Questionnaire on HR practices and Succession Planning practices in B-Schools

A study based on Management Institutes in Mumbai and Navi Mumbai

Listed below are a series of statements that represent the possible HR practices in the institute
that individuals are working with. With respect to your conception about the HR practices
followed in your institute, kindly indicate the degree of your agreement or disagreement with
each statement by selecting one of the following five alternatives.
Sr. No
1
2
3
4
5

Your opinion
Strongly agree
Agree
Neutral
Disagree
Strongly disagree

The data provided shall be considered only for the purpose of this survey and shall not be used
anywhere else.

Kindly tick the appropriate answer or fill in the box provided against each
statement.
Section 1- Demographics( Background Information)
Name
Designation / Title (tick appropriate
column)

Name of the Institute you are

working with
Faculty strength in this Institute
Is your Institute
Length of service in this institute
(tick appropriate column)

Gender(tick appropriate column)

Age group between(tick appropriate
column)

1.Director
2.Dean
3.Head of Department
4.Course Coordinator
5. Faculty (Prof/Asst/Asso. Prof.)
6.Registrar
7.Accountant
8.Librarian
NCRDs SIMS, Nerul, Navi Mumbai

Lecturer

MMS 21
1.NBA Accredited
2.ISO Certified
1.Less than 1 year
2.Between 1 to 2yrs
3.Between 2 to 5yrs
4.More than 5years
1.Male
2.Female
1. 25 yrs to 35 yrs
2. 36 yrs to 45 yrs
3. 46 yrs to 55 yrs
4. 56 yrs to 65 yrs

No
No

Kindly tick your answer in the box provided against each statement.
Page 1 of 12

Section 2 - Succession Planning Practices ( Institutional sustainability, vitality and growth

require purposeful planning and consideration)

Please tick the appropriate box

1

Strongly
agree

Agree Neutral

Disagree Strongly
disagree

Succession planning is considered as an

important task by your institute and your
institute has created a succession plan for key
positions (Go to question no 6 if system of

succession planning is not there in your

institute)
2

For considering those who would represent

the population for filling key positions
your institute has specific parameters like
a) Qualifications
b) Experience
c) Competencies
For individuals who have been identified to
be successors your institute provides
training by
a) On the job training
b) Temporary assignments

4
5
6

c) Observation/experiential learning
The Institutes succession planning is
compatible with the institutions strategy.
Do you agree that succession planning in
your institute has helped in reducing the cost
incurred during leadership transition.
Instead of adopting succession planning
your institute develops talented people by
training them on different academic and
administrative functions and has a pool of
candidates for fair selection.
In the absence of succession plans, your
institute will face problems in running of
programs when vacancies are created by
untimely departures
Currently your institute is facing leadership
shortages and positions are getting vacant
at a pace exceeding the pace at which they
can be replaced.

Page 2 of 12

Section 3 - HR Practices to Maintain Talent pools (Talent pools is a single technology

platform that promotes the linkage of learning and career development to succession planning)
Please tick the appropriate box
Strongly Agree Neutral
Disagree Strongl
agree
y
disagree
1
2

3
4
5
7
6

There is a centralized system of maintaining

talent pool in my Institute.

Talent pool is maintained for

a) Only senior level faculties and not for others.
b) Senior level Administrative & teaching staff
only
c) All levels of employees

The talent pool is updated on the basis of

performance appraisal feedback / student
feedback.

Your talent pool has updated information about

up-gradation of employees in skill or certification

The talent pool system in your institute is

technology based and is helpful in easily tracking
& searching for potential successors
In an emergency your talent pool is capable of
providing replacements/ successors

Your talent pool system considers and maintains

applications for suitable posting from
a) Visiting faculties having academic experience

b) Corporates having industrial experience

c) Competent Students of your institute

Section 4 - HR Practices to retain High performers (Solid leadership is the foundation

for a successful succession plan and therefore retaining high performers is one measure of
securing future leadership by ensuring continued services)
Please tick the appropriate box
1

Institute provides development plans to

facilitate career growth / advancement

Strongly Agree Neutral

agree

Disagree Strongly
disagree

Page 3 of 12

Your institute has a clear structure that shows

a career growth path to move from lower to
higher positions

The institute provides opportunities to

improve skill and competencies as per new
trends to secure their future in this field

Your institute encourages by sponsoring or

sharing expenses for
a) Research conferences/seminars

b) Publishing books /articles

c) Faculty development programs

Please tick the appropriate box

5

Your institute treats the employee as a family

member by celebrating their achievements,
common birthdays, picnics etc.
Your institute provides high performers
extension of service after age of retirement.

