HRD Audit Instruments: Questionnaires

Prepared By:
Suvidha S. Pawar

Submitted To:
Prof. Rahul Dalvi

CONTENTS

What Is HRD Audit? Methodology Adopted Introduction HRD Audit Questionnaire HRD Climate Survey Training Effectiveness Questionnaires Performance Planning, Analysis And Development Questionnaires Effective Counsellor Attitudes. Supervisory And Leadership Beliefs Questionnaires. The TVRLS-HRD-LOC inventory TVRLS-HRD-KA Test HRD Profile Questionnaires

What is HRD Audit?

It

is a Comprehensive Evaluation of Human Resource Development and their appropriateness to achieve the short term and long term business goals of the organization.

Methodology Adopted
Interviews Observation Questionnaires

Analysis

of records and secondary data

Introduction

This comprehensive HRD audit questionnaire was prepared by T.V.Rao and Dr. Uday Pareek. 250 items; 90 minutes. Attempts to assess various dimensions of HRD including the competency base for HRD staff, Styles of line managers, implementation of various HRD systems, etc.

Introduction Contd

Measure various aspects of HRD and provide inputs more appropriately for the HRD score card. Questionnaires are used to measure:
HRD

systems and their effectiveness comprehensively as well as individually. Effective performance by various activities by HRD department. HRD competencies of HRD Staff. HRD styles of Line Managers and HR staff. HRD culture.

HRD Audit Questionnaire

This is the most comprehensive questionnaire available for HRD audit .

Administered to line managers and HRD staff. Can also administered to all employees or on sample depending upon exhaustiveness intended by the organization.

Dimensions

Sections of Questionnaires

No. of Items
12 10 7 10 10 18 28 15 10 6 10 11 10 18 10 12 8 14 12 10 14 3 258

A. Career System A1.Manpower planning & recruitment A2. Potential appraisal and promotions A3. Career planning and development B. Work Planning B1. Role Analysis B2. Contextual Analysis B3. Performance Appraisal systems C. Development System C1. Learning systems/ Training questionnaires C2. Performance guidance and development C3. Other mechanisms C4.Worker development D. Self-renewal systems D1. Role Efficacy D2. Organization development D3.Action Oriented research E. HRD E1. HRD climate/ Top management commitment E2. Values in the organization E3. Quality orientation E4. Rewards and recognition E5. Information E6. Communication E7. Empowerment F. HRD function G. Strengths, weaknesses and suggestions

Total

Mapping The HRD Practices Profile

102 activities Objective of questionnaire is to assess the degree to which these activities are performed as well as the degree of effectiveness. Organizations with good HRD practices seem to perform a large number of these activities. When all these activities are performed, it is obvious that the organization is in sound health.

Map Your HRD Practice Profile

1= This activity is not being performed at all currently by the HR department; 2= This is being performed but performed very inadequately; 3= This is being performed inadequately and needs to be performed slightly more or better; 4= This is being performed just adequately, meets expectations; 5 = This activity is being performed rather well, just above expectations; 6= This activity is being performed very well and far above expectations.

Checklist of HRD activitiesPerformance Assessment

HRD philosophy and liaison with top management.

Developing and articulating the HR philosophy for the organization.

Creating development motivation in line managers.

Arranging talks or seminars by outsiders on HRD and the role of line managers. Using In-house newsletters to create a learning environment.

Strengthening HRD climate through HRD systems.

Designing development- oriented appraisal system Periodically reviewing the implementation of

Contd.

Directing HRD efforts to the goals and strategies of the organization

Understanding and clarifying the business goals and strategies planned by an organization.

Monitoring HRD implementation.

Designing questionnaires for monitoring the effective implementation of various systems.

Human process research

Conducting surveys of the learning environment and HRD climate in the organization.

Contd.

Influencing personnel policies.

Helping to formulate personnel policies that create a positive climate (Ex. Healthy competition) and enhance employee motivation and contribute to good quality of work life. Personal policies: transfer, leaves, perks, increments, work conditions etc

Creating business linkages and synergy with other systems and processes.

Conducting employee satisfaction surveys and using data from them to plan interventions to ensure high level of motivation among employees. Networking with HRD staff of other organizations for benchmarking and learning from them

Networking and benchmarking.

HRD Climate Survey

An optimum level of development climate is essential for facilitating HRD. Tendencies & Attributes:

Tendencies of Top management. Perception: Developing competencies in the employee is the job of every manager, supervisor. Faith in the capability of people. Open in communication. Encourage risk taking. Team spirit Supportive personnel policies

Administration

5 point scale Administered especially to supervisory & managerial staff Range: 0-156

Above 114 = Good HRD climate Closer to 150 = Excellent climate Below 76 = Considerable scope for improvement

Scores of all respondents may be analyzed item- wise and areas needing improvement should be identified and discussed in small groups.

Training Effectiveness

Questionnaires

Intended to assess the effectiveness of the training function in an organization.

Training to be effective, it has to be need based, well planned, evaluated, monitored and used. Measures the extent to which training function is effective in an organization.

Administration
Can

staff Results analyzed to review effectiveness of training function. Range: 0-100

be administered to line managers & HRD

Above 75 = training function is effective in an organization.

Performance Planning, Analysis And Development Questionnaires

Performance Appraisal Effective Questionnaires Aims at assessing the extent to which the Performance Appraisal System in an organization is HRD oriented. First part: Component of appraisal system are assessed Second part: Implementation of development oriented appraisal system is assessed.

Administration
Administered

to managers/ employees covered by the appraisal system. Responses tabulated & analyzed itemwise. Items with low scores- identified for discussion to improve appraisal system.

Effective Counsellor Attitudes

Every line manager should have Counselling or helping skills. Helps to manage the staff effectively & also contribute to their development. Benefits of these skills for managers:

Bring close to their subordinates. Understand them better Motivate them Listening skills Empathy & faith in people and their competencies Positive attitude Openness Self disclosure Receptivity to feedback

Counselling skills are based on:

Administration
Administered

to line managers Scores above 75 - effective counsellor attitudes Below 75- identifies items which need to be improved

Supervisory And Leadership Beliefs Questionnaires

One

of the most important task of manager is to manage human resources. The effectiveness of manager depends upon; interaction with subordinates and his management style. Management styles:

Benevolent Critical Developmental Institutional

Responses from 360 degree feedback

1. 2. 3. 4. 5. 6.

7.
8. 9.

Beliefs about subordinates. Organizational and personal goals. Vision. Support. Mistakes. Conflicts. Decision making. Communication Initiative

The TVRLS-HRD-LOC inventory

TVRLS- T.V. Rao Learning System Pvt Ltd. The TVRLS-HRD-LOC inventory measures the extent to which the HRD manager or HRD staff member is internally oriented or externally oriented.

Internally

oriented- Having self belief that they can

oriented- Believes that things happening

make significant impact & make things happen, dynamic, hard working.
Externally

to them or others in their organization are influencing factors beyond their control; less likely to put an extra effort & dynamism

TVRLS-HRD-KA Test
Measures

HRD Knowledge & Attitudes. This test measures the extent to which the candidate has Professional knowledge of HRD

HRD Profile Questionnaires

Used to assess the professional preparation required by HRD managers. Questionnaires Format:
Name Organization Gender Educational

qualification Experience relating to HRD List of training programmes attended so far Membership of professional bodies related to HR Assessment of professional preparation for HRD roles

Thank You