HR DEPARTMENT ORGANIZATION QUESTIONNAIRE

SOAL SELIDIK JABATAN HR ORGANISASI

The Human Resources Department is structured, organized and equipped to

provide overall strategy, direction and effective management of the organizations
human resources function to accomplish organizational objectives.
Jabatan Sumber Manusia distrukturkan, teratur dan dilengkapi untuk menyediakan
strategi keseluruhan, arahan dan pengurusan yang berkesan fungsi sumber manusia
organisasi untuk mencapai objektif organisasi.

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?
Adakah terdapat satu jabatan atau fungsi di dalam organisasi yang
bertanggungjawab dan bertanggungjawab untuk merancang, membina,
mengawasi dan menyelaras semua sumber manusia polisi, sistem dan
perkhidmatan untuk semua 11 kategori utama?

2. Does the human resources manager participate in addressing the

organizations strategic, tactical and policy issues?
Adakah pengurus sumber manusia mengambil bahagian dalam menangani isuisu strategik, taktikal dan dasar organisasi?

3. Does the human resources manager integrate all HR activities with the
organizations strategic business plan?
Adakah pengurus sumber manusia mengintegrasikan semua aktiviti HR dengan
pelan perniagaan strategik organisasi?

4. Does the Human Resources department demonstrate a clear

understanding of organizational and customer needs?
Adakah jabatan Sumber Manusia menunjukkan pemahaman yang jelas
mengenai keperluan organisasi dan pelanggan?

5. Are HR services and functions aligned and prioritized to organizational

and customer needs?
Adakah perkhidmatan Sumber Manusia dan fungsi sejajar dan keutamaan
dengan keperluan organisasi dan pelanggan?

6. 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?)
Adakah jabatan Sumber Manusia mengambil memimpin dalam berusaha untuk
kuasa yang lebih perkasa dan penyertaan kerja (peningkatan produktiviti,
pengurangan kos, peningkatan kualiti dan peningkatan kualiti program
kehidupan kerja?)

7. Do all HR personnel understand their respective roles and relationships to

others in the department?
Adakah semua kakitangan HR memahami peranan dan hubungan masingmasing kepada orang lain dalam jabatan?

8. Are department personnel cross-trained to perform duties outside their

major areas of responsibility?
kakitangan jabatan Are merentas dilatih untuk melaksanakan tugas-tugas di luar
bidang utama tanggungjawab mereka?

9. Do they work on team and department task force projects?

Adakah mereka bekerja dalam projek pasukan dan jabatan pasukan
petugas?
10. Does the department staff work well as a team?
Adakah kerja-kerja kakitangan jabatan baik sebagai satu pasukan?

11. Are department personnel provided adequate training and professional

development to meet organizational challenges and demands?
kakitangan jabatan Are menyediakan latihan yang mencukupi dan pembangunan
profesional untuk memenuhi cabaran organisasi dan tuntutan?

12. Are human resources staffs compensated according to market standards?

Adakah kakitangan sumber manusia pampasan mengikut piawaian pasaran?

13. Are they compensated based on comparable positions within the

organization?
Adakah mereka pampasan berdasarkan kedudukan setanding dalam
organisasi?

14. How many employees are in the Human Resources department?

Berapa banyak pekerja di jabatan Sumber Manusia?

15. Does the organization make plans for ensuring that HRs future needs are
met?
Adakah organisasi membuat perancangan bagi memastikan keperluan masa
depan HR dipenuhi?

Recruitment and Selection Questionnaire

2

Pengambilan dan Pemilihan Soal Selidik

The process providing timely recruitment, selection and placement of high-quality

employees to satisfy the organization are staffing requirements.
Proses menyediakan pengambilan tepat pada masanya, pemilihan dan penempatan
pekerja yang berkualiti tinggi untuk memenuhi organisasi adalah perjawatan keperluan

1. Is there a policy in place stating the organizations philosophy on

recruitment and selection? Does the policy contain procedures to guide
managers through the recruitment and selection process and describe
how to get help?
Adakah terdapat dasar di tempat menyatakan falsafah organisasi pada
pengambilan dan pemilihan? Bolehkah polisi ini mengandungi prosedur
membimbing pengurus melalui proses pengambilan dan pemilihan dan
menerangkan bagaimana untuk mendapatkan bantuan?

2. Is there one position within the organization accountable for overseeing

and coordinating recruitment and placement?
Adakah terdapat satu kedudukan dalam bertanggungjawab organisasi untuk
menyelia dan menyelaras pengambilan dan penempatan?

RECRUITMENT
Pengambilan

3. Is there a formal process in place for identifying job vacancies?

Adakah terdapat proses formal untuk mengenal pasti jawatan kosong?

4. Is recruitment done proactively from a planning mode (i.e., projected

workforce plan) as well as reactively to immediate replacement and new
job openings? Is recruitment linked to human resources planning
(projected workforce requirements)?
Adakah pengambilan dilakukan secara proaktif dari mod perancangan (iaitu,
unjuran pelan tenaga kerja) dan juga reaktif kepada penggantian segera dan
peluang pekerjaan baru? Adakah pengambilan dikaitkan dengan sumber
manusia merancang (unjuran keperluan tenaga kerja)?

