QUESTIONNAIRE - HRM POLICIES AND PRACTICES: CASE STUDY OF THREE SMALL MEDIUM ENTERPRISES (SMEs)
HRM POLICIES AND PRACTICES: CASE STUDY OF THREE SMALL MEDIUM ENTERPRISES (SMEs)
Direction: Please ü the appropriate box. Example: þ.
Questionnaire for
¨ Northampton Golf Club
¨ Prospects Recruitment Agency
I. Personal Information
1) Name:
2) Gender
¨ Male
¨ Female
3) Age
¨ 18-25 years ¨ 26-35 years
¨ 36-45 years ¨ 46-55 years
¨ 55 and above
4) How long have you been working in this SME
¨ Less than 1 yr
¨ 1 to 5 years
¨ 6 to 10 years
¨ 11 to 15 years
¨ More than 15 years
5) Which best describes your position/role
¨ Employee relations manager/staff
II. HR Policies-related
Direction: Please ü the box that applies. Example: þ.
6) HR policies about learning and development
¨ Employee training and development
¨ Educational assistance
¨ Educational leave
¨ Education leave of absence with pay
¨ Career development
¨ Workshops and seminars
7) HR policies about reward management
¨ Performance planning and evaluation
¨ Performance correction/feedbacking
¨ Compensation
¨ Compensatory leave
¨ Overtime leave
¨ Recognition
¨ Pay adjustments
¨ Flexible benefits plan
¨ Continuous service
8) HR policies about people resourcing
¨ Equal employment opportunity
¨ Hiring (vacancy, length of time applications, who can apply, prioritization of applicants)
¨ Types of employment/classification of jobs
¨ Nepotism
¨ Temporary and casual appointments
¨ Rates of pay for new employees
¨ Unique hiring situations
¨ Interviewing
¨ Candidate testing
¨ Recruitment advertising
III. HR Practices-related
Directions: Encircle the number that best corresponds to your answer.
1 - Strongly Agree
2 - Agree
3 - Uncertain
4 - Disagree
5 - Strongly Disagree
9) Learning and development practices
a) There is a process to assess employee training needs
1 2 3 4 5
b) There is a process to assess individual development needs
1 2 3 4 5
c) Employees are availing themselves of the training opportunities
1 2 3 4 5
d) Learning and development needs are reflected in the corporate budget
1 2 3 4 5
e) Legal requirements are considered in the training needs
1 2 3 4 5
f) Employee development plans are addressed in performance appraisals
1 2 3 4 5
g) Job skills, knowledge and ability are considered in training needs
1 2 3 4 5
h) Training resources are coordinated
1 2 3 4 5
i) Results of trainings are monitored and evaluated
1 2 3 4 5
j) Cost is considered in choosing training programmes
1 2 3 4 5
k) Return on investment on training is measured
1 2 3 4 5
10) Reward management practices
a) There is a provision for health care benefits and the organization pays for it
1 2 3 4 5
b) Life and disability insurances are provided to the employees
1 2 3 4 5
c) A retirement plan for all employees is offered
1 2 3 4 5
d) Number of days of leaves is determined based on extent of service
1 2 3 4 5
e) Variable cash compensation are offered to the employees
1 2 3 4 5
f) Different types of arrangement are retained
1 2 3 4 5
g) Performance of all employees are reviewed
1 2 3 4 5
h) Evaluation of performance is based on job description and objectives
1 2 3 4 5
11) People resourcing practices
a) Competency profiles are designed individually
1 2 3 4 5
b) Form of job description are initially formulated
1 2 3 4 5
c) Prior to new employees, job descriptions and specifications are reviewed
1 2 3 4 5
d) Internet and intranet recruiting tools are utilized
1 2 3 4 5
e) Referrals are important
1 2 3 4 5
f) Internal candidates are prioritized than external candidates
1 2 3 4 5
g) Applicant testing and assessment is widely used
1 2 3 4 5
h) Behavior-based interviews are critical
1 2 3 4 5
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