• Who is responsible for systematically collecting information on the external business environment?
• How is it then distributed to those managers who can use it effectively in their work (and modify their current assumptions)?
• How many departments besides R&D are judged on their ability to introduce innovations in their policies and procedures?
• Does the organization provide training programs in both organizational leadership and creativity?

Authors: Almeric Johnson, Dave Sharman
Source: Innovation in all things! Developing creativity in the workplace
Subject: Innovation Questions

There are different levels of questions, based on Kirkpatrick levels and clearly in increasing importance, that must be asked:

• Did they (trainees) like it?
• Did they learn?
• Did they use it?
• Did it impact the bottom line?
• What is the Return on Investment (ROI)?

Author: Abhay Padgaonkar
Source: Training: Rounding up the Usual Suspects
Subject: Human Resources Questions

• Do you have a simple, clear and consistent method of ranking positions throughout your organization, on a global basis?
• Do you have an accurate, easy-to-use means of ensuring internal equity across job families
• How do you currently ensure that your organization has a reliable base for determining pay for positions?
• Do you have an effective means of measuring your organization’s position against the market?
• Is your organizational

… [ Read more ]

Source: International Position Evaluation System (IPE)
Subject: Human Resources Questions

• The reason the company created this job is to …
• The most important ways a person doing the job should spend time are …
• The two or three most important duties of someone in this position are …
• If someone asked me what it takes to be successful in this job, I would say …
• The easiest way to determine whether this job is being done well

… [ Read more ]

Author: Carol Orsag Madigan
Source: Good Job – Kind of, Sort of
Subject: Human Resources Questions

Conditions affecting morale are varied and complex. If you are wrestling with this issue you should find guidance by answering these questions:

• Look at your performance appraisal system. Does it hold people accountable for results that depend on a bigger process than they control?
• Is everyone in your organization well-trained, informed, and involved?
• Do reward systems encourage and reinforce high performance?
• Do you aggressively measure and manage

… [ Read more ]

Author: Jim Clemmer
Source: Morale Problem? Look in the Mirror
Subject: Human Resources Questions

• Are job outputs and standards linked to customer and process requirements?
• Are process requirements reflected specifically in the appropriate jobs?
• Are job steps in a logical sequence?
• Have supportive policies and procedures been developed?
• Is the job environment ergonomically sound?
• Do performers understand the outputs they are expected to produce and the standards they are expected to meet?
• Do performers have sufficient resources, clear feedback, signals, and priorities, and

… [ Read more ]

Author: Rick Sidorowicz
Source: Performance Improvement – A Classic Checklist
Subject: Human Resources Questions

• How efficiently and effectively does the HR function deliver services?
• How effectively is the function focusing on priorities and completing milestone tasks?
• Is HR managing its finances prudently, complying with legal, regulatory, and internal requirements?
• How do HR customers rate their service experience?
• And, most important, how is the HR function contributing to the value of the organization?

Authors: John Koob, Philip Vernon
Source: Unfinished Business: Mastering HR Business Design
Subject: Human Resources Questions

• Can we measure the trade-off between an investment in our culture and an investment in new products or services?
• How should we balance cultural continuity against the need to adopt fresh ideas and practices?
• How can we build a “talent brand” to attract the best people?

Authors: Andrew Doman, Kim Warren, Maurice Glucksman, Nhuoc-Lan Tu
Source: The Talent-Growth Dynamic
Subject: Human Resources Questions

• Can we make a business case for all of our development programs?
• What balance should we attempt to strike between developing our own talent internally and bringing in talent from the outside?
• How does the shape of our promotion pyramid affect our growth prospects?
• Do we have too many people at the top?
• Should we train anyone at all?

Authors: Andrew Doman, Kim Warren, Maurice Glucksman, Nhuoc-Lan Tu
Source: The Talent-Growth Dynamic
Subject: Human Resources Questions

• What effect would losing one high performer have on our share price?
• What if we lost ten?
• How much value do we forgo by hanging on to poor performers?

Authors: Andrew Doman, Kim Warren, Maurice Glucksman, Nhuoc-Lan Tu
Source: The Talent-Growth Dynamic
Subject: Human Resources Questions