Human Resources_ Reseach Topics, Survey Questionnaire Sample, Human Resource Planning
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Transcript of Human Resources_ Reseach Topics, Survey Questionnaire Sample, Human Resource Planning
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7/30/2019 Human Resources_ Reseach Topics, Survey Questionnaire Sample, Human Resource Planning
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5/26/13 Human Resources: Reseach topics, survey questionnaire sample, human resource planning
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ESSY,
HERE IS SOME USEFUL MATERIAL.
REGARDS
LEO LINGHAM
===================================
You must always pick an easy subject and
do a good job w ith it.
THE FOLLOWING ARE SOME OF THE SUBJECTS.
1.STUDY OF HR Practices & Organisational Strategies .
2.Cross Culture issues in THE ORGANIZATION.
3.STUDY Transfer and Promotional Strategies .
4. THE ROLE OF HRD [ HUMAN RESOURCE DEVELOPMENT] IN
THE DEVELOPMENT OF THE ORGANIZATION PRODUCTIVITY.
5.THE ROLE OF PERFORMANCE MANAGEMENT IN MAKING THE
ORGANIZATION COMPETITIVE.
6.Treating human capital management as being fundamental to strategic business management.
7. PROBLEMS IN Acquiring key talent/lack of available talent
8. HOW TO Drive cultural and behavioural change in the organization
9.HOW TO Increase the line manager capability to handle people management responsibilities
10.How the HUMAN RESOURCE PLANNING and Workforce planningCAN IMPROVE THE PERFORMANCE OF THE ORGANIZATION.
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ESSY,
I WOULD SUGGEST THE FOLLOWING FOR YOUR SITUATION.
CONDUCT A SIMPLE SURVEY OF THE RECRUITMENT/SELECTION
OF THE ORGANIZATION.
PREPARE A QUESTIONNAIRE FOR THE
1.EMPLOYEES
2.SUPERVISORS/ MANAGERS.
===================================================
SURVEY QUESTIONNAIRE --SAMPLE QUESTIONS
EMPLOYEES' QUESTIONS OF REC/SEL.
1.HOW LONG HAVE YOU BEEN WITH THIS COMPANY
------------------------------------------------------------------------------
2. WHAT ARE THE DIFFERENT METHODS USED IN REC/SEL IN YOUR COMPANY.
A. REGULAR SELECTION BY INHOUSE
B. OUTSOURCE
C. HEAD HUNTING
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3. DOES THE COMPANY USE THE SAME METHODS FOR
ALL LEVELS OF REC/SEL.
-for tech. pos itions.
-for very senior pos ition.
-for regular staff pos itions
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4. WHAT IS THE ATTRITION RATE IN YOUR COMPANY
IS THE RATE HIGH/ LOW
-could this be due the rec/sel process used in the company
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5. HOW WOULD YOU RATE THE REC/SEL IN THE COMPANY
SELECT ONE
[0--3]poor
[4---5] average
[ 6- 8] good
[9-10] excellent
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6.DO THEY PREPARE THE JOB POSITION/JOB DESCRIPTION
/ POSITION SPECIFICATION BEFORE RELEASE JOB ADS.
------------------------------------------------------------------------------------------------
7. WHO DECIDES/ AUTHORIZES THE NEED FOR RECRUITMENT
------------------------------------------------------------------------------------------------
8.WHO DECIDES ON THE TERMS /CONDITIONS OF EMPLOYMENT
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9. WHAT IS YOUR OPINION ON THE JOB ADS
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10. DO YOU THINK HR GIVES SUFFICIENT OPPORTUNITY
FOR THE INTERNAL APPLICANT
-------------------------------------------------------------------------------
11. WHAT IS YOUR OPINION ON THE INDIVIDUAL INTERVIEWS
---------------------------------------------------------------------------------------------------
12. WHAT IS YOUR OPINION ON THE PANEL INTERVIEWS
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13. WHAT IS YOUR OPINION ON THESE TESTS
DO WE NEED THESE / WHY
TESTING [ BEHAVIORAL]
-PSYCHOLOGICAL
-PERSONALITY
-ABILITY
-APTITUDE
-PSYCHOMETRIC
----------------------------------------------------------------------------------------------
14. WHAT KINDS OF TECHNICAL TESTS ARE CONDUCTED
- are they useful / why.
------------------------------------------------------------------------------------------
15. Do they use ASSESSMENT CENTRE TO DETERMINE
POTENTIALS OF THE APPLICANTS.
