STRATEGIC HUMAN RESOURCE MANAGEMENT METHODS ASSESSMENT

Name of Group:

Name of Company:
Name of Employee:
Position:
Date of Diagnostic Survey:

Survey Overview

For The Learners

As future managers, students must be able to identify effective and strategic HRM practices and how it
is integral to the achievement of business goals and strategies. Through understanding and learn by
doing approach through this exercise the students would be able to view real-world settings.

For the “Client” Company Partner

The HRM strategies enumerated in the survey are some of the major competitive approaches in HRM to
help companies meet the challenges they face today. This activity is intended to explore the strategy
formulation of the client company and review how the organization take a more proactive and strategic
approaches in relation to the management of its human capital.

How to use the checklist:

1. The HR officer may fill out the form, if company does not have an appointed HR, the
acting general administrator or manager/owner.
2. Best if students are the one asking the criteria and to fill out the form. Students must
be able to ask follow-up questions per criteria to gather data for their analysis and
paper development.
3. Write YES, if the process / program is existing in the organization, write NO, if not.  
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I. STRATEGIC HUMAN RESOURCE MANAGEMENT FUNCTIONS

STRATEGIC HRM PLANNING

Overview: Organization assess its present and future manpower needs and compare with
present resources and future predicted resources.

1. _____ Management has conceived a strategic over-all yearly business plan and
clearly communicated them to the employees; management articulates and links
the plan with the HR department’s plan.
2. _____ The company has an appointed HR department with sub-units / persons assigned
that handles day-to-day administration and other functions such as recruitment,
compensation and benefits, employee performance evaluation, training, etc.
3. _____ HR creates short- and long-term manpower forecasting plan. Determine how many will
the company need in 3 months from now, or 6 months or 1 year.
 4. _____ HR assess employees’ skills level and has an inventory system for each employee
to determine the over or lack of skills (Ex. Skill gap matrix, job descriptions,
employee competencies and development records)
5. _____ HR involves department managers/supervisors in decision-making, they act as
coordinators in relation to the design and implementation of the organization’s
HR programs / activities.
6. _____ The organization had an established method to measure the effectiveness of HR
strategies through metrics and analytics. (KPI, engagement rate, turnover rate,
training effectiveness, HR tech adaptation rate, cost per hire, etc)
7. _____ HR designed a detailed steps for managers to take to motivate and retain the
talents currently available. (job design – rotation, enlargement, transfer)

RECRUITMENT AND SELECTION

Overview: Process carried on identifying and attracting potential candidates. The goal is not to generate
large number of applicants (who are unqualified) but to reach those who matches the organization’s
needs in terms of skills, knowledge and characteristics.

1. _____ Have comprehensive and documented job descriptions and duties if not all, for
key positions and have consulted line managers of the job tasks and the skill sets
needed for the positions.
2. _____ Have techniques to aid selection judgment: aptitude tests, general intelligence
tests, technical ability tests. For senior positions: Managing groups, leadership
and communication skills, problem solving skills.
3. _____ Developed clear employer brand that set the company apart from other
companies and show candidates why they should work for you; are reflected in
the recruitment job posts (job boards, posters, social media announcements).
4. _____ HR finds good candidates from non-traditional strategic sources like social
Media, job boards, text or mobile recruiting, video interview, event recruitment.
5. _____ Have a digitized HR recruitment processes, any of application tracking system
(Ex. Manatal, Oracle, RecruitFlow), onboarding software, recruitment chatbots,
website career tabs, social media dedicated for recruitment activities.

EMPLOYEE ASSESSMENT AND EVALUATION

Overview: Review, assess and evaluate workforce performance to recognize and reward high
performers and motivate low performers, identify training needs, assess who to promote,
demote, move or fire.
 
1. _____ Collaborate and involve line managers in the design of the evaluation tool
containing job tasks and standards, attitudes and behaviors to be evaluated.
2. _____ Tracks employee performance continuously with respect, empowers regular
two-way feedbacks and conducts daily or regular informal work assessments.
3. _____ Orients manager on how to conduct systematic change management sessions
with employees, managers discuss with the employee results of the evaluation
and conducts collaborative action plan to help employees develop and align their
 KPIs with the organization’s goals and strategies.
4. _____ Reward employees and incentivize performance. Linking individual/group
accomplishments to a tangible reward/compensation element.
5. _____ Integrate learning and development (L&D) programs with the evaluation results;
Integrated activities for upskilling to perform better in existing roles or reskilling
to take on new roles in the organization and fill the skills gap.
6. _____ Integrates multiple layers of data to gain insights to offer 360-degree employee
performance view (Ex. quality & quantity of work, job completion, attendance,
customer claims and satisfaction report, offense and incidents, contributions to
the team/unit, peer and customer evaluations).

TRAINING AND DEVELOPMENT

Overview: Training is an approach to systematically develop the attitude, knowledge, skill
pattern required by a person to perform a given task or job adequately, Development is the
growth of the individual in terms of ability, understanding and awareness.
 
