人力资源管理自查

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Department Organization Questionnaire
    The Human Resources Department is structured, organized and equipped to provide overall strategy, direction and effective management of the organization’s human resources function to accomplish organizational objectives.
1. Is there one department or function within the organization that is responsible and accountable for planning, establishing, overseeing and coordinating all human resource policies, systems and services for all 11 major categories?
2. Does the senior-level human resources manager report to the same level position as all other major staff and line departments within the organization?
3. Does the senior human resources manager participate in addressing the organization’s strategic, tactical and policy issues?
4. Does the senior human resources manager integrate all HR activities with the organization’s strategic business plan.
5. Does the Human Resources department demonstrate a clear understanding of organizational and customer needs?
6. Are HR services and functions aligned and prioritized to organizational and customer needs?
7. Has a department mission statement been developed explaining its purpose within the organization?
    Has this mission statement been communicated to all management personnel?
    Has this mission statement been communicated to other customers throughout the organization?
    If so, to whom?
    How?
8. Does the Human Resources department take a lead in striving for a more empowered and participative work force (productivity improvement, cost reduction, quality improvement and improved quality of work life programs?)
9. Has a Human Resources department organization chart been published and distributed?
    If so, to whom?
    Does the organization chart clearly define functional responsibilities and whom customers can contact for service?
10. Are job descriptions established for all HR personnel stating major job objectives, responsibilities and accountabilities?
11. Do all HR personnel understand their respective roles and relationships to others in the department?
12. Are department personnel cross-trained to perform duties outside their major areas of responsibility?
13. Do they work on team and department task force projects?
14. Are departmental personnel professionally and technically competent?
15. Do they serve as internal consultants to management as well as counselors to employees?
16. Does the department staff work well as a team?
17. Are they readily accessible to all customers?
18. Are department personnel provided adequate training and professional development to meet organizational challenges and demands?
19. Is involvement in professional and technical groups encouraged?
    Does the department subscribe to major technical and professional journals?
20. Is there a credible performance appraisal in place clearly stating mutually established goals and objectives for department personnel?
21. Are human resources staff compensated according to market standards?
    Are they compensated based on comparable positions within the organization?
22. Does department staff effectively balance organizational with employee needs and act as an intermediate for both?
23. Is the Human Resources department results-oriented (i.e., measuring cost-effectiveness and the bottom line results of human resources programs)?
    If so, is it attentive to the bottom line and does it demonstrate a business orientation?
24. What is the span of control of the top position within the departments (i.e., how many and which positions report to it)?
    Are supervisors or managers reporting to other mid-level managers?
    How many employees are in the Human Resources department?
    What is the ratio of HR department staff to all employees served?
    How does this compare to the staffing levels of other comparable organizations offering similar services?
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