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Human Resource Role-Assessment Survey

Dave Ulrich and Jill Conner This survey explores different roles that the HR function may play within your business. Considering the HR professionals in your business entity (for example, corporate HR if you are at corporate, business unit HR if you are in a business), please rate the current uality of each of the following HR activities, using a !"point scale (# is low$ ! is high). Human Resource Roles HR helps the organization #. accomplish business goals '. improve operating efficiency (. ta)e care of employee*s personal needs +. adapt to change HR participates in !. the process of defining business strategies ,. delivering HR process -. improving employee commitment .. shaping culture change for renewal and transformation HR makes sure that /. HR strategies are aligned with business strategy #0. HR processes are efficiently administered ##. HR policies and programs respond to the personal needs of employees #'. HR processes and programs increase the organi1ation*s ability to change HR effectiveness is measured by its ability to #(. help ma)e strategy happen #+. efficiently deliver HR processes #!. help employees meet personal needs #,. help and organi1ation anticipate and adapt to future issues HR is seen as #-. a business partner #.. an administrative expert #/. a champion for employees '0. a change agent HR spends time on '#. strategic issues ''. operational issues '(. listening and responding to employees '+. supporting new behaviors for )eeping the firm competitive Current %uality (#&low$ !&high)

HR is an active participant in '!. business planning ',. designing and delivering HR processes '-. listening and responding to employees '.. organi1ational renewal, change, or transformation HR works to '/. align HR strategies and business strategy (0. monitor administrative processes (#. offer assistant to help employees meet family and personal needs ('. reshape behavior for organi1ational change HR develops processes and programs to ((. lin) HR strategies to accomplish business strategy (+. efficiently process documents and transactions (!. ta)e care of employee personal needs (,. help the organi1ation transform itself HR s credibility comes from (-. helping fulfill strategic goals (.. increasing productivity (/. helping employees meet their personal needs +0. ma)ing change happen 2lrich, 3. (#//-). Human resource champions. 4oston, 567 Harvard 4usiness 8chool 9ress.

Human Resource Role-Assessment Survey


!coring !heet Strategic Partner Question Score # ! / #( #'# '! '/ (( (T:T6; Administrative Expert Question Score ' , #0 #+ #. '' ', (0 (+ (. T:T6; Employee Champion Question Score ( ## #! #/ '( '(# (! (/ T:T6; Change Agent Question Score + . #' #, '0 '+ '. (' (, +0 T:T6; T:T6;

Total scores above #,0 may be considered a perception of high uality Total scores below /0 may be considered a perception of low uality

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