1. _____ Regularly conducts training needs assessment by considering organization’s
strategies and determine if performance deficiencies are from lack of knowledge,
skills or due to poor work designs.
2. _____ Managers ensure employees’ readiness for training by assessing desire, energy
and focus to learn from training by aligning career interest and personal goals,
and consequences of training, .
3. _____ Training program provides learning environment: purpose or objectives of
training are explained to the employee; ensures that training contents are
meaningful to the learners’ development.
4. _____ Knowledge, skills and behaviors learned in training are applied on-the-job;
managers support employees use of training when they return to work.
5. _____ Apply a variety of training methods which may include any two or more:
instructor-led classroom, online training, blended learning, webinars, hands-on
training, virtual reality simulations, gamification.
6. _____ Conducts reviews of training outcomes to determine its effectiveness by
measuring knowledge and skills acquired, change in attitude, level of motivation
productivity improvements, return on investments, or profitability.

COMPENSATION AND BENEFIT

Overview: Encompasses not only compensation and benefits but also personal and professional
growth opportunities and a motivating work environment.

COMPENSATION DIMENSIONS

1. _____ Have wages and salary structures based on the hierarchy of jobs.
2. _____ Performance pay based on documented employee performance rating.
3. _____ Skill base-pay based on specialization or technical abilities for new hires.
4. _____ Seniority pay based on length of services in the job position or profession.
 5. _____ Longevity Pay based on duration of employment in the company.
6. _____ Incentives, gain sharing, other form of compensations not mentioned.

KEY PREFERED BENEFITS

1. _____ Have a health maintenance organization (HMO) program for your

employees? HMO Is a health and welfare payment for injuries and illness
both on and off the job.
2. _____ Additional paid time off payment for vacation time or excused days from
work on top of the five (5) days government mandated personal leaves.
3. _____ Additional fringe benefits such as : cash compensations or additional
allowances/bonuses/incentives, free meals, transportation services, etc.

II. ELEMENTS OF BUILDING STRONG EMPLOYER-EMPLOYE RELATIONSHIP

EMPLOYEE PARTICIPATION
Overview: Refers to work structure and processes that allow employees to systematically give
their input into decisions that affect their own work.

1._____ Allows employees to contribute to policy and decision making in relation to any:
a. _____ Working conditions (work hours, WFH set-up, shifting, rotations)
c. _____ Company policies creation or change
d._____ Reward system – preference consensus
e._____ tasks processes improvement
f. _____ innovation in the workplace / unit
2._____Have a formal continuous improvement program such as training on quality control
And/or productivity improvement program (PIP), 5S Good Housekeeping, TQM,
LEAN management, SIXSIGMA.
3._____Have established an open communication between higher and lower management
and shop floor (employees). Example, employees can directly approach his/her
manager / supervisor to openly discuss issues without fear.

EMPLOYEE DISCIPLINE SYSTEM

Overview: Refers to rules and regulations regarding prescribed employee norms, prohibited
actions, consequences for misbehavior, administrative process for discipline, in addition to
preventive and proactive measures to prevent or lessen conflict between and among the
personnel and to foster a culture of lawful compliance.

1. _____ Have a  manual for employee conduct or rules and regulations as to

personnel behavior and actions, including consequences for violation of company
directives. The manual is discussed during onboarding, or a copy given.
2. _____ Have a documented policies in the conduct administrative hearing for violation of
company rules or policies. 
3. _____ Have a documented policies for mediation to resolve disagreement/ conflict.
 4. _____ Have policy procedures wherein a subordinate can complain against abuse or
violation of rules committed by superior.

EMPLOYEE TERMINATION AND RETIREMENT

Overview: Follow the proper termination procedures mandated by DOLE to avoid litigations.
 
1. _____ Follows DOLE’s policies when terminating employees for misconduct.
2. _____ Have a structured method when terminating employees for poor performance.
3. _____ Conducts exit interviews when an employee decides to leave the company.
4. _____ Have a succession plan for those who are expected to leave or retire.  
5. _____ Attrition prediction. HR develops indicators to determine if the employees intend
to leave the company before they do so, therefore allowing to prepare a plan for
replacement.

OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION

Overview: Ensure that the workplace is free from hazards and develop safety programs to
reduce physical injuries and mental health concerns.

1. _____ Conducts investigation and submits report on accidents and near-miss incidents
to identify their causes and means for prevention.
2. _____ Conducts analysis of past injuries, illness trends, baseline identification of
potential work hazards over extended periods to identify patters with common
causes and to prevent future incidents.
3. _____ Have a health facility like clinic, emergency station, lactation room for women.
4. _____ Have Occupational Safety and Health Administration (OSHA) committee or unit,
members with proper training certifications from DOLE or private consultants
5. _____ Have workplace health promotions and wellbeing programs, e.g., activities that
promotes health behaviors like tobacco free facilities, diet and exercise, sports
activities mental health programs.