HR A Complete Guide - 2020 Edition

HR

Complete Self-Assessment Guide

The guidance in this Self-Assessment is based on HR best practices and standards in business process architecture, design and quality management. The guidance is also based on the professional judgment of the individual collaborators listed in the Acknowledgments.

Notice of rights

You are licensed to use the Self-Assessment contents in your presentations and materials for internal use and customers without asking us - we are here to help.

All rights reserved for the book itself: this book may not be reproduced or transmitted in any form by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher.

The information in this book is distributed on an As Is basis without warranty. While every precaution has been taken in the preparation of he book, neither the author nor the publisher shall have any liability to any person or entity with respect to any loss or damage caused or alleged to be caused directly or indirectly by the instructions contained in this book or by the products described in it.

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Many of the designations used by manufacturers and sellers to distinguish their products are claimed as trademarks. Where those designations appear in this book, and the publisher was aware of a trademark claim, the designations appear as requested by the owner of the trademark. All other product names and services identified throughout this book are used in editorial fashion only and for the benefit of such companies with no intention of infringement of the trademark. No such use, or the use of any trade name, is intended to convey endorsement or other affiliation with this book.

Copyright © by The Art of Service

http://theartofservice.com

service@theartofservice.com

About The Art of Service

The Art of Service, Business Process Architects since 2000, is dedicated to helping stakeholders achieve excellence.

Defining, designing, creating, and implementing a process to solve a stakeholders challenge or meet an objective is the most valuable role… In EVERY group, company, organization and department.

Unless you’re talking a one-time, single-use project, there should be a process. Whether that process is managed and implemented by humans, AI, or a combination of the two, it needs to be designed by someone with a complex enough perspective to ask the right questions.

Someone capable of asking the right questions and step back and say, ‘What are we really trying to accomplish here? And is there a different way to look at it?’

With The Art of Service’s Standard Requirements Self-Assessments, we empower people who can do just that — whether their title is marketer, entrepreneur, manager, salesperson, consultant, Business Process Manager, executive assistant, IT Manager, CIO etc... —they are the people who rule the future. They are people who watch the process as it happens, and ask the right questions to make the process work better.

Contact us when you need any support with this Self-Assessment and any help with templates, blue-prints and examples of standard documents you might need:

http://theartofservice.com

service@theartofservice.com

Included Resources - how to access

Included with your purchase of the book is the HR Self-Assessment Spreadsheet Dashboard which contains all questions and Self-Assessment areas and auto-generates insights, graphs, and project RACI planning - all with examples to get you started right away.

How? Simply send an email to

access@theartofservice.com

with this books’ title in the subject to get the HR Self Assessment Tool right away.

You will receive the following contents with New and Updated specific criteria:

•The latest quick edition of the book in PDF

•The latest complete edition of the book in PDF, which criteria correspond to the criteria in...

•The Self-Assessment Excel Dashboard, and...

•Example pre-filled Self-Assessment Excel Dashboard to get familiar with results generation

•In-depth specific Checklists covering the topic

•Project management checklists and templates to assist with implementation

INCLUDES LIFETIME SELF ASSESSMENT UPDATES

Every self assessment comes with Lifetime Updates and Lifetime Free Updated Books. Lifetime Updates is an industry-first feature which allows you to receive verified self assessment updates, ensuring you always have the most accurate information at your fingertips.

Get it now- you will be glad you did - do it now, before you forget.

Send an email to access@theartofservice.com with this books’ title in the subject to get the HR Self Assessment Tool right away.

Purpose of this Self-Assessment

This Self-Assessment has been developed to improve understanding of the requirements and elements of HR, based on best practices and standards in business process architecture, design and quality management.

It is designed to allow for a rapid Self-Assessment to determine how closely existing management practices and procedures correspond to the elements of the Self-Assessment.

The criteria of requirements and elements of HR have been rephrased in the format of a Self-Assessment questionnaire, with a seven-criterion scoring system, as explained in this document.

In this format, even with limited background knowledge of HR, a manager can quickly review existing operations to determine how they measure up to the standards. This in turn can serve as the starting point of a ‘gap analysis’ to identify management tools or system elements that might usefully be implemented in the organization to help improve overall performance.

How to use the Self-Assessment

On the following pages are a series of questions to identify to what extent your HR initiative is complete in comparison to the requirements set in standards.

To facilitate answering the questions, there is a space in front of each question to enter a score on a scale of ‘1’ to ‘5’.

1 Strongly Disagree

2 Disagree

3 Neutral

4 Agree

5 Strongly Agree

Read the question and rate it with the following in front of mind:

‘In my belief,

the answer to this question is clearly defined’.

There are two ways in which you can choose to interpret this statement;

1.how aware are you that the answer to the question is clearly defined

2.for more in-depth analysis you can choose to gather evidence and confirm the answer to the question. This obviously will take more time, most Self-Assessment users opt for the first way to interpret the question and dig deeper later on based on the outcome of the overall Self-Assessment.