-do you see any merit in it / why-------------------------------------------------------------------------------
16. What methods are used in obtaining reference checks
- are all legal in your opinion
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17. WHO MAKES THE FINAL DECISION ON THE CANDIDATE
HR OR LINE MANAGER OR PANEL
WHAT IS YOUR OPINION ON THIS?
---------------------------------------------------------------------------------------
18. DOES HR DESTROY ALL UNSUCCESSFUL CANDIDATES FILES
AFTER 6 MONTHS.
=================================================
19. DO YOU BELIEVE THAT REC/SEL helps the achievement of
your company objectives?
-----------------------------------------------------------------------------------------------
20.DO YOU THINK THAT REC/SEL is aligned with company
business strategy.
-----------------------------------------------------------------------------------------------
21. IN YOUR OPINION, TO WHAT EXTENT IS THE SENIOR MANAGEMENT
INVOLVED IN THE REC/SEL ISSUES
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22. DO YOU THINK REC/SEL being innovative in a practical and business" way,
based on an analysis of the business and people needs of the company.
--------------------------------------------------------------------------------------
23.IN YOUR OPINION , How well is REC/SEL performing by reference to quantitative
measures such as added value per employee, absentee ism and attrition?
-------------------------------------------------------------------------------------------
24.IN YOUR OPINION, How well is REC/SEL performing in terms of service delivery in fields such as
recruitment, the management of equal opportunity and diversity, advice on employment law and legal
obligations, ETC?
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25.IN YOUR OPINION How well is REC/SEL regarded by management, line managers, employees
generally, ETC
-------------------------------------------------------------------------------------------------------------------------------------------
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26.IN YOUR OPINION, Is the REC / SEL function wellorganized and properly staffed with qualified
professionals who are actively concerned with continuous professional development?
============================================
2. SURVEY QUESTIONNAIRE --SAMPLE QUESTIONS
EMPLOYER'S QUESTIONS
FACE TO FACE INTERVIEWS IS PREFERRED
-MANAGERS PREFER INTERVIEWS
-MANAGERS HATE FILLING QUESTIONNAIRE
-INTERVIEWERS CAN ARTICULATE/MANIPULATE
QUESTIONS DEPENDING ON THE PERSONALITY
OF THE MANAGERS.
ETC ETC.
YOUR QUESTIONS COULD COVER
-is there a HR department
-does the HR department conduct [ R/S]
-do you outsource[ R/S]-do you headhunt senior people/ specialists
-does the company develop annually corporate business policies/strategies
-does the HRM align its po licies/strategies with business policies/strategies
-does the [R/S] align its policies/strategies w ith business policies/strategies
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-is [ R/S] a by-product of HR PLANNING
-IS there a [R/S] process employed
-is [ R/S] efficient in its operation
-is [ R/S] cost effective in its operation
-is [ R/S] productive in its operation
-what is the attrition rate in your organization
-do you recruit for talent development
-do you recruit for succession planning
-do you recruit for new potential planned development
-how do you evaluate [ R/S ] annually
-do you conduct a [ R/S ] audit.
-do you have an annual [R/S] plan or is it ad-hoc.
-do you follow the recruitment/se lection process closely
-what difficulties have you faced
-how did you overcome the difficulties
-do you use online factilities for recruitment
-do you use ''tests'' in your selection process
-what type of tests do you use
-what is the proportion of recruitment is to the total workforce
-what is the rate of attrition/ why
-what is the staff turnover / why
-what corrective actions are being taken
-what is the proportion of total recruitment expense is to the total HR expense.
-what is the proportion of total training expense is to the HR expense
-what is the proportion of total compensation expense is to the HR expense.
-do you evaluate the effectiveness of HRM to the company
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ESSY,
IF YOU WANT TO CONDUCT A SURVEY OF THE PERFORMANCE
APPRAISAL SYSTEM.
1.FOR THE EMPLOYEES.
2.FOR THE SUPERVISORS/ MANAGERS.
HERE IS A COLLAGE OF QUESTIONS.
SINCE YOU ARE CLOSE TO THE ORGANIZATION,
YOU CAN SHUFFLE / TAILOR THE QUESTIONS TO
YOUR NEEDS.
REGARDS
LEO LINGHAM.
==========================================
FOR THE EMPLOYEES.
1.Do you agree with current PA system.