5. What kind of recruiting sources does your organization use and for what
positions:
Apakah jenis sumber pengambilan yang digunakan organisasi anda dan untuk
apa cara:

Newspaper sources? sumber akhbar?

Professional journals/periodicals? Profesional jurnal / majalah?
College recruiting? Rekrut Kolej?
Special events recruitment (e.g., job fairs and expos)? Khas
pengambilan peristiwa (contohnya, pameran pekerjaan dan ekspo)?

Community referral agencies (e.g., state employment and training

offices)? Agensi Komuniti rujukan (contohnya, pekerjaan negeri dan
pejabat latihan)?

"Quasi-search" methods (e.g., hourly rate paid to recruiting

professionals for targeting candidate sourcing or use of
professional candidate researchers)? Quasi-search" kaedah
(contohnya, kadar setiap jam dibayar kepada profesional merekrut untuk
mensasarkan sumber calon atau penggunaan penyelidik calon
profesional)?

Employee referral? Rujukan pekerja?

Internal computerized applicant database? Internal pangkalan data

pemohon berkomputer?

Professional networking (e.g., associations)? rangkaian Profesional

(cth, persatuan)?

Direct mail recruitment? Pengambilan terus dari email?

Personal networks (e.g., local competitors, customers, suppliers,

outplacement firms or industry research)? If so, please give
examples: Rangkaian peribadi (cth, pesaing, pelanggan, pembekal,
syarikat penempatan tempatan atau penyelidikan industri)? Jika ya, sila
berikan contoh:

6. Does your organization measure the effectiveness as well as the costs of

these recruiting sources?
Adakah organisasi anda mengukur keberkesanan serta kos sumber-sumber
merekrut?

SELECTION
PEMILIHAN

7. Has the organization examined or evaluated any of the following

alternatives to satisfying workforce requirements:
Mempunyai organisasi yang diperiksa atau dinilai mana-mana alternatif berikut
untuk memenuhi keperluan tenaga kerja:
Project or contract outsourcing? Projek atau kontrak penyumberan
luar?
Temporary placement? penempatan sementara?
Internal temporary placement pool? Internal kolam penempatan
sementara?
Part-time employment and job sharing? pekerjaan sambilan dan
perkongsian kerja?

Compensation Questionnaire
Soal Selidik pampasan

A system of evaluating jobs and compensating employees to ensure that the

organization attracts, retains and motivates employees to accomplish
organizational objectives.
Sistem menilai pekerjaan dan membayar pampasan kepada pekerja untuk memastikan
organisasi ini menarik, mengekalkan dan mendorong pekerja untuk mencapai objektif
organisasi.

1. Does the organization have a policy clearly stating its position on

employee compensation? Is this policy linked to the organizations
management philosophy on compensating employees, and does it
reinforce the values of the organization? Is the organizations
compensation philosophy clearly communicated to all employees? Is it
clearly supported and monitored by management?
Adakah organisasi mempunyai dasar yang jelas menyatakan kedudukannya
mengenai pampasan pekerja? Adakah dasar ini dikaitkan dengan falsafah
pengurusan organisasi pada pampasan pekerja, dan adakah ia mengukuhkan
nilai-nilai organisasi? Apakah falsafah pampasan organisasi dengan jelas
kepada semua pekerja? Adakah ia jelas disokong dan dipantau oleh pihak
pengurusan?

2. Is there one position within the organization accountable for overseeing

and coordinating all compensation-related activities (job evaluation, job
classifications, job descriptions, salary administration, performance
appraisal and compliance with all governmental pay regulations?
Adakah terdapat satu kedudukan dalam organisasi yang bertanggungjawab
untuk menyelia dan menyelaras semua aktiviti yang berkaitan dengan pampasan
(penilaian kerja, klasifikasi kerja, skop kerja, pentadbiran gaji, penilaian prestasi
dan mematuhi semua peraturan-peraturan gaji kerajaan?

3. Is your pay plan in agreement with the compensation philosophy of the

organization? Are pay ranges wide enough so as not to force vertical pay
growth? Are pay ranges wide enough and procedures available to reward
additional knowledge, skills, abilities and responsibilities and encourage
lateral career growth? Do the intervals between ranges clearly define the
differences in positions assigned to those pay ranges? Are pay differences
great enough to ensure that a subordinate is not paid more than his or her
supervisor, including overtime payments?
Adakah pelan gaji anda bersetuju dengan falsafah pampasan organisasi?
Adakah antara gaji cukup luas supaya tidak memaksa pertumbuhan gaji

menegak? Adakah julat gaji yang cukup luas dan prosedur yang ada untuk
memberi ganjaran tambahan pengetahuan, kemahiran, kebolehan dan
tanggungjawab dan menggalakkan pertumbuhan kerjaya sisi? Jangan selang
antara julat jelas menentukan perbezaan dalam kedudukan yang diberikan
kepada mereka yang membayar julat? Adakah perbezaan gaji yang cukup besar
untuk memastikan bahawa pekerja bawahan tidak dibayar lebih daripada
penyelia masing-masing, termasuk bayaran lebih masa?

