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HR planning audit questionnaire

HR planning audit questionnaire 1. To whom are this assessment and any projections communicated? How often? 2. How often is this analysis up...

HR planning audit questionnaire

1. To whom are this assessment and any projections communicated? How often?

2. How often is this analysis updated (e.g., yearly, every two years, three years or more)?

3. If yes, is there a succession plan to target high potential employees?

4. Are human resource projections (i.e., numbers, job classifications, skills, knowledge, ability and education levels) identified in the recruitment plan?

5. How far into the future?

6. If the human resources plan calls for restructuring or downsizing, are there strategies set to deal with displaced employees?

7. Is outplacement assistance offered?

8. Are there strategies to support remaining employees?

9. Are the human resources projections a part of the organization’s budgeting process?

10. Does the organization have plans for ensuring its development and human resource needs are met?

11. On a scale of one to seven (seven being high and four being adequate), how do you think the HR staff rates the human resources planning/organizational development process?

12. On the same one-to seven scale, how do you think other departments would rate the human resources planning and organizational development process now in place?

13. Do your projected needs include the following considerations?

14. Availability of outside workforce demographics (age, sex, minority classification, education, skills level, occupations, etc.)?

15. Anticipated changed in your organizations technology, processes, products/services and markets?

16. Personnel needs these changes will require (e.g. new skills, education, knowledge and abilities)?

17. Which sources outside the organization provide these demographics?

18. What sources within the organization provided this information?

19. To whom are these projections communicated? How often?

20. How far into the future?

21. Is there one position accountable for reviewing and assessing the HR department’s skills, education, interests and needs?

22. Are this assessment and projections used for training and development?

23. Are this assessment and projections (workforce requirements) used for career planning (matching organizational and individual skills, abilities and needs)?

24. Is there a formal career planning process in place?

25. Is there a career counseling system to identify individual skills, interests and needs, and which offers inplacement and/or developmental assistance?

26. Are high-potential employees identified for key positions?

27. How is this assessment carried out (formally or informally)? (Please describe.)

28. How often is this assessment updated (e.g. yearly, every two years, three or more years)?

29. Is there one position accountable for reviewing the organization’s human resources requirements?

30. How is this review carried out?

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