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Strategic Integration Questionnaire

HR is surveyed on its strategic integration in the organization across 7 areas: 1) The presence of a written HR strategy aligned with business strategy. 2) HR involvement in strategic planning and representation in senior levels. 3) Line manager involvement in recruitment and selection to improve retention. 4) Facilitating performance management with line manager responsibility and tying performance to quantifiable results. 5) Fulfilling training needs identified individually and for the firm, keeping business needs in mind. 6) Empowering remuneration designed based on business plan and linked to performance and market. 7) Defining roles and collecting feedback to encourage employee participation.

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Amy Fitzpatrick
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384 views1 page

Strategic Integration Questionnaire

HR is surveyed on its strategic integration in the organization across 7 areas: 1) The presence of a written HR strategy aligned with business strategy. 2) HR involvement in strategic planning and representation in senior levels. 3) Line manager involvement in recruitment and selection to improve retention. 4) Facilitating performance management with line manager responsibility and tying performance to quantifiable results. 5) Fulfilling training needs identified individually and for the firm, keeping business needs in mind. 6) Empowering remuneration designed based on business plan and linked to performance and market. 7) Defining roles and collecting feedback to encourage employee participation.

Uploaded by

Amy Fitzpatrick
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
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Questionnaire to Assess Strategic Integration of HR

Organisation :

high extent
Moderately

To a high

To a very
Not at all

To some
extent

extent
1 HR Strategy
1.1 Presence of written HR strategy
1.2 Translation of HR strategy in clear set of programs
1.3 Considerations of HR practices in development of business strategy
2 HR Involvement
2.1 Existence of HR experts in HR function
2.2 HR managers part of the strategic planning mechanism
2.3 Representation of HR personnel on board
2.4 Direct accesses to CEO through the formal reporting mechanism
2.5 Existence of informal network of HR manager with key senior executives
3 Involvement of Line Managers in Recruitment & Selection Systems
3.1 Primary responsibility with line managers for recruitment and selection
3.2 Line managers on panel of recruitment
HR able to provide sufficient skilled and competent people for business process
3.3 implementation
Make significant changes to improve recruitment and selection process in order to
3.4 improve retention
4 Facilitating Performance Management Program
4.1 Primary responsibility with line managers for performance Appraisal
4.2 Performance goals are set based on the business exigencies in performance appraisal
The extent to which performance is evaluated on the basis of quantifiable results and
4.3 usage of performance appraisal data
4.4 Extent at which the line managers trained on performance appraisal
5 Fulfilling Training & Development Needs of the Business
5.1 Primary responsibility with line managers for training and development
Extent to which the training needs are identified on the basis of individual as well as
5.2 firm needs
5.3 Training provided with sufficient quality and quantity
Training deliver is provided keeping the business needs in mind and is upgraded time
5.4 to time
6 Empowering Remuneration & Rewards in Line Function
6.1 Remuneration is designed based on the business plan
6.2 Remuneration is linked to performance, retention and market value of a candidate
6.3 Compensation structure is based on industry survey and reviewed at regular intervals
6.4 Recognizing the efforts of employees through monetary and non-monetary means
7 Involvement in Employees’ Relation Matters
7.1 Roles and responsibilities of all employees are defined and periodic feedback taken
7.2 Effective and frequent formal ways of collecting feedback exist
7.3 Employees are encouraged to participate in the decision making process
7.4 Cross-functional and cross hierarchical teams exist
(Chanda and Shen, 2007)

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