1.
How well are your corporate activities and objects
structured into responsibility areas?
2.
How appropriately are responsibility areas
assigned to your employees?
3.
How well do declared employee responsibilities match
actual ones?
4.
How optimal is your in-house/outsourcing balance
in your human capital?
5.
How optimal is your full-time/part-time/contract
balance in your human capital?
6.
Are your employees qualified enough to operate
at maximum performance?
7.
How efficient is your training, coaching and
employee development system?
8.
How sufficient is your human capital? How many
positions are still vacant?
9.
How lean is your human capital? How many
positions are redundant?
10. How
efficient is your HCMS system overall?
11. How
comprehensive is your HCMS database?
12. How
well-structured is your HCMS database?
13. How
accurate and up-to-date is your HCMS database?
14. How
efficient is your employee recruiting process?
15. How
efficient is your employee hiring process?
16. How
efficient is your employee adaptation/integration process?
17. How
efficient is your employee promotion process?
18. How
efficient is your employee terminating process?
19. How
efficient is your overall HCMS process?
20. How
efficient are your HCMS tools?
21. How
competent are your outside providers of recruiting and headhunting services?
22. How
comfortable efficient are your working relationships with these providers?
23. How
well does your HCMS match your KEF?
24. How
well does your HCMS match your DCI?
25. How
well does your HCMS match your corporate mission statement?
26. How
well does your HCMS match your corporate vision statement?
27. How
well does your HCMS match your human capital management strategy?
No comments:
Post a Comment