Questionnaire
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For more Notes, Presentations, Project Reports visit hrmba.blogspot.com mbafin.blogspot.com
Questionnaire: Name:
Age:
Gender:
Education:
Organization:
Department:
Designation:
Date:
INSTRUCTIONS: Given below are some statements, which are characteristic of functions of professionals in HR. The questionnaire is divided into 3 parts, namely, Part I, II & III. Your task is to rate the statements according to the degree of relevance each statement holds to you in comparison to another, by simply rating each statement from a scale of 1 to 11. Before giving the ratings, it is important to read all the statements once, understand its relevance for you as a HR professional and then give the ratings. Please attempt one Part at a time and do not read statements from Part II or III while attempting Part I & vice versa. Note: Please read the statements carefully and note that no two statements can have the same ratings. Part I Ratings: 1= least important No
1
11= most important Statements
To understand business by having a sound knowledge of basic facts. (i.e. goals, products, role, service, & relationship between various departments.
Ratings
2
3
To have specific knowledge such as legislation, sources of finance, basic background of management principles & techniques including planning, organizing & controlling along with skills & attributes, which directly affect behavior & performance. Responding to situations in a suitable manner as they arise (awareness), being perceptive & open to information such as facts & figures along with the feeling of other people.
4
Make decisions (logical), optimizing techniques, ability to weigh pros & cons in an ambiguous situation, high level of judgement & intuition.
5
Interpersonal skills such as communicating, delegating, negotiating, resolving conflicts, persuading, using & responding to authority & power.
6
Ability to deal with stress arising due to working under authority/leadership, power, targets & deadlines such that in the process one does not get ‘thickskinned’.
7
Respond to the needs of the situations keeping in mind long-term goals & the impact of immediate decision, with the abilities such as dedication & commitment, sense of mission & responsibility.
8
Ability to come up with unique ideas/solutions, to have insight to take up out of the box thinking.
9
Able to grasp problems quickly, to think about several tings at once, to understand whole situation quickly.
Independent learners, ability to use a range of learning processes (teaching, 10 discovery from personal experiences, analyzing & reorganizing pre-existing experiences). 11
Awareness of one’s own beliefs, goals, values, feelings, behavior, & the way he/she influences ones own actions (skills of introspection).
Part II Rate the statements in the similar way as done incase of Part I. Ratings: 1 = least important 17 = most important Statements
No
1
Knowledge of performance appraisal system practices.
2
Career planning & development system & practices.
3
Knowledge of training methods & systems.
4
Knowledge of organizational structure & how it functions.
5
Knowledge of group dynamics & functions.
6
Knowledge of power dynamics & networking in the organization.
7
Knowledge of job analysis, job enrichment, job redesign & job evaluation.
8
Manpower planning methods.
9
Knowledge of quality circles.
10
Understanding personal & managerial effectiveness.
12
Knowledge of instruments & measurement of human behavior, methods of survey. Articulating HRD philosophy & values
13
Designing skills for developing HRD systems.
14
Faith in people & their competencies
15
Interpersonal trust & respect for others.
16
Productivity
17
Faith in one’s own competencies.
11
Ratings
Part III INSTRUCTIONS: Given below are some illustrations of competencies, characteristic to HR professionals. Your task is to segregate the competencies into 3 levels, wherein 1. 2. 3.
Level 1 = basic level of competencies Level 2 = average level of competencies Level 3 = complex level of competencies
Basic level of competencies means the entry-level requirements necessary for an HR professional for employment, average level of competencies mean, those KSA’s necessary for an individual to sustain in the organization, complex level of competencies mean, those that distinguish ‘low performers’ from ‘high performers’. (For instance, if you feel, competency no.7, i.e. ‘Social skills & abilities’ is a basic level competency required for an HR professional, then fill the line across no.7 as ‘level 1’.) 1. Command of basic knowledge 2. Continuing sensitivity to events 3. Creativity 4. Relevant professional Knowledge 5. Analytical problem-solving & decision-making skills 6. Mental agility 7. Social skills & abilities 8. Emotional resilience
9. Balanced learning habits & skills 10.Proactivity or inclination to respond purposefully to events 11. Self-knowledge
Signature & Date
For more Notes, Presentations, Project Reports visit hrmba.blogspot.com mbafin.blogspot.com
Questionnaire: Name:
Age:
Gender:
Education:
Organization:
Department:
Designation:
Date:
INSTRUCTIONS: Given below are some statements, which are characteristic of functions of professionals in HR. The questionnaire is divided into 3 parts, namely, Part I, II & III. Your task is to rate the statements according to the degree of relevance each statement holds to you in comparison to another, by simply rating each statement from a scale of 1 to 11. Before giving the ratings, it is important to read all the statements once, understand its relevance for you as a HR professional and then give the ratings. Please attempt one Part at a time and do not read statements from Part II or III while attempting Part I & vice versa. Note: Please read the statements carefully and note that no two statements can have the same ratings. Part I Ratings: 1= least important No
1
11= most important Statements
To understand business by having a sound knowledge of basic facts. (i.e. goals, products, role, service, & relationship between various departments.