4. Are all jobs classified using a consistent job analysis?

Adakah semua pekerjaan yang dikelaskan menggunakan analisis kerja yang
konsisten?

5. Are all job classifications reviewed for gender and minority equity? Are all
comparable jobs reviewed for possible evidence of uneven treatment for
females or minorities?
Adakah semua klasifikasi pekerjaan semula bagi jantina dan minoriti ekuiti?
Adakah semua pekerjaan setanding semula untuk bukti kemungkinan rawatan
yang tidak rata bagi wanita atau minoriti?

Employee Benefits Questionnaire

Manfaat Pekerja Soal Selidik

Programs by which employees receive non-cash compensation to ensure that

the organization attracts, retains and motivates employees to accomplish
organization objectives.
Program yang mana pekerja menerima pampasan bukan tunai untuk memastikan
bahawa organisasi ini menarik, mengekalkan dan mendorong pekerja untuk mencapai
organisasi objektif.

1. Does the organization have a clear policy regarding employee benefits?

Adakah organisasi mempunyai dasar yang jelas mengenai faedah pekerja?

2. Is there one position within the organization accountable for fairly and
consistently implementing employee benefit programs and ensuring
compliance with governmental regulations?
Adakah terdapat satu kedudukan dalam bertanggungjawab organisasi untuk
secara adil dan konsisten melaksanakan program manfaat kakitangan dan
memastikan pematuhan dengan peraturan kerajaan?

3. Is the organization current on competitive employee benefit practices,

such as childcare, flextime, job sharing, vacation/sick time, time-off
provisions and health plan alternatives?
Adakah organisasi semasa mengenai amalan manfaat pekerja berdaya saing,
seperti anak, kerja yang fleksibel, perkongsian kerja, percutian / masa sakit,
peruntukan masa-off dan alternatif pelan kesihatan?

Training and Development Questionnaire

Soal Selidik Latihan dan Perkembangan

Programs, processes and strategies that will enable organizations to develop and
improve their internal human resources in order to optimize their contributions to
organizational objectives.
Program, proses dan strategi yang akan membolehkan organisasi untuk
membangunkan dan meningkatkan sumber manusia dalaman mereka bagi
mengoptimumkan sumbangan mereka kepada objektif organisasi.
1. Is there a policy that states the organizations philosophy on employee

training and development?

Adakah terdapat dasar yang menyatakan falsafah organisasi latihan pekerja dan
pembangunan?
2. Is there a position within the organization accountable for overseeing and
coordinating training and development activities ?
Adakah terdapat kedudukan dalam organisasi yang bertanggungjawab untuk
menyelia dan menyelaras aktiviti latihan dan pembangunan?
3. Is there a process for assessing the organizations immediate training

needs and individual development needs?

Adakah terdapat proses untuk menilai keperluan latihan segera organisasi dan
keperluan pembangunan individu?

If yes, how is this assessment carried out? Jika ya, bagaimana

penilaian ini dijalankan?

How often is the assessment updated? Berapa kerapkah penilaian

dikemaskini?

Who participates in the assessment? Siapa yang mengambil

bahagian dalam penilaian?

4. Is there a process to assess the organizations future training needs?

Adakah terdapat proses untuk menilai keperluan latihan masa depan organisasi?

If yes, how is this assessment carried out? Jika ya, bagaimana

penilaian ini dijalankan?

Who participates? Siapa yang mengambil bahagian?
How far into the future are the needs projected? Bagaimana jauh ke
masa depan adalah unjuran keperluan?

5. Are job skills, knowledge and ability considered in assessing training

needs?
Adakah kemahiran kerja, pengetahuan dan keupayaan dipertimbangkan dalam
menilai keperluan latihan?

6. Are new technologies, processes, products, services, market changes and

community needs considered in assessing training needs?
Adakah baru teknologi, proses, produk, perkhidmatan, perubahan pasaran dan
masyarakat keperluan dipertimbangkan dalam menilai keperluan latihan?

7. Do all training and development programs have clear objectives (For

example, in a workshop on WordPerfect, a clear objective would be: At the
end of this training, participants will be able to use the Merge/Sort
feature.)?
Adakah semua program latihan dan pembangunan mempunyai objektif yang
jelas (Sebagai contoh, dalam satu bengkel mengenai WordPerfect, objektif yang
jelas akan menjadi:. Pada akhir latihan ini, para peserta akan dapat
menggunakan ciri Merge / Susun)?

8. Are the results of training programs monitored and evaluated?

Adakah keputusan program latihan dipantau dan dinilai?

9. Does your organization measure a return on investment in training?

Adakah organisasi anda mengukur pulangan ke atas pelaburan dalam latihan?

How do you know training is used back in the job? Bagaimana anda
tahu latihan digunakan kembali dalam kerja?

10. Are training and development needs reflected in the organizations

budget?
Adakah latihan dan keperluan pembangunan dicerminkan dalam bajet
organisasi?