PART-II

QUESTIONNAIRE – ROLE OF HRD IN QUALITY IMPLEMENTATION

  1. Value Addition thro HR is visual in following areas, say Yes or NO.

a) Communication b) Motivation c) Team Work

  1. Effective Performance Appraisal System is a Value Added Product.

a) Yesb) No.

  1. Key Result Areas are measurable in numerical terms or subjective nature.

Which is better?

  1. Do you give more weightage to (Prioritize):

a) Attitudeb) Key Functionsc) Quality Improvement

  1. Do you apply Competency Map in Interview Evaluation Techniques?

a) Yesb) No It is not possible

  1. In KRAs, which are all the factors, do you prioritize?

a) Productivityb) Qualityc) Scope for Development

d)People Relationship

e)Developing the Sub-ordinates

  1. Prioritize the following Motivational Factors:

a)Knowledge

b)Good Manager

c)Good Sub-ordinates

d)Training

e)Money

f)Welfare

g)Transparency

h)Systems

i)Organisational Values and Culture

j)Performance Monitoring and counseling

k)Rewards for good suggestions and its implementation

  1. No Motivational Factors are due to

a) Selfb) Management interest

  1. De-motivational Factors aggravate the Quality, will you accept?
  1. Can de-motivational factors be measured?

….2

  1. Motivational Factors or De-Motivational Factors that influence the Quality of the Product or Service are:

a)Communication

b)Leadership Style

c)Systems

d)Lack of Knowledge

e)All Above

  1. Is Listening a Good Motivational Tool?
  1. Which has more effective?

a) Self Learningb) Taught by Others

  1. Is Organisation Culture measurable?
  1. Following Tools are taken to measure the Culture? Say Yes Or NO.

a) Valuesb) Systemsc) Work Habitsd) Communication

e) Delegationf) Opennessg) Employee Development h) Reward System

  1. Can you measure the job knowledge of a person?
  1. Knowledge is of two types, one is Theory and 2) Practical.

Which one do you give more preference?

18. Sharing knowledge is one of the training tools. Yes Or No

  1. Sharing Knowledge will develop Communication Skill. Yes or No.
  1. Do you prefer Knowledge Map for each job?

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…3

  1. Can Training Needs be quantified and drawn in a Graph?
  1. Training Needs of a Person or a Group, which one affect the performance mostly?
  1. Do you give immediate attention to individual need or group need?
  1. Will you agree Group need will affect the Culture of the Organisation?
  1. Which one do you give more priority?

a)Individual need which affect maximum in link performance

b)Group Need which affect minimum level in Performance

  1. If Training Needs of an individual or a Group is of repetitive nature, then what corrective action do you prefer?

a) Change in Policyb) Change in System

c)Replacement of employees

  1. Training Needs are related

a) On line Performanceb) end Results c) Planning

d)post-mortem

28. Measuring Effectiveness is also done by comparing

the ratio between the cost of Training vs. cost realized

after training on the job? Yes or No.

  1. Simple Graph can be drawn to measure the Effectiveness of Training Programme. Yes Or NO.
  2. Results of Effectiveness of each Training Programme is an MIS for Management. Yes or No.
  3. Can you draw various levels of Graph such us Annual, Programme-wise, employee-wise, Group-wise, Department-wise,and performance or quality improvement-wise?

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  1. In Interview, how do you prioritize the following:

a)Family Background

b)Job Knowledge

c)Personal Cleanliness and Good Manners

d)Experience

e)Maturity

f)Motivation

g)Communication

h)Aim for Development

i)Innovative

  1. KRAs are very useful for drawing a Competency Map for Interview. Yes or NO.
  2. Will you prefer a set of defined KRAs or you take a Model Employee’s (Star Performer) KRAs? Which is better?
  1. In Performance Evaluation, to draw Star Performer’s Achievements, it is always better to take existing available Star Performer’s Ratings as a Model instead of defined one. Say yes or No.
  1. Self Evaluation given by the Star Performer is a very useful tool for Management to draw HR Policy. Yes Or No.
  1. Sub-culture of a Star Performer should be known to his colleagues and taken a model for others. Yes or No
  1. Root cause of each success or failure of a person or Group can be found out before any TNI Exercise. Yes or No.
  1. For all actions, find the root cause. That is best Manager’s practice.

Yes or No.

  1. TNI must match the Root Cause. Say or No.
  2. Which needs to be arrested most, Potential Cause or Root Cause.

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FORMATS: (GUIDELINES)

DATA INPUTS NEEDED IN HR DIVISION THAT AFFECT THE QUALITY OF THE PRODUCT OR SERVICE

PERFORMANCE APPRAISALS

DRAW A STAR PERFORMER’S PERFORMANCE RATINGS ON A GRAPH

RATINGS ON Y AXIS

TRAITS ON X AXIS

COMPARE THIS WITH OTHER EMPLOYEES RATINGS EMPLOYEE-WISE.

THE GAP WILL GIVE TNI TOOL FOR MANAGERS

REASONS FOR STAR PERFOMER’S ACHIEVEMENTS WILL BE VERY USEFUL INFORMATION TO HR DIVISION.

THE GRAPH CAN BE USED FOR IDENTIFYING THE TRAIT WHICH AFFECT MOSTLY THE QUALITY AND PRODUCTIVITY AND TEAM MORALE (BOTH POSITIVE AND NEGATIVE)

BEHAVIOUR CONSISTENCY CAN BE JOTTED AND REASONS FOUND OUT FOR CORRECTIVE ACTION

CONSISTENCY IN IMPROVEMENT IS VERY ESSENTIAL.

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TRAINING

ALL TNIs ARE DRAWN ON A GRAPH.

YOU CAN FIND OUT THE TRAIT THAT AFFECT MOSTLY IN TNI SO THAT YOU CAN CORRECT YOUR INTERVIEW EVALUATION SYSTEMS OR ANY WORK METHODS.

IF A PARTICULAR TNI IS OF A REPETITIVE NATURE

YOU CAN TAKE CORRECTIVE ACTION ACCORDINGLY.

ROOT CAUSE AND POTENTIAL CAUSES ARISING OUT NEED CAN BE DRAWN ON A GRAPH.

DATA MAY BE COLLECTED FOR ALL POTENTIAL CAUSES.

BEFORE DRAWING ANY GRAPH, ALL TNIs ARE TO BE EVAUATED THRO TRAINING NEED ANALYSIS.

THE SKILL OF HR MANAGER LIES IN ANALYSIS OF EACH TRAINING NEED.

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MEASRUING EFFECTIVENESS OF TRAINING

COLLECT DATA AGAINST

COST OF TRAINING VS.

COST REALIZED AFTER TRAINING ON THE JOB IN RELATION TO EACH TNI.

FOR EACH MEASUREMENT, SPECIFIC PERIOD OR DURATION IS A MUST AFTER THE TRAINING IS OVER.

IF THE RATIO IS EQUAL TO 1 OR MORE THAN 1, THEN THE TRAINING PROGRAMME IS EFFECTIVE ONE. IF IT IS LESS THAN 1, YOU HAVE TO FIND OUT THE REASONS.

MONTHLY DATA OR ANNUAL DATA ON TRAINING PROGRAMME EFFECTIVENESS CAN BE DONE AND GIVEN TO THE MANAGEMENT FOR THEIR STUDY AND PLAN.