HR DA - High Level Does you organisation have a Human resources mission statement (for example referring to how the organisation sees the HR function supporting the vision of the organisation and the value it places on attracting, developing and retaining quality staff)? Yes. We have a formal, well crafted HR Mission statement To a degree. We do have a fairly good idea of what HR needs to do to support the organisation in achieving its goals, but this is not in a formal mission/ vision statement No. We don't have an HR mission/ vision statement How strong is your HR Governance. For example are HR policies and processes (e.g. contracts of employment, disciplinary procedures, basic conditions of employment) aligned to the relevant legislation and do processes exist to ensure that policies are complied with? Very strong. Our policies and procedures are fully compliant with legislation and are designed to ensure ethical conduct at all levels of the organisation Strong. Our HR policies and procedures are We are compliant with all Have you a formal Strategic HR plan (e.g. covering areas such as succession planning and how HR will help drive the strategic objectives of the organisation)? Yes - it is very comprehensive and is aligned to our overall business/organisational strategy Yes, but is fairly limited (e.g. covering only a few critical areas such as succession planning) No. We do not have a formal strategic HR plan Does your organisation place a high priority on recruiting and retaining the right staff? Yes. We see the recruitment of the right staff as a top priority and make a great effort to ensure that we have the right policies and procedures to ensure that this happens. Largely yes. We do see the recruitment of the right staff as important and try to ensure that we have HR policies and procedures to make this happen. This area could be improved on. To a degree. We understand the importance of attracting the right staff, but probably don't have the policies and procedures to ensure that this happens. No. Not really. While it is important to attract the right staff, this area does not receive the attention it deserves and/ or we don't have the policies and procedures in place to ensure this happens. No. We don't treat the recruitment of the right staff as a priority, evidenced by our lack of policies and procedures to ensure that this happens. Are you aware of the legal issues surrounding staff and employment (e.g. the basic conditions of employment or employee rights)? Yes definitely. We take labour regulations seriously and place specific focus on HR policies, employment contracts, working conditions, workers rights etc. Yes. We focus on the general regulatory requirements but are lacking in many areas. Yes to a degree. We focus on the basics but have not concerned ourselves further. No, not at all. We have not concerned ourselves with these requirements. Have you identified the key/ critical roles (the roles that have a significant impact on the effectiveness) in your organisation? Absolutely. We have done a comprehensive review of the roles in our organisation and identified ALL the roles (in all departments and seniority levels). We have identified A NUMBER of the important/ crucial roles, but this was not across the entire organisation and was not really formally done. We have identified the OBVIOUS key/ critical roles (e.g. top leadership), but this was not properly done (not formalised in a document and very limited). No. We have never really done anything to identify the key roles in our organisation Do you have a formal succession plan, covering all critical roles in your organisation? Yes. We have identified all critical roles in our organisation and have formal succession plans in place to cover these critical roles. To a degree. We have identified some of the critical roles in our organisation and have plans in place to cover these roles. These plans are probably not detailed enough, and/ or don't cover enough roles. Not really. We have some succession plans in place, but these are limited and/ or are not formal. No. We don't have any succession plans. Who is responsible for the HR function? We have a dedicated HR manager who is very senior (e.g. a director or senior manager) Option 2 Do you have policies and procedures in place to identify the developmental (training and staff development) needs of your organisation? Option 1 Option 2 Do you have policies and procedures to ensure the health and safety of staff are considered? Yes definitely. The health, safety and well being of our staff are critically important to us and we have comprehensive occupational health services and employee well being plans in place. Yes. We have comprehensive policies and procedures but these are not well enforced. Yes to a degree. While we have policies and procedures these are limited and are mostly ignored. No not all. We have nothing formalised/have not focused on this area at all. HR Strategy_Score If you are human, leave this field blank. Submit