2.If so, why
3.If not, why
4.What are the strong points of the current PA system
5.What are the weak points of the current PA system.
6.How the current PA system could be improved.
7.Is the current PA system-compatible with our desired culture,
-does it stress team management,
-does it help teamwork
-is it more open
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-does it have trustworthy communications.
8.Does the PA system help
-To improve the company's productivity
9.Does the PA system help
-To make informed personnel decisions regarding promotion, job changes, and termination
10.Does the PA system help
-To identify what is required to perform a job (goals and respons ibilities of the job)
11.Does the PA system help
-To assess an employee's performance against these goa ls
12.Does the PA system help
-To work to improve the employee's performance by naming specific areas for improvement, developing a plan
aimed at improving these areas, supporting the employee's efforts a t improvement via feedback and
assistance, and ensuring the employee's involvement and commitment to improving her performance.
13..Does the PA system help
-with the Job expectations as well as appraisal system and its impact on employee's work status are
adequately communicated to all employees
14.Does the PA system help
-Performance measures are related to the job being performed
15.Are you aware if the
-Managers or co-workers providing input into the appraisal must be sufficiently trained as to be able to
provide objective input
16.Are you aware if the
-Employees are given timely feedback on performance and reasonable amount of time and support in
improving their performance
17.Do the management
Link the individual performance with organization performance;
18.Do the management
Enable Supervisors and Appraisees to continuously asses work progress
19.Does the PA system provide for
Assessing on a timely basis the learning/development needs of staff;
20.Does the PA system
Promote accountability in the organization.
21.Does the P A system
Promote communication and encourage continuous feed back
between Appraisee and Supervisor;
22.Does the PA system
Set the basis on which an employees performance is monitored and
evaluated as stipulated in the individual work plan;
23.Does the P A system
Improve the quality of work through better planning, on-going
discussions and fair participatory appraisal; and
24.Does the P A system help the
Work Planning and setting of performance targets;
25.Does the P A system help to develop
Staff competencies and values assessment;
26.Does the P A system help to
Work effectively with people from all backgrounds.
27.Does the P A system
Treat all people w ith dignity and respect.
28.Does the P A system
Treats men and women equally.
29.Does the P A system
Show respect fro and understanding of diverse points of view anddemonstrate this understanding in daily work and decision-
making.
30.Does the P A system recognize
-the skills, behaviour and work related attributes that are
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considered important for all staff regardless of their grades or functions.
31.Does the P A system recognize
Demonstration of the professional competence and mastery of subject
matter.
32.Does the P A system recognize
-individual's pride in work and in achievements.
33.Does the P A system recognize
-individual's conscientious and efficiency in meeting commitments, observing
deadlines and achieving results.
34.Does the P A system recognize
-individual is motivated by professional rather than personal concerns.
35.Does the P A system recognize
-individual's persistence when faced with difficult problems or
challenges.
35.Does the P A system recognize
-individual's Command and use of relevant technical and job related knowledge
and skills.
36.Does the PA system recognizes the individual
-Works collaboratively with colleagues to achieve organizational
goals.
-Solicit inputs by genuinely valuing others ideas and expertise, ie. Is
willing to learn from others.
-Places team agenda before personal agenda
-Builds consensus for task purpose and direction with team members.
-Supports and acts in accordance with final group decisions even
when such decisions may not entirely reflect own pos ition.
36. Does the PA system recognize
-the individual/s ability to initiate new ideas and new ways of doing things;
37. Does the P A system recognize
-the individual ability to cope with complex changes and to handle high levels
of uncertainty.
38.Does the P A system recognize
-the individual Continuously seeks to develop oneself professionally;
-the individual Keeps abreast of new developments; and
-the individual Shows willingness to learn from others.
==================================================
FOR MANAGERS/ SUPERVISORS
1.Do you
Have a vision and is able to share it with others;
2.Do you
Empower others to translate vision into results;
3.Do you
Understand and endeavour to apply the Management
Accountability Framework as a tool of Results Based Management;
4.Are you
proactive in developing strategies to accomplish objectives;
5.Do you
Maintain relationships with a broad range of people to understand
needs and gain support;
6.Do youAnticipate and resolve conflicts by pursuing mutually agreeable
solutions; and
7.Do you
Shows the courage to take the right stand.
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Sets clear objectives and works toward their achievement;
8.Do you
Establish and adhere to realistic work plans and time tables;
9.Do you
Work within budgetary, policy and authority guidelines.
