his survey is intended as a guide for helping HR professionals assess their ability to create business- focused HR measures and identify the key areas for implementing a measurement strategy. The survey is the outgrowth of Tartan Consulting's extensive experience and research and is based on Tartan's Key- Factor Model® for HR Measurement.

Using the scale set out below, answer each of the questions, and have members of your management group do the same. Your total score will allow you to rank yourself against the norms of others who have taken the survey; the specific key-factor scores provide you an opportunity to prioritize your measurement planning efforts.

A guide for planned change, our Focus for Improvement, follows the table of norms.

1
2
3
4
Strongly Disagree
Slightly Disagree
Slightly Agree
Strongly Agree
 
1._____
The company and HR have a clear and integrated vision of what HR should be.
2._____
HR is perceived as a contributing partner in the business.
3._____
The competencies for sustained high performance have been identified and operationalized.
4._____
Critical performance behaviors have been operationally defined and validated.
5._____
Developmental resources are readily available to the general employee population.
6._____
Line managers have realistic expectations concerning the impact of HR.
7._____
Jobs critical to the company's success are profiled and cataloged.
8._____
There is a culture of goal setting throughout the company.
9._____
All training activities have linkages to workplace performance.
10._____
Accountability for business performance is well understood and accurately placed.
11._____
HR professionals have the primary role of consultant rather than administrator.
12._____
Ties deep into the business allow continuing flow of information on performance improvement.
13._____
Performance milestones are commonplace.
14._____
Workplace data is constantly analyzed in order to fine tune HR products.
15._____
Employees are regularly coached on their jobs about skills and performance improvement.
Scoring:
____ Total of items 1-5 = Strategic Foundation Key-Factor score
____ Total of items 6- 1 0 = Value-Added Processes Key-Factor score
____ Total of items 11-15 = Feedback Mechanisms Key-Factor score
____ Grand Total

Norms
 
Strategic
Foundation
Value-Added
Processes
Feedback
Mechanisms
Mgt HR Mgt HR Mgt HR
Manufacturing 11 14 9 14 17 12
Health Care 10 12 11 12 11 10
Financial Services 9 12 7 9 10 10
Transportation 10 10 9 11 10 12
Government 8 12 11 14 14 8
Entertainment 14 15 13 14 6 9
Overall Average 10 12 10 12 11 10



Focus for Improvement

Component with greatest negative differential from norm:

____________________________________________________

Specific item in Component area with lowest score:

____________________________________________________

Two lowest specific items in survey results:

____________________________________________________

How I will use this information in outlining a measurement plan:

____________________________________________________

____________________________________________________

How I will involve my clients:

____________________________________________________

____________________________________________________

For further information and insights, survey interpretation, or tips for your measurement strategy, feel free to email Dr. Steve McIntosh, Tartan Consulting, contact us directly at (800)695-5730.

© Tartan Consulting, 2000 - 2012

Home | Assessment Tools | Assessment Centers | Surveys | High Performance Teams
Strategic MaHRketing Process | Executive and Leadership Development Process
HR Consultancy Assessment | HR Measurement Tool | Key-Factor Measurement
Book Review | Free Publications | Arbitration-Mediation | Southern Leadership Institute