Your institute has appointed former leaders

holding senior position as mentors to conduct
leadership development programs, motivate &
inspire performers to be future leaders

Strongly Agree Neutral

agree

Disagree Strongly
disagree

Your institute encourages employees to

8
a) Work as consultants for corporate
industries or government institutes or take
up short term corporate assignments

Page 4 of 12

b) Work as members of internal and external

committees / forums/ government bodies

c) undertake short term assignments abroad

10

Since B schools are a part of the competitive

global market this institute does explore new
avenues of developing future leaders so that
institute has a strong and secure future

The range of attrition in the last 3yrs in your

institute
a) No attrition

b) 10% attrition

c) 25% attrition

d) above 25% attrition

Section 5 - Recruitment & Selection and Orientation Practices

Please tick the appropriate box

Strongly
agree

Agree Neutral

Vacancies are properly advertised

Prior to selection for a post, the job profiles

are clearly stated.

Prior to selection, interview panel assesses

candidates knowledge for the required post and
tests skills by taking demo lecture / job skill test

Disagree Strongly
disagree

Page 5 of 12

Discrimination of any kind is not involved in

the selection process in your institute.

New appointees are briefed about

5
a) Institutes vision, mission and strategy

b) Organizations structure / hierarchy

c) Rules and Regulations

d) Colleagues by formal introduction

Changes in the plans, policies and organization

structure are regularly communicated to all

Section 6 Training & development, Performance Evaluation & Appraisal Practices

Please tick the appropriate box
1

Training needs at all levels are determined

after analyzing appraisal forms.
Faculties are given sufficient training in
administrative skills and encouraged to take
administrative assignments.
Administrative staff is encouraged to
progress
academically
and
improve
qualifications.
After joining this institute, I was clearly
communicated about the criteria for
performance evaluation.
My performance is regularly evaluated by the
institute after each session/semester.

The institute encourages employees to

undertake relevant professional training

Strongly
agree

Agree Neutral

Strongl
Disagree y
disagree

Page 6 of 12

courses, and sponsors them for the same.

Conducting performance appraisal is just a

formality in this institute and fixed increments
are given as per the existing pay scale.

Appraisal forms are developed according to

qualities required for each role and includes
common roles as well

1
0

The institute gives formal feedback to the

employees after appraising performance.

During appraisal employees are given

guidance for development and clear
understanding of what is expected and how to
reprioritize

Upon achieving set targets employee is

11 appropriately rewarded

The process of appraising is completed by the

employees direct reporting authority

1
2

Section 7 Promotion and Compensation & Benefit Practices

Strongly
agree

Please tick the appropriate box

1

Your institute possesses

operational promotion policy.

There is a provision of giving priority to

seniority at the time of promotion.

written

Agree Neutral

Disagree Strongly
disagree

and

There is a regular communication of

promotion and succession plans to employees
in your institute.

Page 7 of 12

Please tick the appropriate box

4

Strongly
agree

Agree Neutral

When a vacancy arises in the institute

potential internal candidates are considered
for filling as per their suitability for the post

I am appropriately compensated according to

my qualification and experience

I get paid as per the scale for my grade set by

the government / University guidelines

Disagree Strongly
disagree

The institute provides employee benefits like

a) Crche for children of employees

b) Admission seat for children of employees

c) Travelling Expenses

d) House Rent Allowance

e) Basic food expenses during outdoor duty

Section 8 - Working Environment, Social Security and Pension

Please tick the appropriate box

Strongly
agree

Agree Neutral

Disagree Strongly
disagree

Page 8 of 12

Working environment is very pleasant in this

institute

My health has not suffered due to my job at this

institute.

At this institute my job is fully secured.

I feel no difficulty in balancing my work and

personal life at this institute.

Your Institute provides facilities like

5
a) Proper place to sit

b) Proper storage space

c) Separate computer for work

d) Well connected by Telephone

e) clean drinking water & toilet amenities

The institute is actively involved in handling

safety complaints & complaints of workplace
violence are investigated adequately.
The institute has a HR manual which lays down
the legal framework for all HR related matters

Page 9 of 12

The institute provides social security by providing

8
a) Life insurance for employee

b) Medical insurance for family

c) Pension

d) specific rules for women employment

e) Provident fund

f) Gratuity

g) Job to employees dependant in case of death

or disability of the employee

Section 9 - Nature of Top management, their involvement, policies & practices

(Please tick the appropriate box)

Strongly
agree

Agree Neutral

Disagree Strongly
disagree

The Top Management /Managing council

members
a) Have relevant experience and knowledge in
the field of management education

Page 10 of 12

b) Actively participate in activities of institute

c) Reviews performance appraisals conducted

d) Encourages Training & Development at all

levels

e) Is open to employee suggestions

f) Is in favor of automated processes of working and

favors technological changes in the institute

g) Takes into consideration views of employees

before making employee related decisions

h) Conducts exit interviews of employees

i) Gives Director/ Deans full authority and right to

make decisions

j) Believe that the institutes leader must

possess along with academic qualifications
strong administrative qualities as well
k) Favors the culture of having a long term
association with all employees

l) Is aware of existing market competition in

management education and the difficulties
faced by the employees in this respect
m) Management is of the opinion that the institute
should have a separate HR head

Page 11 of 12

n) Frames HR policies with professional help

o) Conducts meetings of Local Managing Council

members just for formality

p) Policy decisions are binding on management

and all levels of employees

Page 12 of 12