|
 his
survey is intended as a guide for helping HR professionals
assess their ability to create business- focused HR measures
and identify the key areas for implementing a measurement
strategy. The survey is the outgrowth of Tartan Consulting's
extensive experience and research and is based on Tartan's
Key- Factor Model® for HR Measurement.
Using the scale set out below, answer each
of the questions, and have members of your management group
do the same. Your total score will allow you to rank yourself
against the norms of others who have taken the survey; the
specific key-factor scores provide you an opportunity to prioritize
your measurement planning efforts.
A guide for planned change, our Focus for
Improvement, follows the table of norms.
|
1
|
2
|
3
|
4
|
|
Strongly Disagree
|
Slightly Disagree
|
Slightly Agree
|
Strongly Agree
|
|
 |
|
|
1._____
|
The
company and HR have a clear and integrated vision of what
HR should be. |
|
2._____
|
HR
is perceived as a contributing partner in the business.
|
|
3._____
|
The
competencies for sustained high performance have been
identified and operationalized. |
|
4._____
|
Critical
performance behaviors have been operationally defined
and validated. |
|
5._____
|
Developmental
resources are readily available to the general employee
population. |
|
6._____
|
Line
managers have realistic expectations concerning the impact
of HR. |
|
7._____
|
Jobs
critical to the company's success are profiled and cataloged.
|
|
8._____
|
There
is a culture of goal setting throughout the company. |
|
9._____
|
All
training activities have linkages to workplace performance.
|
|
10._____
|
Accountability
for business performance is well understood and accurately
placed. |
|
11._____
|
HR
professionals have the primary role of consultant rather
than administrator. |
|
12._____
|
Ties
deep into the business allow continuing flow of information
on performance improvement. |
|
13._____
|
Performance
milestones are commonplace. |
|
14._____
|
Workplace
data is constantly analyzed in order to fine tune HR products. |
|
15._____
|
Employees
are regularly coached on their jobs about skills and performance
improvement. |
| Scoring: |
____
Total of items 1-5 = Strategic Foundation Key-Factor
score
____ Total of items 6- 1 0 = Value-Added Processes
Key-Factor score
____ Total of items 11-15 = Feedback Mechanisms
Key-Factor score
____ Grand Total |
|
Norms
| |
Strategic
Foundation
|
Value-Added
Processes
|
Feedback
Mechanisms
|
| Mgt |
HR |
Mgt |
HR |
Mgt |
HR |
| Manufacturing |
11 |
14 |
9 |
14 |
17 |
12 |
| Health
Care |
10 |
12 |
11 |
12 |
11 |
10 |
| Financial
Services |
9 |
12 |
7 |
9 |
10 |
10 |
| Transportation |
10 |
10 |
9 |
11 |
10 |
12 |
| Government |
8 |
12 |
11 |
14 |
14 |
8 |
| Entertainment |
14 |
15 |
13 |
14 |
6 |
9 |
| Overall
Average |
10 |
12 |
10 |
12 |
11 |
10 |
|
|
Focus
for Improvement
Component
with greatest negative differential from norm:
____________________________________________________
Specific item in Component area with lowest score:
____________________________________________________
Two lowest specific items in survey results:
____________________________________________________
How I will use this information in outlining a measurement
plan:
____________________________________________________
____________________________________________________
How I will involve my clients:
____________________________________________________
____________________________________________________
|
For further information and insights,
survey interpretation, or tips for your measurement strategy,
feel free to email Dr.
Steve McIntosh, Tartan Consulting, contact us directly
at (800)695-5730.
|
