Executives Perceptions of HR Effectiveness: Services, Roles and Contribution Dear Professional The study aims at finding out the

view point of executives on HR services, HR roles and HR contribution to the organizations. This questionnaire is intended to collect information from professionals working in any corporate company that has HR department. I request you to fill in the questionnaire based on your experience with HR department in your current organisation. We assure that the individual information given by you will be kept confidential. This will be used for academic purpose to make aggregate analysis. Importance Rating The following table consists of certain HR service areas and roles that help the organizations to gain competitive advantage. Please assign level of importance of these areas and roles to gain competitive advantage for your organization on seven point scale, with 1 being unimportant and 7 being very important. Sl. No . 1 2 3 4 5 6 7 8 9 10 11 12 13 14 HR service areas and HR Roles Providing an equitable compensation system that controls costs while ensuring that top performers are retained Providing performance-based incentives to motivate individuals to focus on achieving strategic goals Providing proactive labor relations support to line/ functional managers Providing training and development programs to enable line managers to maximize their performance potential Providing performance management programs to develop and motivate line managers Communicating and marketing key business and human resource initiatives to line managers Maintaining effective recruitment and selection systems and succession plans to ensure a steady supply of managerial talent Controlling employee benefits and services costs Developing HR initiatives that contribute to achieving current and future business goals Tracking measures and trends such as productivity, turnover, absenteeism to identify potential problems Developing HR initiatives to respond to potential problem areas as noted above. Developing HR initiatives that help build employee commitment/ engagement Maintaining employee/user friendly benefits administration programs Maintaining programs and providing support to business partners and front line managers to ensure compliance with Importanc e Rating

15 16 17 18 19 20

legal regulations Developing initiatives to exploit the value of diverse workforce Making sure that employee relations are cordial and reciprocal in the organization. Capability building in the present and future workforce through various learning and development programmes Designing and delivering specific HR programmes that ensure individual ability and create organizational capability Helping line managers at all levels including top management to reach their goals. Establishing an agenda for HR within the firm & help all other functions in the organization

Effectiveness Rating Please indicate the effectiveness of HR service areas and roles based on your experience with HR department in your current organisation on seven point scale, with 1 being ineffective and 7 being very effective. Sl. No. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 HR service areas and HR Roles Providing an equitable compensation system that controls costs while ensuring that top performers are retained Providing performance-based incentives to motivate individuals to focus on achieving strategic goals Providing proactive labor relations support to line/ functional managers Providing training and development programs to enable line managers to maximize their performance potential Providing performance management programs to develop and motivate line managers Communicating and marketing key business and human resource initiatives to line managers Maintaining effective recruitment and selection systems and succession plans to ensure a steady supply of managerial talent Controlling employee benefits and services costs Developing HR initiatives that contribute to achieving current and future business goals Tracking measures and trends such as productivity, turnover, absenteeism to identify potential problems Developing HR initiatives to respond to potential problem areas as noted above. Developing HR initiatives that help build employee commitment/ engagement Maintaining employee/user friendly benefits administration programs Maintaining programs and providing support to business partners and front line managers to ensure compliance with Effectiven ess Rating

15 16 17 18 19 20

legal regulations Developing initiatives to exploit the value of diverse workforce Making sure that employee relations are cordial and reciprocal in the organization. Capability building in the present and future workforce through various learning and development programmes Designing and delivering specific HR programmes that ensure individual ability and create organizational capability. Helping line managers at all levels including top management to reach their goals Establishing an agenda for HR within the firm & help all other functions in the organization

HR Contribution Keeping in view the functioning of the HR department of your present organisation, please indicate your level of agreement with the following statements on seven point scale, with 1 being not at all agree and 7 being agree to a great extent. Sr. No. 1 2 3 4 5 6 7 8 9 10 HR Contribution The HR department is performing its job the way I would like it to be performed The HR department is very responsive to meeting customer (line managers and employees) needs The HR department provides me with useful and timely information regarding HR issues The HR department helps to enhance the firms competitive position The HR department provides values- added contributions to the firms bottom line The HR department contributes to building and / or maintaining the firms core competence The HR department contributes to building the firms human capital (employees/ managers) as a source of competitive advantage The policies, practices, and procedures coming from the HR department help line managers and employees in their jobs The HR department has developed a well-coordinated set of policies, procedures and practices The HR policies, practices, and procedures help support the firms business plan Rating

General Information 1) Name of the organisation (optional) 2) Your organization belongs to which industry

3. Ownership of the organization (circle the appropriate) A) Public Sector B) Private sector C) Joint Venture (public & private) D) Joint venture (private & private) 4. Geographic Orientation (circle the appropriate) A) Local Company B) MNC of the Region MNC

C) Foreign

5. Total number of employees (Headcount) of the organization in the present location: A) Less than 500 B) 500 5000 C) 5001 10000 D) Above 10000 6. Your Present level of Management: A) Junior B) Middle C) Senior 7. Your functional area: A) HR B) Non-HR 8. Your nationality: