AboutLeo Lingham Expertise human resource management, human resource planning, strategic planning in resource, management development, training, business coaching, management training, coaching, counseling, recruitment,
selection, performance management.
Experience 18 years of managerial working exercise which covers business planning , strategic planning, marketing, sales management,
management service, organization development
PLUS
24 years of management consulting which includes business planning, corporate planning, strategic planning, business development, product management, human resource management/ development,training,
business coaching, etc
Question QUESTION: SIR, Iam doing project on HR Planning,and what questionnaries should iask to employees in milk dairy.
ANSWER: SREELAKSHMI,
I UNDERSTAND AND APPRECIATE THE PROJECT IN HR PLANNING.
COULD YOU PLEASE CLARIFY
-PURPOSE
-OBJECTIVE
OF THIS PROJECT.
THEN IT WOULD BE EASY TO DESIGN THE QUESTIONS.
REGARDS
LEO LINGHAM
---------- FOLLOW-UP ----------
QUESTION: sir,you only prepare objectives, questionnaries,defnition limitations ,purpose and need for the study of hr planning,please send answer to my question with in the evening,because i have to submit tommorrow.
ANSWER: SREELAKSHMI,
HERE IS SOME USEFUL MATERIAL.
REGARDS
LEO LINGHAM
===================================
OBJECTIVE
-to determine the understanding / the need for HR PLANNING
within the organization.
PURPOSE
-to create awareness of HR PLANNING.
-to seek staff/ managers opinion on the need for HR PLANNING.
Human Resources Planning/ Development Questionnaire
The process of identifying and providing ways to fulfill the human resource needs.
1.Is there one position accountable for reviewing the organization’s human resources requirements?
2.How is this review carried out?
Formally/informally? (please describe)
3.How often is this analysis updated (e.g., yearly, every two years, three years or more)?
4.Do your projected needs include the following considerations?
-Availability of outside workforce demographics (age, sex, minority classification, education, skills level, occupations, etc.)
-Anticipated changed in your organizations technology, processes, products/services and markets.
-Personnel needs these changes will require (e.g. new skills, education, knowledge and abilities).
5.Which sources outside the organization provide these demographics?
6.What sources within the organization provided this information?
7.To whom are these projections communicated?
How often?
How far into the future?
8.Is there one position accountable for reviewing and assessing the HR department’s skills, education, interests and needs?
9.How is this assessment carried out (formally or informally)? (Please describe.)
10.How often is this assessment updated (e.g. yearly, every two years, three or more years)?
11.To whom are this assessment and any projections communicated?
How often?
How far into the future?
12.Are this assessment and projections used for training and development?
13.Are this assessment and projections (workforce requirements) used for career planning (matching organizational and individual skills, abilities and needs)?
14.Is there a formal career planning process in place?
15.Is there a career counseling system to identify individual skills, interests and needs, and which offers inplacement and/or developmental assistance?
16.Are high-potential employees identified for key positions?
If yes, is there a succession plan to target high potential employees?
17.Are human resource projections (i.e., numbers, job classifications, skills, knowledge, ability and education levels) identified in the recruitment plan?
How far into the future?
18.If the human resources plan calls for restructuring or downsizing, are there strategies set to deal with displaced employees?
Is outplacement assistance offered?
Are there strategies to support remaining employees?
19.Are the human resources projections a part of the organization’s budgeting process?
20.Does the organization have plans for ensuring its development and human resource needs are met?
21.On a scale of one to seven (seven being high and four being adequate), how do you think the staff rates the human resources planning/development process?
Explanation of Human Resources Planning/ Development Questionnaire
Affirmative answers to all the questions in this section means the organization’s development and human resource needs are being met. The emphasis is on connecting development and workforce need projections with internal and external workforce skills.
Questions one through seven deal with influences on the planning process) changing workforce, markets and customers, products, services, technology/skills base and identification of external supply).
Questions eight through 17 deal with internal assessment and availability of these same considerations: organizational development activities in management development, training, career and succession planning to satisfy workforce demands within the organizations. If the internal labor supply is greater than the need, then the tougher issues of resource reallocation have to be addressed (questions 18 and 19).
Human resources planning is particularly important for emerging, rapid-growth and high tech USER businesses.
Mature businesses in need of new products, services, markets, acquisitions or divestitures must also plan to identify, attract or reallocate the talent necessary for revitalization and continued competition.
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---------- FOLLOW-UP ----------
QUESTION: sir,first of all thanks for giving reply..but i want three objectives and choose the correct answers type questionnaries which were by me to the employees on hrplanning at milk dairy.iam doing project in milk dairy on hr planning,so please send me answer to night.you must send questionnaries based on objectives sir.please send answer to night.
Answer SREELAKSHMI,
HERE IS SOME USEFUL MATERIAL.
REGARDS
LEO LINGHAM
====================================
OBJECTIVE
-to determine the understanding of the HR planning.
-to determine current status of HR PLANNING
-to seek the staff opinion of HR planning
PURPOSE
-to create awareness of HR PLANNING.
-to seek staff/ managers opinion on the need for HR PLANNING.
RESOURCES
1a. I have the opportunity to learn new skills in my company.
1b. I have no opportunity to learn new skills in my company.
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2a. I Need additional equipments/ technology to do my job well.
2b. I do not Need additional equipments/ technology to do my job well.
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3a. I know who to approach incase of additional equipment requirements.
3b. I do not know who to approach incase of additional equipment requirements.
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4. I have access to all the necessary information that I need to complete my job.
4. I do not have access to all the necessary information that I need to complete my job.
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TRAINING
5a. I get the training I need to do my job well.
5b. I don't get the training I need to do my job well.
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6a. My company offers more training opportunities.
6b. My company does not offer more training opportunities.
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7. I have the liberty of suggesting good training programs to our company.
7. I don't have the liberty of suggesting good training programs to our company.
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CAREER
8. I am aware of the promotion opportunities in my company.
8. I am aware of the promotion opportunities in my company.
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9a. I am given training, which increases my skills & promotion opportunities.
9b. I am not given training, which increases my skills & promotion opportunities.
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10a. I have the opportunity to progress within the company.
10b. I have no opportunity to progress within the company.
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11a. My job description matches my job duties.
11b. My job description does not match my job duties.
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12a. It takes too long to hire someone when a position becomes vacant.
12b. It does not take too long to hire someone when a position becomes vacant.
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13a. I know what is expected of me in my job
13b. I do not know what is expected of me in my job
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14a. I am adequately recognized for my good work.
14b. I am not adequately recognized for my good work.
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15a. In general, promotions are handled fairly at my company.
15b. In general, promotions are not handled fairly at my company.
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PROCEDURES
16a. The company must have an employee suggestion program.
16b. The company has no employee suggestion program.
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17a. The company should have regular newsletters/ notices to keep the employee informed.
17b. The company has no regular newsletters/ notices to keep the employee informed.
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18a. The grievance procedure available to me is a fair way to resolve disputes between employee and management.
18b. The grievance procedure available to me is not a fair way to resolve disputes between employee and management.
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19a. The company should organize regular meetings.
19b. The company do not organize regular meetings.
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MANAGEMENT
20a. Our senior leaders establish a clear direction for the company.
20a. Our senior leaders do not establish a clear direction for the company.
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21a. My superior takes a personal interest in helping me to get ahead in my job.
21b. My superior do not take a personal interest in helping me to get ahead in my job.
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22a. The relationship between management and employees is good.
22b. The relationship between management and employees is not good.
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23a. Management treats others with respect & dignity
23b. Management do treat others with respect & dignity
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24a. My supervisor consistently provides me with timely feedback for improving my performance.
24b. My supervisor do not provide me with timely feedback for improving my performance.
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25a. My supervisor is a person whom I can trust.
25b. My supervisor is not a person whom I can trust.
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TEAMWORK
26a. The meetings that I have with my co- workers & supervisors help me to get my job done.
26b. The meetings that I have with my co- workers & supervisors do not help me to get my job done.
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27a. There are people to whom I can go for help when I have work related problems.
27b. There are people to whom I can't go for help when I have work related problems.
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28a. We have regular meetings amongst the various departments in the company.
28b. We do not have regular meetings amongst the various departments in the company.
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WORK ENVIRONMENT
29a. I am able to balance personal & professional responsibilities.
29b. I am not able to balance personal & professional responsibilities.
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30a. I frequently feel stress in my job.
30b. I do not frequently feel stress in my job.
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31a. I worry about losing my job.
31b. I do not worry about losing my job.
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32a. I can leave work to take care of personal matters if I need to.
32b. I cannot leave work to take care of personal matters if I need to.
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33a. My company offers flexible time/ alternative schedule.
33b. My company does not offers flexible time/ alternative schedule.
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JOB SATISFACTION
34a. I am proud to be an employee of the company.
34b. I am not proud to be an employee of the company.
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35a. I get a feeling of personal satisfaction from my work.
35b. I do not get a feeling of personal satisfaction from my work.
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36a. I would recommend my company as a good place to work.
36b. I would not recommend my company as a good place to work.
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37a. My job is boring and monotonous.
37b. My job is not boring and monotonous.
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38a. It is important to me to feel appreciated at work.
38b. It is not important to me to feel appreciated at work.
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39a. I feel I am valued at work.
39b. I don't feel I am valued at work.
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40a. My company has a genuine concern for safety.
40b. My company has no genuine concern for safety.
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RECOGNITION
41a. Hard work is seldom rewarded in my company.
41b. Hard work is rewarded in my company.
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42a. I am usually communicated about my good work through feedback.
42b. I am not communicated about my good work through feedback.
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43a. My promotional opportunities depend upon my good job.
43b. My promotional opportunities do not depend upon my good job.
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44a. I receive enough recognition for work that I do
44b. I do not receive enough recognition for work that I do
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45a. While discussing problems/ solutions I think I am ignored.
45b. While discussing problems/ solutions I think I am not being ignored.
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COMPENSATION & BENEFITS
46a. I was told clearly about my compensation & benefits when I joined the company.
46b. I was not told clearly about my compensation & benefits when I joined the company.
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47a. I am paid adequately for my responsibilities.
47b. I am not paid adequately for my responsibilities.
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48a. I think the benefits in my company are not as good as they are in the other private companies.
48b. I think the benefits in my company are as good as they are in the other private companies.
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49a. Even if I do a good job I rarely get a reward.
49b. Even if I do a good job I get a reward.
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50a. I am given responsibilities commensurate with my qualifications.
50b. I am not given responsibilities commensurate with my qualifications.
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51a. I am given responsibilities commensurate with my experience.
51b. I am not given responsibilities commensurate with my experience.
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COMMUNICATION
52a. I usually know much before time when important things happen.
52b. I know little before time when important things happen.
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53a. I usually hear about important changes through rumors rather than management communications.
53b. I usually hear about important through management communications.
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54a. I am often asked about my Ideas/ suggestion regarding things at work
54b. I am never asked about my Ideas/ suggestion regarding things at work
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55a. I understand the direction the company is taking.
55b. I do not understand the direction the company is taking.
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56a. I feel free to express a critical opinion about work related issues
56b. I don't feel free to express a critical opinion about work related issues
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MANPOWER PLANNING.
57a.I am aware of the total revenue for the company for the most recently completed fiscal year?
57b.I am not aware of the total revenue for the company for the most recently completed fiscal year?
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58a. I am not aware of the company business strategy.
58b. I am aware of the company business strategy.
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59a.I am aware of the company business strategy link to Human Resources (HR)
59b.I am not aware of the company business strategy link to Human Resources (HR)
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60a.I know that HR strategy aligned with the company’s strategy
60b.I do not know that HR strategy aligned with the company’s strategy
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61a.I KNOW the Human Resources Program of your company.
61b.I do not KNOW the Human Resources Program of your company.
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62a. I am aware of all the Human Resources Policies.
62b. I am not aware of all the Human Resources Policies.
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63a.our workforce strengths fits the company’s business objectives.
63b.our workforce strengths do fit the company’s business objectives.
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64a. I am aware of the company have manpower plan?
64b. I am not aware of the company have manpower plan?
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65a . We create a manpower plan.
65b. We do not create a manpower plan.
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66a. We develop a competency-based approach to staffing.
66b. We do not develop a competency-based approach to staffing.
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67a..Every position has competency/requirement.
67b..Every position has no competency/requirement.
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68a. Every employee understand competency/requirement needed to perform a job/position.
68b. Every employee does not understand competency/requirement needed to perform a job/position.
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69a.This company have a clear job description for each job/position and each have clear competency ‘map’.
69b.This company have no clear job description for each job/position and each have clear competency ‘map’.
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70a. I am aware of the total number of all employees (headcount) at the company.
§ managerial level :
§ supervisory level :
§ staff/operator level :
§ total :
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70b. I am not aware of the total number of all employees (headcount) at the company.
§ managerial level :
§ supervisory level :
§ staff/operator level :
§ total :
