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    HR A Complete Guide - 2019 Edition
    HR A Complete Guide - 2019 Edition
    HR A Complete Guide - 2019 Edition
    Ebook376 pages16 hours

    HR A Complete Guide - 2019 Edition

    By Gerardus Blokdyk

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    About this ebook

    Are you, or your business, involved in any threatened or pending litigation? How do I submit a request through a field delegate? will my actions promote trust? Does the som prefer to continue services through your current provider? How do senior leaders encourage frank, two-way communication throughout the organization?

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

    Unless you are 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?'

    This Self-Assessment empowers people to do just that - whether their title is entrepreneur, manager, consultant, (Vice-)President, CxO etc... - they are the people who rule the future. They are the person who asks the right questions to make HR investments work better.

    This HR All-Inclusive Self-Assessment enables You to be that person.

    All the tools you need to an in-depth HR Self-Assessment. Featuring 2306 new and updated case-based questions, organized into seven core areas of process design, this Self-Assessment will help you identify areas in which HR improvements can be made.

    In using the questions you will be better able to:

    - diagnose HR projects, initiatives, organizations, businesses and processes using accepted diagnostic standards and practices

    - implement evidence-based best practice strategies aligned with overall goals

    - integrate recent advances in HR and process design strategies into practice according to best practice guidelines

    Using a Self-Assessment tool known as the HR Scorecard, you will develop a clear picture of which HR areas need attention.

    Your purchase includes access details to the HR self-assessment dashboard download which gives you your dynamically prioritized projects-ready tool and shows your organization exactly what to do next. 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

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

    - In-depth and specific HR Checklists

    - 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.

    LanguageEnglish
    Publisher5STARCooks
    Release dateMay 30, 2019
    ISBN9780655593546
    HR A Complete Guide - 2019 Edition

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      Book preview

      HR A Complete Guide - 2019 Edition - Gerardus Blokdyk

      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.

      Trademarks

      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

      Acknowledgments

      This checklist was developed under the auspices of The Art of Service, chaired by Gerardus Blokdyk.

      Representatives from several client companies participated in the preparation of this Self-Assessment.

      In addition, we are thankful for the design and printing services provided.

      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.

      Your feedback is invaluable to us

      If you recently bought this book, we would love to hear from you!

      You can do this by writing a review on amazon (or the online store where you purchased this book) about your last purchase! As part of our continual service improvement process, we love to hear real client experiences and feedback.

      How does it work?

      To post a review on Amazon, just log in to your account and click on the Create Your Own Review button (under Customer Reviews) of the relevant product page. You can find examples of product reviews in Amazon. If you purchased from another online store, simply follow their procedures.

      What happens when I submit my review?

      Once you have submitted your review, send us an email at

      review@theartofservice.com with the link to your review so we can properly thank you for your feedback.

      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

      Acknowledgments4

      Included Resources - how to access5

      Your feedback is invaluable to us7

      Purpose of this Self-Assessment7

      How to use the Self-Assessment8

      HR

      Scorecard Example10

      HR

      Scorecard11

      BEGINNING OF THE

      SELF-ASSESSMENT:12

      CRITERION #1: RECOGNIZE13

      CRITERION #2: DEFINE:19

      CRITERION #3: MEASURE:30

      CRITERION #4: ANALYZE:42

      CRITERION #5: IMPROVE:50

      CRITERION #6: CONTROL:61

      CRITERION #7: SUSTAIN:71

      Index81

      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

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