【正文】 wide enough so as not to force vertical pay growth? Are panel interviews used? 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? 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? 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? Are supervisors or managers reporting to other midlevel managers? If so, to whom? 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? 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). 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? Employee referral? The purpose of the Recruitment and Selection questions is to improve critical staffing needs in a timely manner and with quality candidates. 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? Do the employees have clear and direct control over the oute of their appraisals? 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 the HMO accredited by the National Committee for Quality Assurance (NCQA)? Instituting preadmission testing and certification? Requiring employee plan usage data from health care carriers/administrators?D. Has HR reviewed employee health promotion and education programs?E. Has HR municated with health care providers to review customized plan options and cost containment measures?8. Are the costs of employee benefits regularly calculated and pared to national, industry and local data? 9. Are vacation and sick leave accruals analyzed for purpose as well as cost consideration? 10. Are there programs to control absentee costs? 11. Are there programs to curb sick leave abuse? 12. Are unemployment pensation costs analyzed for cost savings? 13. Are pension plans reviewed and employees counseled on winwin pension options that will save the organization money? 14. Does your organization offer retirement counseling to employees? 15. Are there benefits to extending the retirement age? 16. Should changes in longterm disability payments be considered? 17. Does your organization regularly municate the benefits it provides as well as emphasize the pany’s contribution to employee benefits? 18. Does your organization have the capacity to provide necessary employee benefits and address costcontainment issues that affect profitability? 19. On a scale of one to seven (seven being the highest and four being adequate), how do you think the Human Resources department would rate the effectiveness of employee benefits programs? 20. On the same onetoseven scale, how do you think internal clients (department heads and employees) would rate the effectiveness of the employee benefits programs? Explanation of Employee Benefits Questionnaire What are the exclusions or limitations on procedures, such as transplants, rehabilitative procedures and mental and nervous disorders?PREFERRED PROVIDED ORGANIZATIONS (PPOS): Is the performance rating/pay adjustment reviewed by someone in a position higher than that of the rater before discussion with the employee and implementation?9. Does your organization have a payforperformance (meritbased) system? Compensation paid to parable exempt job functions nationwide? Companies’ efforts to reduce both their workforce and their fixed labor costs have resulted in less costly ways to satisfy workforce requirements. These include outsourcing and temporary workers, which transfer costs on a variable basis. This is why Manpower, Inc. has bee the largest employer in the . today. If your organization uses these methods, be aware of possible longterm quality problems resulting from reduced mitment and lack of pany pride. Personal networks (., local petitors, customers, suppliers, outplacement firms or industry research)? Does the job analysis accurately identify the essential ‘can do’ skills needed (., skills, abilities, knowledge, education and experience)? Does the department subscribe to major technical and professional journa