HR AUDIT Questionnaire

Though programs differ, four distinct elements of career planning programs emerge. They include (1) individual assessments of abilities, interests, career needs, and goals; (2) organizational assessments of employee abilities and potential; (3) communication of information concerning career options and opportunities with the organization; and (4) career counseling to set realistic goals and plan for their attainment.

Virtually all of the studies that tested the satisfaction mirror concept have identified some linkage between employee satisfaction and customer satisfaction, between employee satisfaction and customer loyalty, or both. The discovered linkages, however, have ranged from negative to positive, and a few studies yielded no correlation at all. The necessary conclusion? Employee satisfaction does not universally nor unambiguously create customer loyalty.

An HRMA((HR management audit) is a major organizational intervention. It raises expectations that something will be done in response to its findings. Therefore, careful consideration should be given to the organization's responsiveness to change. In particular, the following issues should be addressed.

1. Focus of Audit. What unit is to be analyzed? In large corporations, the focus of the audit can be the total corporate personnel/human resource management function, or it can be the divisional or subsidiary level. Whatever the focus, the audit's boundaries must be specified from the start.

2. Resources. What resources are available for conducting the audit? Staff time as well as money are key resources that must be available. In addition, line management's involvement should be given particular consideration. Pressures for change could well result from an HRMA. If the audit is likely to uncover areas requiring major policy changes but senior line management is not ready or willing to address these issues, it might be appropriate to delay or abort the audit. Line management's commitment, understanding, and involvement with the HRMA is essential if it is to be of real value to the organization.

3. Diagnostic Plan. The audit should begin with the development of a diagnostic work plan that specifically takes into account the data to be collected, the methods to be used in data collection, the individuals who will do the data collection, and the individuals responsible for analyzing the data.

4. Managing the HRMA. There are alternative methods for managing, overseeing, and carrying out an HRMA. The basic methods are (1) having an external consultant manage it, (2) having internal staff and an external consultant manage it jointly, and (3) having line management join internal staff and an external consultant in managing it.

SUPPORTIVE COLLEAGUES People get more out of work than merely money or tangible achievements. For most employees, work also fills the need for social interaction. Not surprisingly, therefore, having friendly and supportive co-workers leads to increased job satisfaction. The behavior of one's boss also is a major determinant of satisfaction. Studies generally find that employee satisfaction is increased when the immediate supervisor is understanding and friendly, offers praise for good performance, listens to employees' opinions, and shows a personal interest in them.

When negative feedback is necessary, the best time to give it is now before the problem gets any worse. Early attention to developing problems lets you turn the painful experience of negative feedback into the more constructive process of corrective feedback. Use corrective feedback not only to stop unacceptable behavior but also to get the employee on the track to better performance.

If conflict is dysfunctional, what can a manager do? In this article, we'll review conflict resolution skills. Essentially, you need to understand the situation that has created the conflict, and to be aware of your options.

Evaluate the Conflict Players. If you choose to manage a conflict situation, it's important that you take the time to get to know the players. Who's involved in the conflict? What interests does each party represent? What are each player's values, personality, feelings, and resources? Your chances of success in managing a conflict will be greatly enhanced if you can view the conflict situation through the eyes of the conflicting parties.

Assess the Source of the Conflict. Conflicts don't just magically appear out of thin air. They have causes. Because your approach to resolving a conflict is likely to be determined largely by its causes, you need to determine the source of the conflict. Research indicates that while conflicts have varying causes, they can generally be separated into three categories: communication differences, structural differences, and personal differences.

The journey to being your best is not easy. It is full of setbacks. Winners have the ability to overcome .mil bounce back with even greater resolve.Persistence means commitment and determination. There is pleasure in endurance. Commitment and persistence is a decision. Athletes put in years of practice for a few seconds or minutes of performance.

Persistence is a decision. It is a commitment to finish what you start. When we are exhausted, quitting, looks good. But winners endure. Ask a winning athlete. He endures pain and finishes what he started. Lots of failures have begun well but have not concluded anything. Persistence comes from purpose. Life without purpose is drifting. A person who has no purpose will never persevere and will never be fulfilled.