A score of ‘1’ would mean that the answer is not clear at all, where a ‘5’ would mean the answer is crystal clear and defined. Leave emtpy when the question is not applicable or you don’t want to answer it, you can skip it without affecting your score. Write your score in the space provided.

After you have responded to all the appropriate statements in each section, compute your average score for that section, using the formula provided, and round to the nearest tenth. Then transfer to the corresponding spoke in the HR Scorecard on the second next page of the Self-Assessment.

Your completed HR Scorecard will give you a clear presentation of which HR areas need attention.

HR

Scorecard Example

Example of how the finalized Scorecard can look like:

HR

Scorecard

Your Scores:

BEGINNING OF THE

SELF-ASSESSMENT:

Table of Contents

About The Art of Service3

Included Resources - how to access3

Purpose of this Self-Assessment5

How to use the Self-Assessment6

HR

Scorecard Example8

HR

Scorecard9

BEGINNING OF THE

SELF-ASSESSMENT:10

CRITERION #1: RECOGNIZE11

CRITERION #2: DEFINE:17

CRITERION #3: MEASURE:28

CRITERION #4: ANALYZE:40

CRITERION #5: IMPROVE:48

CRITERION #6: CONTROL:59

CRITERION #7: SUSTAIN:69

Index79

CRITERION #1: RECOGNIZE

INTENT: Be aware of the need for change. Recognize that there is an unfavorable variation, problem or symptom.

In my belief, the answer to this question is clearly defined:

5 Strongly Agree

4 Agree

3 Neutral

2 Disagree

1 Strongly Disagree

1. Can Management personnel recognize the monetary benefit of HR?

<--- Score

2. What tools and technologies are needed for a custom HR project?

<--- Score

3. When a HR manager recognizes a problem, what options are available?

<--- Score

4. Will a response program recognize when a crisis occurs and provide some level of response?

<--- Score

5. Does HR create potential expectations in other areas that need to be recognized and considered?

<--- Score

6. How does it fit into our organizational needs and tasks?

<--- Score

7. Why do we need to keep records?

<--- Score

8. What prevents me from making the changes I know will make me a more effective leader?

<--- Score

9. What are the business objectives to be achieved with HR?

<--- Score

10. How much are sponsors, customers, partners, stakeholders involved in HR? In other words, what are the risks, if HR does not deliver successfully?

<--- Score

11. Will it solve real problems?

<--- Score

12. Will HR deliverables need to be tested and, if so, by whom?

<--- Score

13. How do we Identify specific HR investment and emerging trends?

<--- Score

14. What problems are you facing and how do you consider HR will circumvent those obstacles?

<--- Score

15. Is it clear when you think of the day ahead of you what activities and tasks you need to complete?

<--- Score

16. Do we know what we need to know about this topic?

<--- Score

17. What vendors make products that address the HR needs?

<--- Score

18. What information do users need?

<--- Score

19. What are the expected benefits of HR to the business?

<--- Score

20. What is the smallest subset of the problem we can usefully solve?

<--- Score

21. Think about the people you identified for your HR project and the project responsibilities you would assign to them. what kind of training do you think they would need to perform these responsibilities effectively?

<--- Score

22. Who had the original idea?

<--- Score

23. What training and capacity building actions are needed to implement proposed reforms?

<--- Score

24. For your HR project, identify and describe the business environment. is there more than one layer to the business environment?

<--- Score

25. What do we need to start doing?

<--- Score

26. How are the HR’s objectives aligned to the organization’s overall business strategy?

<--- Score

27. What else needs to be measured?

<--- Score

28. Are controls defined to recognize and contain problems?

<--- Score

29. Who else hopes to benefit from it?

<--- Score

30. As a sponsor, customer or management, how important is it to meet goals, objectives?

<--- Score

31. Are there HR problems defined?

<--- Score

32. What does HR success mean to the stakeholders?

<--- Score

33. Will new equipment/products be required to facilitate HR delivery for example is new software needed?

<--- Score

34. Are there any specific expectations or concerns about the HR team, HR itself?

<--- Score

35. What prevents me from making the changes I know will make me a more effective HR leader?

<--- Score

36. What situation(s) led to this HR Self Assessment?

<--- Score

37. How can auditing be a preventative security measure?

<--- Score

38. Are there recognized HR problems?

<--- Score

39. Who defines the rules in relation to any given issue?

<--- Score

40. How are we going to measure success?

<--- Score

41. What would happen if HR weren’t done?

<--- Score

Add up total points for this section: _____ = Total points for this section

Divided by: ______ (number of statements answered) = ______ Average score for this section

Transfer your score to the HR Index at the beginning of the Self-Assessment.

CRITERION #2: DEFINE:

INTENT: Formulate the business problem. Define the problem, needs and objectives.

