Seek not
only to
provide
value for
money but
added value
Survey:  Human Resource Development (HRD) Adding Value
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 Your name:
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 No. of employees:
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 Company:
How is HRD valued and managed in your organization?
Take each of the following statements and give it a mark of 0 to 3 according to the
extent to which you agree or disagree with each.

0 = Disagree        1 = Unsure        2 = Agree        3 = Strongly Agree
Statement 1:
 The vision and goals for HRD are set at the very top.
Statement 2:
 HRD is seen to have a vital role to play in supporting and improving
employee's performance.
Statement 3:
 All HRD plans are business-focused, well understood, and effectively
implemented in the workplace.
Statement 4:
 All HRD plans to improve performance arise out of business goals
and targets and are regularly reviewed to take account of changes.
Statement 5:
 HRD makes a major contribution to the overall performance
management process.
Statement 6:
 HRD operations and resources are well managed.  That is, those
with HRD responsibilities are fully competent and have high
credibility in the workplace.
Statement 7:
 HRD staff are always looking for better and innovative ways of
designing and delivering training programmes and other learning
experiences.
Statement 8:
 All employees have a personal responsibility for the continuous
improvement of their performance and are expected to play an
active part in identifying their own HRD needs.
A score above 15 indicates that HRD operations to improve performance in your
organization are strongly led by the needs of the business, well aligned with business
goals, and well managed.

A score between 12 and 15 indicates that improvements must be made if HRD is to
make a powerful contribution to performance.

A score below 12 indicates that either the present state of HRD gives rise to serious
concern, or that there is inadequate information for assessment to be made about its
impact in the workplace; in either case urgent action is needed.


Source:  Harrison, R. (2000).  Employee Development (with some modifications made by Human
Resource Dynamics)
Copyright © 2007 Human Resource Dynamics.  All rights reserved.
This survey is ongoing so please particiapte if you manage the HRD function in your organization.