10.Do you
Coach and mentor staff to raise their level of competence;
11.Do you
-Identify staff performance gaps and recommends appropriate
training programmes; and
12.Do you
-Offer managerial and supervisory guidance to staff to enable them
take up more challenging assignments and respons ibilities.
13. Do you
Plan prudent utilization of scarce resources to meet goals and
performance targets.
14. Do you
Organize and oversee work processes efficiently to achieve
quality results w ithin budget.
15. Do you
Take responsibility and honours commitments; and
16. Do you
Operate in compliance with organizational regulations and rules.
17. Do you
Identify the key issues in a given s ituation;
18. Do you
Gather relevant information;
19. Do you
Think quickly, logically and accurately in making a decision; and
20. Do you
Make timely decisions in the interest of the Service.
21. Do you
Set clear objectives and targets and clarifies respons ibilities and
reporting lines to each staff member;
22. Do you
Delegate the appropriate responsibility, accountability and
decision-making authority;
23. Do you
Allocate resources needed to accomplish tasks and matches tasks
to skills;
24. Do you
Support the development and career aspirations of staff; and
carries out regular staff performance appraisals.
25. Do you
Take an active role in introduction and application of Information
Technology at the workplace;
26. Do you
Allocate resources for the development of ICT in the work place.
Frequency of Performance Appraisal
26. Is it true
The appraisal period will cover one year . The Performance Appraisal reflects the summation of the years
performance.
27. Do you agreePerformance appraisal should be an on-going and continuous exercise
throughout the performance period. Milestones over the review period
should be documented and maintained in the appraisees personal file.
28. Do you ageee
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-The main purpose of the mid-year Performance Review is to accord both the
Supervisor and Appraisee the opportunity to jointly review the progress made by
the appraisee in accomplishing the tasks and assignments agreed on at the
beginning of the Appraisal period.
29.Do you agree
-The review which should be in the form of discussions should be centred on
what has been achieved, any constraints experienced and whether there is need
to vary the initial assignments in order to accommodate any unforeseen
circumstances. Any changes, additions or removal of performance targets
should however only be made in the event that there have been significant
changes in the nature of functions carried out by the appraisee and which my
necess itate revision of performance targets.
30.Do you agree
-The Supervisor should, after discussions with the Appraisee at mid-year
performance comment on the Appraisees performance so far as provided for in
Appraisal form.
31.Do you agree
-In the event that the Supervisor leaves the department, he/she should be
able to appraise the performance of the appraisee(s) up to that point in time.
32.DO you agree
The Year End Appraisal takes place at the end of the reporting
period;
33.DO you agree
The Supervisor and Appraisee are required to meet at the end of
the year to discuss the overall performance over the period;
34.DO you agree
Prior to the meeting, the Appraisee should prepare a preliminary
assessment of the extent to which the set performance targets
were achieved as agreed at the beginning of the Performance
Year;
35.DO you agree
The Supervisor and Appraisee should discuss the agreed
performance targets together with any changes/comments from the
mid-year performance Appraisal;
36.DO you agree
The Supervisor assess the extent to which the Appraisee has
achieved the performance targets set, taking into account any
unforeseen developments that may have affected performance
during the period;
37.DO you agree
The Supervisor is also required to assess the Appraisees core
competencies and values and indicate his views.
Recognition and Commendation
38.DO YOU ACCEPT THAT
-The Performance Appraisal System is primarily meant to manage the
performance of an individual for the improvement of the Performance of the
ORGANIZATION. It is meant to recognize, reward and sanction performance. It is
also meant to identify and address job related staff development. In addition, the
PA SYSTEM will be used to inform placement, promotion and mobility of staff within and
across the ORGANIZATION.
39.WOULD YOU ACCEPT THE FOLLOWINGAlign corporate goals w ith employee objectives .
Corporate management can set organizational goals from top to department levels, then employee set
individual objectives to closely aligned to corporate strategies.
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40.Should we replace '' performance appraisal'' name
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AND
INTRODUCE AN '' INDIVIDUAL DEVELOPMENT PLAN''
FORM.
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Questioner's Rating
Rating(1-10)
Knowledgeability = 10 Clarity of Response = 10 Politeness = 10
Comment Thank you alote Am so happy for your replay and I do apriciate some did dont answer me well amso happy for your replay atleast I can see some door to pass thruogh In Tanzania we say "ASANTE"HAVE A NICE TIME MY EXPERT
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