人力资源管理体系(英文版)

An HR Audit

?

Department Organization Questionnaire

The Human Resources Department is structured,

organized and equipped to provide overall strategy,

direction and effective management of the

organization’s human resources function to accomplish

organizational objectives.

1.

Is there one department or function within the

organization that is responsible and accountable

for planning, establishing, overseeing and

coordinating all human resource policies, systems

and services for all 11 major categories?

2.

Does the senior-level human resources manager

report to the same level position as all other

major staff and line departments within the

organization?

3.

Does the senior human resources manager

participate in addressing the organization’s

strategic, tactical and policy issues?

4.

Does the senior human resources manager integrate

all HR activities with the organization’s

strategic business plan.

5.

Does the Human Resources department demonstrate a

clear understanding of organizational and customer

needs?

6.

Are HR services and functions aligned and

prioritized to organizational and customer needs?

7.

Has a department mission statement been developed

explaining its purpose within the organization?

Has this mission statement been communicated to

all management personnel?

Has this mission statement been communicated to

other customers throughout the organization?

If so, to whom?

How?

8.

Does the Human Resources department take a lead in

striving for a more empowered and participative

work force (productivity improvement, cost

reduction, quality improvement and improved

quality of work life programs?)

3 / 103

9.

Has a Human Resources department organization

chart been published and distributed?

If so, to whom?

Does the organization chart clearly define

functional responsibilities and whom customers can

contact for service?

10.

Are job descriptions established for all HR

personnel stating major job objectives,

responsibilities and accountabilities?

11.

Do all HR personnel understand their

respective roles and relationships to others in

the department?

12.

Are department personnel cross-trained to

perform duties outside their major areas of

responsibility?

13.

Do they work on team and department task

force projects?

14.

Are departmental personnel professionally and

technically competent?

15.

Do they serve as internal consultants to

management as well as counselors to employees?

16.

17.

18.

Does the department staff work well as a team?

Are they readily accessible to all customers?

Are department personnel provided adequate

training and professional development to meet

organizational challenges and demands?

19.

Is involvement in professional and technical

groups encouraged?

Does the department subscribe to major technical

and professional journals?

5 / 103

20.

Is there a credible performance appraisal in

place clearly stating mutually established goals

and objectives for department personnel?

21.

Are human resources staff compensated

according to market standards?

Are they compensated based on comparable

positions within the organization?

22.

Does department staff effectively balance

organizational with employee needs and act as an

intermediate for both?

23.

Is the Human Resources department results-

oriented (i.e., measuring cost- effectiveness and

the bottom line results of human resources

programs)?

If so, is it attentive to the bottom line and

does it demonstrate a business orientation?