You are on page 1of 8

Appendix A: Questionnaire

Compet itive Int ensity (Please type ‘a’ in the option field, it will convert to ‘’)
Please indicate the extent to which you agree with the following statements. Strongly disagree Competition in our industry is cutthroat Anything that one competitor can offer, others can match easily Price competition is a hallmark of our industry One hears of a new competitive move almost every day Disagree Neutral Agree Strongly agree

Organization’s Age
How long has the organization for which you are working existed to date (in years)?

Organization’s Structure
Please indicate the extent to which you agree with the following statements. Strongly disagree Employees receive training to perform multiple tasks The organizational structure is relatively There are few levels in the organizational hierarchy Even small matters have to be referred to someone higher up for a final answer Hardly any action can be taken until a supervisor approves a decision Employees in this organization learn how to perform a variety of tasks Employees in this organization are cross-trained so that they can fill in for others if necessary Disagree Neutral Agree strongly agree

flat

Organization’s Size
How many employees does your organization employed?

Organization’s Strategy
Please indicate the extent to which you agree with the following statements. Strongly Disagree Neutral disagree My organization is innovative in the way products/services are delivered My organization offers a wide variety of products/services My organization is a diverse group My organization is innovative in terms of the number of new products/services offered My organization is innovative in terms of the novelty of new products/services offered My organization allots a large amount of resources to marketing Agree Strongly agree

Degr ee of Application of HR Analytics
Please indicate. In my organization HR analytics fulfills the need of providing... Yes Basic HR reporting (e.g., data from ERP and HCM systems such as turnover and employee satisfaction) HR value-added metrics (e.g., insight in performance ratings and recruitment process effectiveness) Integrated talent management metrics (e.g., combined information such as percentage of higher performers retention) HR business driver analytics (e.g., business impact of HR measures such as impact of employee turnover on financial performance) No

Please indicate. In my organization there is a team or function dedicated to HR analytics... On an ad-hoc basis Once per period (e.g., week, month, quarter, ear) Part-time Full-time

Please indicate which statistical methodologies are applied in order to carry out HR analytics. Yes Basic univariate statistics (mean, median, mode, percentiles, standard deviation, etc.) Advanced univariate statistics (correlation, skewness, differences in means, distribution of a variable, etc.) Basic multivariate statistics (ANOVA, factor analysis, regression, logit/probit, survival/hazard analysis, etc.) Advanced multivariate statistics (structural equations, fixed-effects models, maximum likelihood models, etc., used for testing direct and indirect effects of variables on one another) No

Please indicate which data are collected by the HR department in your organization. Yes Workforce statistics (e.g., gender, age, absenteeism, job type, ethnic origin) Measures of people's skills/values (e.g., index of key qualities such as experience, knowledge and skills, competencies and attitudes, values, potential, performance, employee engagement) Financial ratios relating to people and productivity (e.g., sales/head or revenues-costs) Measures of efficiency and effectiveness of the HR function (e.g., cost ratios, rates of participation, efficiency and effectiveness of processes such as appraisal, recruitment, succession planning and training) No

Appendix B: Interview

Introduction
1)Could you please tell me something about your current position in the organization? (Function & tasks)

2)What exactly is your interference with HR analytics?

3)How long do you work with HR analytics?

4)How would you define HR analytics?

HR Analytics-Process
5) Why has your organization started applying HR analytics? Did the rising interest in HR analytics in general, and/or the application of HR analytics by competitors, influence this decision?

6)Why does(n’t) your organization apply HR analytics?

7)

How is your organization fulfilling the objectives of HR analytics? (Which data,

metrics, methodologies and analytical software are applied and how are they applied). Describe the approach to generate HR analytics per HR subject/service area.

8)

Who is involved in the execution of HR analytics in your organization? Is there a team

or function dedicated to HR analytics?

9)

Who is interested in the results? (e.g., How are Finance and HR aligned? Do you see

HR- silo’s in your organization?)

Evaluation Process
10)How is HR analytics influencing the business performance? What has been achieved by using HR analytics?

11) Are you satisfied with the impact of HR analytics in your organization? Are the objectives of HR analytics achieved? (Why not?)

12) How would you assess your maturity with regards to HR analytics (based on our model)?

13) What can be improved with respect to the application of HR analytics within your organization? How? What are your future plans to improve HR analytics?

14) What are the barriers for improving HR analytics in your organization? Does a lack of financial resources restrict the application of HR analytics in your organization? How?

15) In our study we expect to find a positive relationship between the financial health of an organization and the application of HR analytics. This can either is due to HR analytics increases organizational performance, and thus financial health, or due to the larger possibilities in healthy financial organizations to start up an HR analytical approach. How would you relate this relationship to your organization?

16) Can you identify do’s (your ‘best practices’) for the process of design/implementation/use of HR analytics?

17) Can you identify don’ts (your ‘lessons learned’) for the process of design/implementation/use of HR analytics?