Human Resources_ Reseach Topics, Survey Questionnaire Sample, Human Resource Planning

7/30/2019 Human Resources_ Reseach Topics, Survey Questionnaire Sample, Human Resource Planning

1/9

5/26/13 Human Resources: Reseach topics, survey questionnaire sample, human resource planning

en.allexperts.com/q/Human-Resources-2866/2009/11/Reseach-topics.htm 1/9

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.

################################################################3

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


2/9



-------------------------------------------------------------------------------------------

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

------------------------------------------------------------------------------------------

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

-------------------------------------------------------------------------------------

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

-----------------------------------------------------------------------------------

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

------------------------------------------------------------------------------------------------------

9. WHAT IS YOUR OPINION ON THE JOB ADS

------------------------------------------------------------------------------------------

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

----------------------------------------------------------------------------------------------------

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

-------------------------------------------------------------------------------------


3/9



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

--------------------------------------------------------------------------------------

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?

------------------------------------------------------------------------------------------------------------------------------

25.IN YOUR OPINION How well is REC/SEL regarded by management, line managers, employees

generally, ETC

-------------------------------------------------------------------------------------------------------------------------------------------

--------

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


4/9



-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

#######################################################

########################################################

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


5/9



-does it have trustworthy communications.

8.Does the PA system help

-To improve the company's productivity


-To make informed personnel decisions regarding promotion, job changes, and termination


-To identify what is required to perform a job (goals and respons ibilities of the job)


-To assess an employee's performance against these goa ls


-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


-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;


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.


Treat all people w ith dignity and respect.


Treats men and women equally.


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


6/9



considered important for all staff regardless of their grades or functions.


Demonstration of the professional competence and mastery of subject

matter.


-individual's pride in work and in achievements.


-individual's conscientious and efficiency in meeting commitments, observing

deadlines and achieving results.


-individual is motivated by professional rather than personal concerns.


-individual's persistence when faced with difficult problems or

challenges.


-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.


-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.


7/9



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


8/9



-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.


9/9


en allexperts com/q/Human Resources 2866/2009/11/Reseach topics htm 9/9

Related Articles

Cultivate employees mindset of corporate core value

Value Development Evaluation provides flexible questionnaire, menu and appraisal time setting, which can

evaluate employees attitude toward corporate core values.

Involve employees and line managers in goal setting

The process starts by employees defining their personal goa ls, and via several meetings w ith line managers,

changes or adjustments to goals are recorded for easy tracking and management.

40.Should we replace '' performance appraisal'' name

with '' EMPLOYEE PERFORMANCE DEVELOPMENT''.

AND

INTRODUCE AN '' INDIVIDUAL DEVELOPMENT PLAN''

FORM.

===============================================

======================================================

#############################################################

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

Add to this Answer Ask a Question
http://www.allexperts.com/el/Human-Resources/http://www.allexperts.com/user.cgi?m=12&catID=2866&qID=4888389

Human Resources_ Reseach Topics, Survey Questionnaire Sample, Human Resource Planning

Documents

Transcript of Human Resources_ Reseach Topics, Survey Questionnaire Sample, Human Resource Planning