Scribd
Upload
68 views3 pages

HR Questionnaire

The document discusses various aspects of HR processes for entry-level managerial positions, including: 1. The company uses both qualitative and quantitative job analysis methods to determine job specifications, which are given significant importance. Performance standards are set through a combination of judgement and statistical analysis. 2. Personnel planning involves forecasting labor supply and demand through various techniques. Recruitment strategies aim to increase diversity and ensure an ethical hiring process. 3. Selection methods include cognitive, skills, and personality tests tailored for managerial roles. Fair testing and addressing issues like negligent hiring are priorities. 4. Training and development programs provide orientation, analyze needs, and use methods like on-the-job and e-

Uploaded by

Showaad Priyo
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
68 views3 pages

HR Questionnaire

The document discusses various aspects of HR processes for entry-level managerial positions, including: 1. The company uses both qualitative and quantitative job analysis methods to determine job specifications, which are given significant importance. Performance standards are set through a combination of judgement and statistical analysis. 2. Personnel planning involves forecasting labor supply and demand through various techniques. Recruitment strategies aim to increase diversity and ensure an ethical hiring process. 3. Selection methods include cognitive, skills, and personality tests tailored for managerial roles. Fair testing and addressing issues like negligent hiring are priorities. 4. Training and development programs provide orientation, analyze needs, and use methods like on-the-job and e-

Uploaded by

Showaad Priyo
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 3

HR Structure in place

1. Does your company have a traditional structure in its HR dept. with the dpt. being led by
one head and separate specizing units each with its own leader?
2. Does your company have a contemporary structure in place that has the HR unit focus
on people and strategy? Does HR serve the role of a business partner? If not, how is the
HR dept. structured and how would you best describe it?

For Entry-level managerial positions

Job Analysis
1. Does the company follow a specific preset of techniques for job analysis or the company
had to build techniques based on the specific needs of the jobs at the company?
2. What are the steps in the job analysis process used by your company?
3. Are qualitative methods or quantitative used most in analyzing jobs? What exactly are
these tools?
4. How are the performance standards set?
5. Does your company use judgement or statistical analysis to determine job
specifications?
6. How much importance is placed on job specifications?

Personnel Planning and recruitment


1. How does your company forecast personnel/labor demand? (Trend analysis/ratio
analysis/scatter plot)
2. How does it forecast the supply of outside candidates?
3. Does it use predictive workforce monitoring (continuous attention to workforce planning
issues)? If so, how frequently?
4. How many leads are generated and how many of them are hired? How are these
numbers determined?
5. What type of recruitment is most used in the company? (Applicant tracking
system/Informal recruiting/advertisement on the web or tradition ads/employment
agencies/college recruiting)
6. How much is diversity fostered at your company? How is it incorporated into your
recruitment initiatives? Are there any dedicated perks/benefits for women/minorities?
7. What measures do you take to ensure an ethical recruitment and selection process so
that the right people are hired?

Selection
1. What sort of tests are administered on the applicants? (Cognitive, Motor and Physical
abilities, Personality and interests, Achievement, Work sampling, Situational judgement
tests, Management assessment centres, Video-based simulation)
2. What tests are most important for entry level managerial positions?
3. How is the reliability and validity of the tests measured and ensured before administering
them on the applicants?
4. Do the tests take into account minority issues so that they are fair to all applicants? State
an example.
5. If there is any incident of negligent hiring, how does the company deal with it?
6. Does the company look for any unique characteristic(s) while selection? If yes, why?
How does that help the company at its tasks?

Orientation, Training and ​Development


1. Who are involved in providing the orientation program? Brief overview of orientation.
2. How are the training needs analyzed? (task performance)
3. How are the training objectives, delivery methods (work sampling, virtual etc.) set
4. How is a motivational learning environment created during the training programs? Roles
and frequency of feedback and reinforcement.
5. Which training methods are used? Is OJT one of them? If yes, how does the company
ensure a structured OJT?
6. How much e-learning, behavior modelling and simulations used in training?
7. How does the company train managers on teamwork skills? (Adventure learning,
coordination training, cross training, team leader training, action learning)
8. How are training programs evaluated? Do you check knowledge-based outcomes,
affective outcomes, skill-based outcomes, results or RIO? How do you check them
(observation, attitude surveys, statistics etc.)?
9. Is the evaluation done after the training only or both before and after the training or is
time-series evaluation used periodically throughout the training?
10. What management development programs are used in the company? Which type of
management development programs are favored, on-the-job or off-the-job? Why?
11. What management development program is favored most by the company? Why is it
better than the other methods?
12. Is organizational development (OD) practised in the company? How exactly is it applied
(w/ real examples)?
13. Does the company practice job rotations for its managerial positions? Does job rotations
happen globally?

Appraisal
1. Are ranking methods or absolute standard methods used the most? What are these
methods?
2. How do you provide feedback and mitigate the deficiencies while reinforcing strengths?
3. Are peer appraisals, rating committees, self-rating, subordinate appraisal and
360-degree appraisal methods used or is appraisal by immediate supervisor enough?

Compensation
1. What sorts of policies does your company have with regards to compensation? For
example- do you pay for performance or for seniority? What is your policy for paid and
unpaid leave etc.
2. In determining pay rates, how much do you take into account competitor strategies?
3. How do you ensure external equity and internal equity? Do your use surveys or some
other tool to analyze the industry pay rates?
4. How do you ensure procedural equity?
5. If due to any negligence in your pay plan someone is overcompensated, how do you
correct that?
6. How are the jobs evaluated for pay purposes?
7. Are there any retirement benefits? (pension plan)

You might also like

pFad - Phonifier reborn

Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


Alternative Proxies:

Alternative Proxy

pFad Proxy

pFad v3 Proxy

pFad v4 Proxy