benefits are necessary to attract and retain quality employees. Few organizations, however are able to find new ways to contain costs and use benefits as an incentive to improve employee productivity. Initiating a probationary period before health coverage begins?C. Has HR reviewed basic cost management programs, including the following: In addition to all the questions for HMOs above, what is the ratio of network vs. nonnetwork charges? Programs by which employees receive noncash pensation to ensure that the organization attracts, retains and motivates employees to acplish organization objectives.1. Does the organization have a clear policy regarding employee benefits? 2. Is there one position within the organization accountable for fairly and consistently implementing employee benefit programs and ensuring pliance with governmental regulations, such as ERISA, COBRA, EEO and the Family and Medical Leave Act? 3. Is the organization current on petitive employee benefit practices, such as childcare, flextime, job sharing, vacation/sick time, timeoff provisions and health plan alternatives? HEALTH CARE COST CONTAINMENT4. Is there a process in place to contain medical costs while offering quality health care to employees? 5. Do you periodically gauge employee satisfaction with the benefit plan in terms of customer service, timeliness, claim management and accuracy? 6. If employee dissatisfaction is high or costs are out of control or nonpetitive, do you put your benefit plans out to bid? A special payforknowledge system, ., payment for increased development of employee knowledge, skills, abilities and/or responsibility (allowing a broader job design without changing assignments).15. Does your organization have the capacity for a pensation strategy to attract, retain and motivate employees? 16. Are pensation administration costs included in the budget? 17. On a scale of one to seven (seven being highest and four being adequate), how do you think the Human Resources department would rate the effectiveness of the pensation system? 18. On the same onetoseven scale, how do you think your internal clients (other departments and employees) would rate the effectiveness of the pensation system? Explanation of Compensation Questionnaire Does it work as intended, or is it a tool for pensation adjustment? Does the performance appraisal provide objective, interactive and meaningful feedback on performance? Compensation paid to parable exempt job functions industrywide? Temporary placement? If so, please g