【正文】 onetoseven scale, how do you think other department heads would rate the overall effectiveness and structure of the HR department? Explanation of Department Organization Questionnaire 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. The ponents of question 24 also relate to staff size, structure and span of control. Industryspecific standards for staff size are available from a variety of professional publications, such as the Saratoga Institute’s HR Effectiveness Survey and national and regional statistics piled by the Bureau of National Affairs (BNA). Any surveys that relate specifically to your type of organization will make that benchmark more credible.Human Resources Planning/Organizational Development Questionnaire 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? Anticipated changed in your organizations technology, processes, products/services and markets. How often? How often? 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? Is outplacement assistance offered?Explanation of Human Resources Planning/Organizational Development Questionnaire 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). Human resources planning is particularly important for emerging, rapidgrowth and high tech businesses. Mature businesses in need of new products, services, markets, acquisitions or divestitures must also plan to identify, attract or reallocate the talent necessary for revitalization and continued petition.Recruitment and Selection Questionnaire 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? Does the job analysis acpany the hiring authorization? Does the job analysis accurately identify the essential ‘can do’ skills needed (., skills, abilities, knowledge, education and experience)? If some positions are determined to be filled from within, how is this determination made?8. Is there a formal job posting procedure in place? Who participates in the strategy development? Newspaper sources? College recruiting? Community referral agencies (., state employment and training offices)? Employee referral? Professional networking (., associations)? Personal networks (., local petitors, customers, suppliers, outplacement firms or industry research)? How many people are typically involved in the interviewing process? 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? Are they professionally validated?20. Are drug tests administered to all new employees as a condition for hire? 21. Does the organization pare the number of job openings and workforce projections with the HR department’s recruitment and selection capacity? Project or contract outsourcing? Internal temporary placement pool? The purpose of the Recruitment and Selection questions is to improve critical staffing needs in a timely manner and with quality candidates. Questions on the selection process (13 to 20) may be more important to government agencies and contractors because of highly regulated selection criteria, affirmative action and diversity implications. Fiscal constraints and regional preferences may also restrict government staffing professionals to the most inexpensive sources, regardless of their results. 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. 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? Is the organization’s pensation philosophy clearly municated to all employees? Compensation paid to parable exempt job functions nationwide? How frequently are there market studies performed?5. Is your pay plan in agreement with the pensation philosophy of the organization? Are pay ranges wide enough and procedures available to reward additional knowledge, skills, abilities and responsibilities and encourage lateral career growth?