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A. On The Company's Strategic Perspectives

This document outlines questions about an organization's human resource management practices across several areas: 1. Strategic perspectives including vision, mission, goals, competitive advantage, and business model. 2. HR management components like activities, department roles, use of HR technology, and strategic areas. 3. Employee relations regarding psychological contracts, job satisfaction, retention, absenteeism, and turnover. 4. Staffing processes such as legal compliance, workforce diversity, job design, analysis, recruitment strategies, and selection steps. 5. Developing human resources including training types and methods, talent management, career development, succession planning, and performance appraisal. 6. Compensation, rewards, benefits

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58 views3 pages

A. On The Company's Strategic Perspectives

This document outlines questions about an organization's human resource management practices across several areas: 1. Strategic perspectives including vision, mission, goals, competitive advantage, and business model. 2. HR management components like activities, department roles, use of HR technology, and strategic areas. 3. Employee relations regarding psychological contracts, job satisfaction, retention, absenteeism, and turnover. 4. Staffing processes such as legal compliance, workforce diversity, job design, analysis, recruitment strategies, and selection steps. 5. Developing human resources including training types and methods, talent management, career development, succession planning, and performance appraisal. 6. Compensation, rewards, benefits

Uploaded by

Dyen
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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PART I.

ORGANIZATIONAL PERSPECTIVES

A. On the company’s strategic perspectives


1. What is the Vision-Mission-Goals of the Company?
2. What are the functions, products, services, markets of the organization?
3. How do the company gain competitive advantage and maintain sustainability?
4. How does the company relate to its environment?
5. What values guide the organizational functions?
6. What “Business Model” serves to meet its strategic goals?
7. Does the organization’s strategy fit with the inputs and outputs?

B. On Human Resources Management Components


1. What HR management activities are practiced by the company? Identify each and
briefly describe its role.
2. Which of the following role is directly played by the HR Department;
a. Administrative b. Operational and employees advocate c. strategic?
Explain.
3. Does the company use HR Technology in the form of HRMS’s? if yes, how did it
improved HR perspectives? Explain answer.
4. Is Ethical behavior playing crucial role in their HR Management and the organization
as whole? How, justify your points.
5. What are common “strategic areas” being performed by the HR Department?
Describe briefly the identified areas.
6. How does the HR address ‘surpluses’ and ‘workforce shortages’? Briefly describe
each.
7. Does HR Department play vital position in mergers and acquisitions? Describe how.

PART II. HUMAN RESOURCE MANAGEMENT PERSPECTIVES

C. On Employees Relations, Job Satisfaction, Loyalty and Retention


1. Is “Psychological Contract” applied and practiced between the organization and the
employees? Describe how?
2. What factors does the company practice as regard to “job satisfaction” and
“individual performance”? Briefly describe each.
3. Which “Drivers of Retentions presently being applied by the HR Department.
Identify only those that are practiced and describe how?
4. Does employee ‘absenteeism’ occur in the company? What types and corresponding
reasons for such absences? How does the company control absenteeism? Describe
only the applicable ones.
5. Is ‘employee turnover’ taking place in the company? What type and corresponding
reasons causes turnover? Describe only the applicable ones.
6. What are the common “Management Retention Interventions” practiced by HR
Department? Describe briefly how it is applied.
D. On Staffing: Jobs & Job Analysis, Recruitment & Selection
1. Is there a ‘Legal Department/Office’ responsible for implementing the “Labor Code
of the Philippines”? how extensive are the implementations?
2. Does the company practice ‘Work Force Diversity’? in what ways? Describe.
3. Which of the following ‘Diversity dimensions’ are usually practiced by the company;
Age, Marital Status, Disabilities, Race/ethnicity, Religion, Gender & Sexual Orientation?
Specifically identify and describe the applicable dimensions as practiced.
4. What ‘Diversity Management Programs/Components’ have been used to address
diversity issues? Describe briefly.
5. Are cases of “Sexual harassment” occurring in the workplace? Are there written
policies for such? How was it applied and addressed?
6. Is the HR Department conducting ‘Job Design/Redesign’ and ‘Job
Fitting/Enrichment’? Who is doing it?
7. How is ‘Job Analysis’ process and conducted . Who is doing it? Describe the process.
8. What is the company’s usual sources of ‘Labor Markets’ to address recruitment?
9. What strategies/methods is/are practiced by the HR Department? Explain its
relevance.
10. How is “Selection Process” conducted? Identify & briefly describe the steps practiced
by the HR Department.
11. How many levels of interviews is applied prior to “Job Offer”? describe the purpose
of each.

PART III. DEVELOPING HUMAN RESOURCES


E. On Training, Talent Management and Performance Appraisal System
1. What are the ‘Types of Training”, the HR Department is offering/doing to the
organization? explain the basis of choice/s.
2. Prior to implementation of ‘Training Programs’, did HR Department conducted a
“Systematic Training Process”)? Describe briefly how the company develop and
implement training programs.
3. What “Training Methods & Delivery Approaches”. Describe briefly how they applied
the approaches as practiced.
4. Is Management and Leadership Development program provided? Describe details.
5. Is “Career Planning and Development program” provided to managers & staff? How
and what criteria are followed?
6. Is “Succession Planning” made available to all members of the company? How and
what criteria are followed?
7. Is Management by Objectives (MBO) practiced?
8. How often is Performance Appraisal System (PAS) conducted? How conducted? Who
is conducting?
9. Is “Appraisal Feedback” system applied in practice?

PART IV. COMPENSATING, REWARDING and MANAGING EMPLOYEE RELATIONS.


1. What kind of standard “Compensation” is given recently to the employees?
2. What other/special compensation is/are offered to the employees?
3. What Reward Systems (approaches) are offered to improve employee’s satisfaction
& performance? To be specific to satisfaction & performance.
4. Are “Benefits” awarded beside compensation? Identify the benefits available.
5. Is “Incentive” scheme offered by the company aside from the regular Variable Pay
offered? Identify & describe briefly.
6. Does the company practice Coaching and Mentoring? What level? By who?
7. Are the employees offered/provided with Stress and Wellness program? How often?
What is the basis of the program?
8. Does the company allow “unionism” in the organization? Is there a legitimate &
organized union? In what level of organizational hierarchy is the union functional?
Describe its basic role & responsibilities?

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