In my belief, the answer to this question is clearly defined:

5 Strongly Agree

4 Agree

3 Neutral

2 Disagree

1 Strongly Disagree

1. Has everyone on the team, including the team leaders, been properly trained?

<--- Score

2. Is full participation by members in regularly held team meetings guaranteed?

<--- Score

3. What constraints exist that might impact the team?

<--- Score

4. Do we all define HR in the same way?

<--- Score

5. Is there a critical path to deliver HR results?

<--- Score

6. Is a fully trained team formed, supported, and committed to work on the HR improvements?

<--- Score

7. Are team charters developed?

<--- Score

8. Are roles and responsibilities formally defined?

<--- Score

9. How and when will be baselines be defined?

<--- Score

10. Is there regularly 100% attendance at the team meetings? If not, have appointed substitutes attended to preserve cross-functionality and full representation?

<--- Score

11. Is there a HR management charter, including business case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?

<--- Score

12. Are business processes mapped?

<--- Score

13. How did the HR manager receive input to the development of a HR improvement plan and the estimated completion dates/times of each activity?

<--- Score

14. How was the ‘as is’ process map developed, reviewed, verified and validated?

<--- Score

15. Have specific policy objectives been defined?

<--- Score

16. Is data collected and displayed to better understand customer(s) critical needs and requirements.

<--- Score

17. Are Required Metrics Defined?

<--- Score

18. How do you keep key subject matter experts in the loop?

<--- Score

19. How would you define the culture here?

<--- Score

20. Has the improvement team collected the ‘voice of the customer’ (obtained feedback – qualitative and quantitative)?

<--- Score

21. What sources do you use to gather information for a HR study?

<--- Score

22. Is the scope of HR defined?

<--- Score

23. Has a project plan, Gantt chart, or similar been developed/completed?

<--- Score

24. Are customers identified and high impact areas defined?

<--- Score

25. What customer feedback methods were used to solicit their input?

<--- Score

26. Has/have the customer(s) been identified?

<--- Score

27. What are the Roles and Responsibilities for each team member and its leadership? Where is this documented?

<--- Score

28. Have the customer needs been translated into specific, measurable requirements? How?

<--- Score

29. Are approval levels defined for contracts and supplements to contracts?

<--- Score

30. How can the value of HR be defined?

<--- Score

31. What Organizational Structure is Required?

<--- Score

32. Is HR currently on schedule according to the plan?

<--- Score

33. What tools and roadmaps did you use for getting through the Define phase?

<--- Score

34. Is the current ‘as is’ process being followed? If not, what are the discrepancies?

<--- Score

35. When are meeting minutes sent out? Who is on the distribution list?

<--- Score

36. Has anyone else (internal or external to the organization) attempted to solve this problem or a similar one before? If so, what knowledge can be leveraged from these previous efforts?

<--- Score

37. Are task requirements clearly defined?

<--- Score

38. Is the team formed and are team leaders (Coaches and Management Leads) assigned?

<--- Score

39. What would be the goal or target for a HR’s improvement team?

<--- Score

40. When was the HR start date?

<--- Score

41. Is there a completed SIPOC representation, describing the Suppliers, Inputs, Process, Outputs, and Customers?

<--- Score

42. How often are the team meetings?

<--- Score

43. Do the requirements that we’ve gathered and the models that demonstrate them constitute a full and accurate representation of what we want?

<--- Score

44. What key business process output measure(s) does HR leverage and how?

<--- Score

45. What specifically is the problem? Where does it occur? When does it occur? What is its extent?

<--- Score

46. Are audit criteria, scope, frequency and methods defined?

<--- Score

47. When is the estimated completion date?

<--- Score

48. What critical content must be communicated – who, what, when, where, and how?

<--- Score

49. Are there different segments of customers?

<--- Score

50. Are security/privacy roles and responsibilities formally defined?

<--- Score

51. What are the rough order estimates on cost savings/opportunities that HR brings?

<--- Score

52. Are improvement team members fully trained on HR?

<--- Score

53. Have all basic functions of HR been defined?

<--- Score

54. Is the team sponsored by a champion or business leader?

<--- Score

55. What defines Best in Class?

<--- Score

56. Are accountability and ownership for HR clearly defined?

<--- Score

57. What baselines are required to be defined and managed?

<--- Score

58. What are the compelling business reasons for embarking on HR?

<--- Score

59. How and when will baselines be defined?

<--- Score

60. How will variation in the actual durations of each activity be dealt with to ensure that the expected HR results are met?

<--- Score

61. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?

<--- Score

62. Is there a completed, verified, and validated high-level ‘as is’ (not ‘should be’ or ‘could be’) business process map?

<--- Score

63. How will the HR team and the organization measure complete success of HR?

<--- Score

64. Is the HR scope manageable?

<--- Score

65. If substitutes have been appointed, have they been briefed on the HR goals and received regular communications as to the progress to date?

<--- Score

66. How would one define HR leadership?

<--- Score

67. Have all of the relationships been defined properly?

<--- Score

68. How does the HR manager ensure against scope creep?

<--- Score

69. Who are the HR improvement team members, including Management Leads and Coaches?

<--- Score

70. Is it clearly defined in and to your organization what you do?

<--- Score

71. Is the improvement team aware of the different versions of a process: what they think it is vs. what it actually is vs. what it should be vs. what it