Professional Documents
Culture Documents
Compet itive Int ensity (Please type a in the option field, it will convert to )
Please indicate the extent to which you agree with the following statements. Strongly disagree Competition in our industry is cutthroat Anything that one competitor can offer, others can match easily Price competition is a hallmark of our industry One hears of a new competitive move almost every day Disagree Neutral Agree Strongly agree
Organizations Age
How long has the organization for which you are working existed to date (in years)?
Organizations Structure
Please indicate the extent to which you agree with the following statements. Strongly disagree Employees receive training to perform multiple tasks The organizational structure is relatively There are few levels in the organizational hierarchy Even small matters have to be referred to someone higher up for a final answer Hardly any action can be taken until a supervisor approves a decision Employees in this organization learn how to perform a variety of tasks Employees in this organization are cross-trained so that they can fill in for others if necessary Disagree Neutral Agree strongly agree
flat
Organizations Size
How many employees does your organization employed?
Organizations Strategy
Please indicate the extent to which you agree with the following statements. Strongly Disagree Neutral disagree My organization is innovative in the way products/services are delivered My organization offers a wide variety of products/services My organization is a diverse group My organization is innovative in terms of the number of new products/services offered My organization is innovative in terms of the novelty of new products/services offered My organization allots a large amount of resources to marketing Agree Strongly agree
Please indicate. In my organization there is a team or function dedicated to HR analytics... On an ad-hoc basis Once per period (e.g., week, month, quarter, ear) Part-time Full-time
Please indicate which statistical methodologies are applied in order to carry out HR analytics. Yes Basic univariate statistics (mean, median, mode, percentiles, standard deviation, etc.) Advanced univariate statistics (correlation, skewness, differences in means, distribution of a variable, etc.) Basic multivariate statistics (ANOVA, factor analysis, regression, logit/probit, survival/hazard analysis, etc.) Advanced multivariate statistics (structural equations, fixed-effects models, maximum likelihood models, etc., used for testing direct and indirect effects of variables on one another) No
Please indicate which data are collected by the HR department in your organization. Yes Workforce statistics (e.g., gender, age, absenteeism, job type, ethnic origin) Measures of people's skills/values (e.g., index of key qualities such as experience, knowledge and skills, competencies and attitudes, values, potential, performance, employee engagement) Financial ratios relating to people and productivity (e.g., sales/head or revenues-costs) Measures of efficiency and effectiveness of the HR function (e.g., cost ratios, rates of participation, efficiency and effectiveness of processes such as appraisal, recruitment, succession planning and training) No
Appendix B: Interview
Introduction
1)Could you please tell me something about your current position in the organization? (Function & tasks)
HR Analytics-Process
5) Why has your organization started applying HR analytics? Did the rising interest in HR analytics in general, and/or the application of HR analytics by competitors, influence this decision?
7)
metrics, methodologies and analytical software are applied and how are they applied). Describe the approach to generate HR analytics per HR subject/service area.
8)
9)
Who is interested in the results? (e.g., How are Finance and HR aligned? Do you see
Evaluation Process
10)How is HR analytics influencing the business performance? What has been achieved by using HR analytics?
11) Are you satisfied with the impact of HR analytics in your organization? Are the objectives of HR analytics achieved? (Why not?)
12) How would you assess your maturity with regards to HR analytics (based on our model)?
13) What can be improved with respect to the application of HR analytics within your organization? How? What are your future plans to improve HR analytics?
14) What are the barriers for improving HR analytics in your organization? Does a lack of financial resources restrict the application of HR analytics in your organization? How?
15) In our study we expect to find a positive relationship between the financial health of an organization and the application of HR analytics. This can either is due to HR analytics increases organizational performance, and thus financial health, or due to the larger possibilities in healthy financial organizations to start up an HR analytical approach. How would you relate this relationship to your organization?
16) Can you identify dos (your best practices) for the process of design/implementation/use of HR analytics?
17) Can you identify donts (your lessons learned) for the process of design/implementation/use of HR analytics?