0 Bewertungen0% fanden dieses Dokument nützlich (0 Abstimmungen)
60 Ansichten8 Seiten
This document contains a survey with questions about personal and company demographics, business operations, human resource practices, and the importance of human resource planning. The personal section collects information on gender, age, education level, title, and seniority. The company section asks about number of employees, ownership type, years in operation, sales volume, and industry. The business operations section evaluates levels of centralization, trust, and proactivity. The HR practices section covers responsibilities, functions like staffing and compensation, and importance of planning, recruitment, and selection.
This document contains a survey with questions about personal and company demographics, business operations, human resource practices, and the importance of human resource planning. The personal section collects information on gender, age, education level, title, and seniority. The company section asks about number of employees, ownership type, years in operation, sales volume, and industry. The business operations section evaluates levels of centralization, trust, and proactivity. The HR practices section covers responsibilities, functions like staffing and compensation, and importance of planning, recruitment, and selection.
This document contains a survey with questions about personal and company demographics, business operations, human resource practices, and the importance of human resource planning. The personal section collects information on gender, age, education level, title, and seniority. The company section asks about number of employees, ownership type, years in operation, sales volume, and industry. The business operations section evaluates levels of centralization, trust, and proactivity. The HR practices section covers responsibilities, functions like staffing and compensation, and importance of planning, recruitment, and selection.
1. Number of employees: less than 50 50 to 100 101 to 150 151 to 200 More than 200
(No of female working in an organization --------------) (No of male working in an organization------------------)
2. Class of firm: Local Foreign/Export Joint Venture Oriented 3. Years of Operation: less than 5 5 to 10 11 to 15 16 to 20 More than 20 4. Firms Sale Volume: ______________________ (Rs.)
5. Industry Type: Manufacturing Service Others, please specify_______________________________
6. Major Products (At least one product): _______________/_______________/_____________
SECTION C: BUSINESS OPERATION MODES
For the following questions, please CIRCLE one of the boxes according to the degree of achievement or adoption of firm. There are two sides of each factor, left & right. Respondent should choose one between the left & right and rate with five degrees, ranging from 1,2,3,4 to 5 which means (5) Very High, (4) High, (3) Moderate, (2) Low & (1) Very Low. If the level of achievement or adoption of firm between 2 sides (left & right) makes no difference or is currently not adopted, then please CIRCLE zero (0) number.
Communication among 5 4 3 2 1 0 1 2 3 4 5 Employees have greater employees is not extensive. communication among them.
2. Trust versus Distrust
Employees only understand 5 4 3 2 1 0 1 2 3 4 5 Employees understand their own behaviours. each others behaviour.
Employees care about their 5 4 3 2 1 0 1 2 3 4 5 Employees feel sense of own responsibilities only. responsibilities for each other.
3. Proactive Culture versus Reactive Culture
Decision making is late to 5 4 3 2 1 0 1 2 3 4 5 Decision making is fast take any action & in to take action & in conservative manner. innovative manner.
Firm is unresponsive to 5 4 3 2 1 0 1 2 3 4 5 Firm is responsive to change in business change in business environment. environment.
SECTION D: HUMAN RESOURCE PRACTICES
With whom does the primary responsibility lie for the following HRM functions /Activities Functions /activities Human Resource Department Human Resource Department in Consultation with Line Manager Line Management
Line Management in Consultation with Human Resource Department other a) Staffing b) Human Resource Development
c) Safety & health d) Compensation e) Employee & labor Relation
Please CIRCLE the levels of agreement in each of the statement below with regards to Human Resource Management (HRM) Practices of your firm. Level of Agreement
S t r o n g l y
D i s a g r e e
D i s a g r e e
N e u t r a l
A g r e e
S t r o n g l y
A g r e e
1. Human Resource Planning
a) Firm forecasts personnel requirements on a timely basis.
b) Firm has spent a great amount of money on selecting staff.
c) Structured and Standardized interviews have been used in firm.
d) The organization carries out succession planning in order to ensure that executives are available to fill the key positions.
