Human Resources Strategic ManagementInformation Gathering

Partnering in the development of the organizations strategic plans and human resources plans and role in fulfilling the organizations mission, vision, and objectives.

ORGANIZATIONS STRATEGIC PLANNING

1. Does your Organization have an identified department or func-tional unit accountable for human resources activities? Yes No

2. What position represents human resources in the senior man-agement group accountable for the strategic planning and di-rection of the Organization?

3. Does the Organization have a (check all that apply): Mission statement Values statement Vision statement None

4. Of the items in the previous question that your Organization has, which has/have been published or otherwise communicat-ed to all employees? Mission statement Values statement Vision statement None

Step OneInformation Gathering 5. Does the Organization have a strategic plan? Yes No

6. For what time horizon is the Organizations strategic plan?

Do not have a strategic plan 7. Does the Organization have strategic objectives? Yes No 8. Does the Organization have strategic objectives for the human resources department? Yes No

9. Does the Organizations strategic plan include a section on hu-man resources and/or the Organizations projected workforce requirements? Yes No

Do not have a strategic plan

ORGANIZATIONS TACTICAL PLANNING

10. Does the Organization have a tactical plan? Yes No 11. For what period of time is the Organizations tactical plan?

Do not have a tactical plan

Human Resources Strategic ManagementInformation Gathering

12. Who represents the human resources department in the Organizations tactical planning process?

Do not have a tactical plan 13. Does the Organizations tactical plan include objectives for the human resources department? Yes No

Do not have a tactical plan 14. Does the Organizations tactical plan address identified work-force projections? Yes No

Do not have a tactical plan 15. Are the Organizations projected workforce requirements re-flected in the Organizations annual budget? Yes No Do not have a budget

HUMAN RESOURCES STRATEGIC PLANNING

16. Does the human resources department have a mission statement that clearly describes the departments purpose in the Organi-zation? Yes No

17. Has the human resources departments mission been coordinat-ed with the mission of the Organization? Yes No

Do not have a mission statement

Step OneInformation Gathering 18. To what extent (as a percentage of the Organization) has the human resources mission statement been communicated? % Do not have a mission statement 19. How often is the human resources departments mission reviewed?

Do not have a mission statement 20. Approximately what percentage of human resources situations and actions appear to differ or conflict with the human resourc-es departments mission? % Do not have a mission statement 21. Does the human resources department have a strategic plan? Yes No

22. If the human resources department has a strategic plan, is the plan in agreement and coordinated with the Organizations strategic plan?

Yes

No

Do not have a strategic plan 23. If the human resources department has a strategic plan, how often is human resources department performance to strategic plan formally reviewed?

Do not have a strategic plan

Human Resources Strategic ManagementInformation Gathering

24. If the human resources department has a strategic plan, who prepares it and who approves it? Prepares Approves Do not have a strategic plan

HUMAN RESOURCES TACTICAL PLANNING

25. Does the human resources department have a tactical plan? Yes No

26. If the human resources department has a tactical plan, is the plan in agreement with the Organizations tactical plan? Yes No

Do not have a tactical plan 27. Is the human resources departments tactical plan in agreement with the departments mission statement? Yes No

Do not have a tactical plan 28. Is the human resources departments tactical plan an extension of the departments strategic plan? Yes No

Do not have a tactical plan 29. If the human resources department has a tactical plan, does it include specific human resources objectives? Yes No

Do not have a tactical plan

Step OneInformation Gathering 30. If the human resources department has a tactical plan, have that plan and its objectives been communicated to all HR de-partment employees? Yes No

Do not have a tactical plan 31. If the human resources department has a tactical plan, how of-ten is HR department performance formally reviewed in terms of the tactical plan?

Do not have a tactical plan 32. If the human resources department has a tactical plan, who pre-pares and approves it? Prepares Approves Do not have a tactical plan

FINANCIAL
33. Does the human resources department have a budget that is developed in conjunction with the human resources tactical plan? Yes No

34. How frequently does the human resources department compare its performance to its budget?

Do not have a budget 35. Is the human resources department accountable for operating within its approved budget? Yes No Do not have a budget

Human Resources Strategic ManagementInformation Gathering

36. Is the human resources department accountable for analyzing and explaining variances between budgeted and actual perfor-mance?

Yes

No

Do not have a budget

37. Does the human resources department use return on invest-ment (ROI) calculations to evaluate proposals? Yes No

ORGANIZATION POLICIES AND PROCEDURES

38. Does the human resources department develop, contribute to, administer, and/or publish overall policies and procedures ap-plicable to the entire Organization, such as conflict of inter-est, whistleblower protection, nepotism, and board of director/ trustees accountabilities? Yes No

39. Are the types of policies and procedures mentioned in the previ-ous question in support of the Organizations values and ethical behaviors? Yes No

Do not have such policies and procedures 40. Are newly hired employees required to sign a conflict of interest and/or confidentiality agreement? Yes No

41. Are existing employees required to re-sign or are they reminded of the Organizations conflict of interest policy and agreement? Yes No

Do not have such agreements

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Step OneInformation Gathering 42. How often are existing employees required to re-sign or how are they reminded of the Organizations conflict of interest policy and agreement?

Do not have such agreements

SUCCESSION PLANNING
43. As part of the Organizations strategic planning, does the hu-man resources department produce a management/workforce succession chart? Yes No

44. If your answer to the previous question was yes, how often is the chart prepared or updated?

Do not use charts 45. Have internal replacements or the lack of a replacement been identified for all key positions? Yes No Do not use charts

46. If your answer to Question 43 was yes, who identifies the replacements on the management/workforce succession chart? (Check all that apply.) Individual department heads Human resources Senior organizational managers External consultants No one Do not use charts

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47. Are any development needs identified for employees selected as replacements for other positions? Yes No

MERGER AND ACQUISITION

48. Is a representative of the human resources department involved in any merger or acquisition consideration and/or planning? Yes No Not applicable

49. Is the human resources department accountable for develop-ing workforce recommendations and plans for the acquiring or merging Organizations? Yes No Not applicable

50. Is the human resources department accountable for developing conditions of employment recommendations for the merging Organizations? Yes No Not applicable

CHANGE
51. Is the human resources department accountable for identifying the need for change and/or changes impacting the -Organization? Yes No

52. Is the human resources department seen as the Organizational unit accountable for implementing and managing change? Yes No

53. Is the human resources department accountable for developing strategies to deal with change affecting the Organization? Yes No

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Step OneInformation Gathering 54. Is the human resources department accountable for designing and recommending changes in the Organizations structure? Yes No

PERCEPTIONS
55. On a 19 scale (1 = low, 5 = typical, 9 = high), how well do you think the human resources department is performing its strate-gic management function?

56. On a 19 scale (1 = low, 5 = typical, 9 = high), how well do you think employees of the human resources department feel the department is performing its strategic management function?

57. On a 19 scale (1 = low, 5 = typical, 9 = high), how well do you think the clients of the human resources department in the Organization feel the department is performing its strategic management function?