【正文】 ills, 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? Availability of outside workforce demographics (age, sex, minority classification, education, skills level, occupations, etc.) 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? Questions 25 and 26 address resources and planning to ensure the delivery of required services. Questions 10 through 26 address municating department functions and services to all customers, staff objectives and internal relationships, staff’s dual role as internal consultants to management and counselors to employees, staff petence and flexibility, crosstraining, balancing employee needs with business needs and a bottomline results orientation. 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? On the same onetoseven scale, how do you think the employees would rate the overall effectiveness and structure of the HR department? What is the ratio of HR department staff to all employees served? Are supervisors or managers reporting to other midlevel managers? Are they pensated based on parable positions within the organization?22. Does department staff effectively balance organizational with employee needs and act as an intermediate for both? 23. Is the Human Resources department resultsoriented (., measuring costeffectiveness and the bottom line results of human resources programs)? 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? How?8. Does the Human Resources department take a lead in striving for a more empowered and participative work force (productivity improvement, cost reduction, quality improvement and improved quality of work life programs?) 9. Has a Human Resources department organization chart been published and distributed? Has this mission statement been municated to other customers throughout the organization? The Human Resources Department is structured, organized and equipped to provide overall strategy, direction and effective management of the organization’s human resources function to acplish organizational objectives.1. Is there one department or function within the organization that is responsible and accountable for planning, establishing, overseeing and coordinating all human resource policies, systems and services for all 11 major categories? 2. Does the seniorlevel human resources manager report to the same level position as all other major staff and line departments within the organization? 3. Does the senior human resources manager participate in addressing the organization’s strategic, tactical and policy issues? 4. Does the senior human resources manager integrate all HR activities with the organization’s strategic business plan. 5. Does the Human Resources department demonstrate a clear understanding of organizational and customer needs? 6. Are HR services and functions aligned and prioritized to organizational and customer needs? 7. Has a department mission statement been developed explaining its purpose within the organization? 33 / 34An HR Audit Department Organization Questionnaire Has this mission statement been municated to all management personnel? If so, to whom? If so, to whom? 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, is it attentive to the bottom line and does it demonstrate a business orientation?24. What is the span of control of the top position within the departments (., how many and which positions report to it)? How many employees are in the Human Resources department? How does this pare to the staffing levels of other parable organizations offering similar services?25. Are HR needs and programs accounted for in the organization’s budgeting process? 26. Does the organization make plans for ensuring that HR’s future needs are met? 27. On a scale of one to seven (seven being the highest and four being adequate), how would the Human Resources team rate the overall effectiveness and structure of your Human Resources department? 28. On the same