2. Job Definition
a) The duties of every job are clearly defined in our organization.
b) Each job in our organization has an up to date job description.
c) The job description for each job contains all the duties performed by individual employee.
d) The actual job duties are shaped more by the employee than by the formal job description.
e) Each employee has clear about his duties and responsibilities.
3. Performance Appraisal
a) Performance of the employees is measured on the basis of objective quantifiable results.
b) Appraisal system in our organization is growth and development oriented.
c) Employees are provided performance based feedback and counseling.
d) Employees have faith in the performance appraisal system.
e) Appraisal system has a strong influence on individual and team behavior.
4.Training
a) Our organization conducts extensive training programs for its employees in all aspects of quality.
b) Employees in each job will normally go through training programs every year.
c) Training needs are identified through a formal performance appraisal mechanism.
d) There are formal training programs to teach new employees the skills they need to perform their jobs.
e) Training needs identified are realistic, useful and based on the business strategy of the organization.
5.Compensation
a) Job performance is an important factor in determining the incentive compensation of employees.
b) In our organization, salary and other benefits are comparable to the market.
c) In our organization, compensation is decided on the basis of competence or ability of the employee.
d) The compensation for all employees is directly linked to his/her performance.
e) In our organization, profit sharing is used as a mechanism to reward higher performance
6. Employee Participation
a) Employees in this organization are allowed to make decisions related to cost and quality matters.
b) Employees in this organization are asked by their superiors to participate in operations related decisions.
c) Employees are provided opportunity to suggest improvements in the way things are done here.
d) Employees suggestions for organizations improvement are always welcomed.
e) Employees are encouraged to participate in problem solving matters.
Please indicate how frequently each of the following recruitment methods is used for filling vacancies.(Please tick one box for each method) Recruitment Methods N e v e r
s e l d o m
s o m e t i m e s
F r e q u e n t l y
A l w a y s
a) Promotion within Organization b) Employee referrals (e.g., friends or relatives)
c) Schools or colleges/universities d) Private employment agencies e) Public employment agencies f) Recruitment consultants g) Executive search consultants h) Direct Application i) Advertisement In Media (Newspaper, Magazine)
Please indicate how frequently each of the following selection techniques are used for filling vacancies (Please Tick one box foe each option) Selection Techniques N e v e r
s e l d o m
s o m e t i m e s
F r e q u e n t l y
A l w a y s
a) Application forms (e.g., resumes, bio data)
b) Aptitude tests
c) Skill or knowledge tests d) One-to-one interview e) Panel interview f) Assessment centers g) References h) Medical examinations
Please CIRCLE the levels of importance in each of the statement below with regards to Human Resource Management (HRM) Practices of your firm. Level of Importance
V e r y
U n i m p o r t a n t
U n i m p o r t a n t
N e i t h e r
I m p o r t a n t
n o r
U n i m p o r t a n t
I m p o r t a n t
V e r y
I m p o r t a n t
1 Please indicate how important Human Resource Planning is in Identifying present staff requirements
2 Please indicate how important Human Resource Planning is in Identifying future staff requirements
3 In the context of recruitment and selection, please indicate how important job analysis is.
4 In the context of recruitment and selection, how important is a job description? (e.g., the purpose, the major duties and responsibilities contained in a job)
5 In the context of recruitment and selection, how important is the job specification? (e.g., the required attributes and qualities of applicants)
6 Among the various personnel or Human Resource management functions, how important are the recruitment policies and practices?
7 How important is the realistic job preview (RJP) technique in the recruitment process? (e.g., in the form of case studies of employees and their work, or job sampling and videos, which may better allow applicants to select whether a particular job is suited to their needs, and enable the expectations of applicants to become more realistic)
Thank you very much indeed for your time and effort filling in this questionnaire. We wish you good health and luck.