50 Posts Found

• Do your employees have confidence in the job being done by senior management?
• Do your employees believe the company conducts business with honesty and integrity?
• Do your employees trust senior leaders at their company?
• Do your employees believe the company effectively manages business changes such as downsizing, mergers, restructuring, and expansion?
• Do your employees believe the company communicates effectively with employees?
• Do your employees believe the company involves

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Author: Stephen Taub | Source: Dazed and Confused | Subject: Human Resources Questions

• Did you choose people for managerial roles because they were the type of people who could get their fulfillment and satisfaction out of helping other people shine rather than having the ego-need to shine themselves?
• Did you select them because they had a prior history of being able to give a critique to someone in such a way that the other person says: “Wow,

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Author: David Maister | Source: Why (Most) Training is Useless | Subject: Human Resources Questions

1. Which segments of the workforce create the value for which we are most rewarded in the marketplace?
2. Which areas of our business will be most impacted by impending waves of retirement? What are we doing to prepare successors? What impact will anticipated retirement have on the skills and productivity necessary to meet future demand?
3. In what areas is the talent market heating up (i.e., demand will

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Author: Robin Athey | Source: It’s 2008: Do You Know Where Your Talent Is? | Subject: Human Resources Questions

1. Who needs training?
2. Who will deliver the training?
3. What form will the training take?
4. How will the training transfer to the job?
5. How will the training be evaluated?

Author: Sharon Daniels | Source: Five Critical Aspects to Getting More Return from Employee Training | Subject: Human Resources Questions

1. How will they fit into the environment?
2. How well will they develop and treat the employees?
3. How much do they really want to be responsible for getting things done through others?
4. How well will they build relationships with customers and other business partners?
5. How will they react under stress and when things get the most difficult?
6. How much initiative will they take to assess barriers and make process

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Author: Lora J. Adrianse | Source: Disaster Prevention Tips for Hiring a New Manager | Subject: Human Resources Questions

There are two ways to take this test. As an employee, you can use it to gauge the strength of your loyalty to your current employer. Customers can also complete the survey; the results provider a sense of how loyal they feel toward a particular company.

1. My company really cares about building a relationship with me.
2. My company values people and relationships ahead of today’s profit.
3. My

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Author: Fred Reichheld | Source: Satisfaction: The False Path to Employee Loyalty | Subjects: Customer Questions, Human Resources Questions

Exit interviews provide insights you can use to keep others from leaving. Here’s what every manager should ask:

• If the CEO left unexpectedly today and you were put in charge, what are the first things you would change?
• What could have changed six months ago that would have prevented you from looking for a new job?
• If you weren’t looking, what factors tipped the scale when an

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Author: Scott Westcott | Source: Goodbye and Good Luck | Subject: Human Resources Questions

These seven questions, taken together, indicate respondents’ perceptions of their workplaces’ diversity focus (WDF), which correlates highly with important workplace attitudes. Employees whose companies have lower WDF scores are less likely to feel satisfied with or loyal to their company—and they’re also less likely to stay with their employer—than employees whose companies have higher WDF scores.

• Am I aware of my company’s efforts to create

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Author: David C. Wilson | Source: When Equal Opportunity Knocks | Subject: Human Resources Questions

Below is a sampling of the kinds of questions you should ask before you make a final decision to fire an employee.

1. Does the firing violate discrimination laws or other federal, state or local statutes?
2. Is the reason for firing in line with company policies and procedures?
3. Have any assurances, written or oral, been given to the employee about length of employment or job security?
4. Has the reason

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Author: Carol Orsag Madigan | Source: A Kinder | Subject: Human Resources Questions

• Workforce planning and workforce analysis: Which employees are eligible for retirement in the next two to five years? Do they possess critical skills? Which jobs and skill sets will be impacted? How will you replace these skills once these employees retire? What are the critical skills for the future that will need to be recruited or developed?
• Learning management: Do your current training and learning

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Authors: James Benton, Rajan Srikanth, Yvonne Herrera | Source: Achieving High Performance in a Rapidly Aging World | Subject: Human Resources Questions