Ratings
2
3
To have specific knowledge such as legislation, sources of finance, basic background of management principles & techniques including planning, organizing & controlling along with skills & attributes, which directly affect behavior & performance. Responding to situations in a suitable manner as they arise (awareness), being perceptive & open to information such as facts & figures along with the feeling of other people.
4
Make decisions (logical), optimizing techniques, ability to weigh pros & cons in an ambiguous situation, high level of judgement & intuition.
5
Interpersonal skills such as communicating, delegating, negotiating, resolving conflicts, persuading, using & responding to authority & power.
6
Ability to deal with stress arising due to working under authority/leadership, power, targets & deadlines such that in the process one does not get ‘thickskinned’.
7
Respond to the needs of the situations keeping in mind long-term goals & the impact of immediate decision, with the abilities such as dedication & commitment, sense of mission & responsibility.
8
Ability to come up with unique ideas/solutions, to have insight to take up out of the box thinking.
9
Able to grasp problems quickly, to think about several tings at once, to understand whole situation quickly.
Independent learners, ability to use a range of learning processes (teaching, 10 discovery from personal experiences, analyzing & reorganizing pre-existing experiences). 11
Awareness of one’s own beliefs, goals, values, feelings, behavior, & the way he/she influences ones own actions (skills of introspection).
Part II Rate the statements in the similar way as done incase of Part I. Ratings: 1 = least important 17 = most important Statements
No
1
Knowledge of performance appraisal system practices.
2
Career planning & development system & practices.
3
Knowledge of training methods & systems.
4
Knowledge of organizational structure & how it functions.
5
Knowledge of group dynamics & functions.
6
Knowledge of power dynamics & networking in the organization.
7
Knowledge of job analysis, job enrichment, job redesign & job evaluation.
8
Manpower planning methods.
9
Knowledge of quality circles.
10
Understanding personal & managerial effectiveness.
12
Knowledge of instruments & measurement of human behavior, methods of survey. Articulating HRD philosophy & values
13
Designing skills for developing HRD systems.
14
Faith in people & their competencies
15
Interpersonal trust & respect for others.
16
Productivity
17
Faith in one’s own competencies.
11
Ratings
Part III INSTRUCTIONS: Given below are some illustrations of competencies, characteristic to HR professionals. Your task is to segregate the competencies into 3 levels, wherein 1. 2. 3.
Level 1 = basic level of competencies Level 2 = average level of competencies Level 3 = complex level of competencies
Basic level of competencies means the entry-level requirements necessary for an HR professional for employment, average level of competencies mean, those KSA’s necessary for an individual to sustain in the organization, complex level of competencies mean, those that distinguish ‘low performers’ from ‘high performers’. (For instance, if you feel, competency no.7, i.e. ‘Social skills & abilities’ is a basic level competency required for an HR professional, then fill the line across no.7 as ‘level 1’.) 1. Command of basic knowledge 2. Continuing sensitivity to events 3. Creativity 4. Relevant professional Knowledge 5. Analytical problem-solving & decision-making skills 6. Mental agility 7. Social skills & abilities 8. Emotional resilience
9. Balanced learning habits & skills 10.Proactivity or inclination to respond purposefully to events 11. Self-knowledge
Signature & Date
For more Notes, Presentations, Project Reports visit hrmba.blogspot.com mbafin.blogspot.com
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