EVALUATION PLAN
Dealing with the HR functions includes not just putting process, tools and techniques into action; it additionally involves executing a consistent change process. The wide ranges where HR may be assessed are (nationalvetcontent.edu.au, 2014):
- Do HR methodologies meet the business needs of the association
- Do HR methodologies meet all legitimate prerequisites, Industrial Awards and Work environment Agreements?
- Are HR procedures productive?
- Are HR procedures cost-effective?
The evaluation process can be divided into ways one is qualitative or quantitative evaluation. The qualitative evaluation process involves opinion from consultative groups, open-ended questionnaires for feedback, focus groups etc and the quantitative evaluation process involves analysis of the absenteeism reports, staff turnover reports, cost/benefit analysis of HR activities etc.
To improve the quality of HR services and find the issues that the organization is facing from the service, the E.L.Blue had decided to follow the qualitative evaluation process, as it is less time consuming and makes easier to understand the expectation and the satisfaction level easily. Through continuous discussion they find themselves able to stay in contact with our clients also have picked up profitable criticism on their services. This office has constantly esteemed exceptionally the commitment of the clients in the improvement of the services. As a feature of their dedication to give quality client mind they use standard customer surveys so as to learn whether they are accomplishing the greater part of the services measures set for JKL Industries and how JKL rate the services they give. These surveys incorporate client and Staff Surveys, yearly twice- candidate Surveys and yearly Selection Board Member. These overviews are unknown and led on-line keeping in mind the end goal to make it simpler for their clients to react and give input on their services. Taking after each one survey, an action plan is delivered with a specific end goal to address any issues distinguished.
The survey questionnaire can include following questions:
|
Communication |
Strongly |
Agree |
Neither |
Disagree |
Strongly |
| HR effectually communicates the changes if made in procedures and policies | |||||
| HR effectively responds to all the queries | |||||
| All the issues discussed and information are kept confidential | |||||
|
Customer Service |
Strongly |
Agree |
Neither |
Disagree |
Strongly |
| HR is meeting the needs of both the external and internal customers | |||||
| The HR works like a team of the organization | |||||
| HR has good understanding of the needs of the organization and also the customers | |||||
| HR offers seamless services | |||||
| HR follows the agreement effectively | |||||
|
HR Polices & Procedures |
Strongly |
Agree |
Neither |
Disagree |
Strongly |
| There is too much paperwork | |||||
| Drop Programs and HR reviews are inefficient | |||||
| HR procedures is reinforcing the culture and performance of the organization | |||||
|
New Hires & Recruitment |
Strongly |
Agree |
Neither |
Disagree |
Strongly |
| Currents procedures are providing the best talented candidates to the organization | |||||
| HR understands the efforts that is need to hire the best talent | |||||
| E.L.Blue is a employer’s choice | |||||
|
Training & Development |
Strongly |
Agree |
Neither |
Disagree |
Strongly |
| E.L.Blue is committed to improve the skills of the employees |
|
|
|
|
|
| Rate the your satisfaction with E.L.Blue HR Services |
Very Satisfied |
Somewhat Satisfied |
Neutral |
Somewhat Dissatisfied |
Very Dissatisfied |
| What should E.L.Blue be doing that they are not currently doing?
|
|||||
| What is E.L.Blue doing that they should not be doing?
|
|||||
| Other Comments
|
|||||
RECOMMENDATIONS
Since there is lot of complaints about the slow process, delay in the recruitment process and non-consistency in the performance management programme. It is also noted that there is inflexibility in the benefits and remuneration strategy due to which the service managers are unable to attract the best truck mechanism and even the clients are complaining that the HR team is not responding properly to their inquiries. Thus the following strategies recommended below would help to deliver valuable results (Siop.org, 2014; Orwin, 2009):
- Adoption of HRIS would help to seek advice on how to effectively carry out the HR activities. HRIS would enhance the capacity to scatter data, give expanded levels of valuable information and the information created from the HRIS increase the coordination between the HR division and top authorities of the organization.
- Developing a consultative model would help to treat their internal customers as clients and take the satisfaction rate for success.
- To bring the business perspective in HR and vice-versa and again rotate line managers with HR functions would help to understand the HR value and this will help the managers to become proficient in the HR areas.
- Training is the procurement of a quality service for customers. Accordingly awareness raising sessions related to Customer Service should be given to staff.
REFERENCES
nationalvetcontent.edu.au,. (2014). Evaluate and improve HR processes and tools. Retrieved 21 November 2014, from https://nationalvetcontent.edu.au/alfresco/d/d/workspace/SpacesStore/82eb3331-0e36-415d-9cdc-66e7e67dfc11/506/lo/2002_329_006/documents/2002_329_006_reading.pdf
Orwin, T. (2009). IMPROVING HUMAN RESOURCE MANAGEMENT SERVICES DELIVERY THROUGH INFORMATION TECHNOLOGY: A CASE OF SELECTED ORGANISATIONS. mubs.ac.ug. Retrieved 21 November 2014, from http://www.mubs.ac.ug/docs/masters/mhrm/Improving%20Human%20Resource%20Management%20services%20delivery%20through%20information%20technology.pdf
Siop.org,. (2014). Work in the 21st Century: The Changing Role of Human Resources Jan 98. Retrieved 21 November 2014, from http://www.siop.org/tip/backissues/tipjan98/may.aspx
