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CVHN On-line Needs Assessment Survey

CENTRAL VIRGINIA HEALTH NETWORK
0%
 
 
Greetings:

Thank you for participating in the Strategic Human Resources study. The purpose of this assessment is to obtain your feedback regarding the importance of HR practices to CVHN in support of our business goals.

Your individual survey responses will be anonymous. Data from this research will be reported only in the aggregate. If you have questions at any time about the survey or the procedures, you may contact Shelley Seibert at 804-754-8330 or by email at [email protected].

If you would like to start and then continue the survey later, please select the save page and continue later button, and your session identification number will be sent to your email address so that you can continue the survey later. Otherwise, select the continue button to save your answers and proceed through the survey. Please note: You will not be able to go back and edit your responses once you select continue.

You may begin the survey now by clicking on the Continue button below.
 
 
1. Please evaluate the following areas of Human Resources in terms of the effectiveness with which support is currently provided.
Not Effective Somewhat Effective Effective Very Effective No Opinion
* Recruitment and Selection
* Employee Relations
* Strategic HR Services, Culture, Work Environment & Employee Engagement
* Compensation/Salary Administration
* Employee Evaluation & Performance Management
* Training & Organizational Development
* HR Administration
 
 
 
* 2. What percentage of time are you spending overall on HR issues that keep you from attending to your regular responsibilities?
 
0-5%
 
5-15%
 
15-25%
 
More than 25%
 
 
3. Please evaluate the following areas of Human Resources in terms of the amount of time you currently spend attending to related issues for your staff.
No Time Some Time A good amount of time A lot of time No Opinion
* Recruitment and Selection
* Employee Relations
* Strategic HR Services, Culture, Work Environment & Employee Engagement
* Compensation/Salary Administration
* Employee Evaluation & Performance Management
* Training & Organizational Development
* HR Administration
 
 
 
4. Looking forward to the next 12-18 months, please indicate the anticipated level of importance for each HR function in support of CVHN's business strategy.
 
Recruitment & Selection
Not Important Somewhat Important Important Very Important No Opinion
* Management Interviewing Skills Training
* Candidate Assessment Tools
* Selection Process
* Crafting Complex Offers
* Sourcing Qualified Candidates
* Candidate Evaluation
* Background/reference checks
 
 
Employee Relations
Not Important Somewhat Important Important Very Important No Opinion
* Employee handbook, policies & procedures
* State/Federal Labor Law Compliance
* Progressive Discipline
* Employee Counseling
* Harassment issues
* Manager counseling
 
 
Strategic HR Services, Culture, Work Environment & Employee Engagement
Not Important Somewhat Important Important Very Important No Opinion
* HR/Organizational Planning
* Strategic HR Consulting
* Employee Engagement / Motivation
* Employee Communication
* Employer of Choice initiatives
* Work environment/working conditions
 
 
Compensation/Salary Administration
Not Important Somewhat Important Important Very Important No Opinion
* Determining Salary Ranges
* Developing Job Descriptions
* Tying Pay to Performance
* Incentive Plans
* Executive Compensation Programs
* Non-financial Employee Rewards/Recognition
 
 
Employee Evaluation & Performance Management
Not Important Somewhat Important Important Very Important No Opinion
* Performance management
* Goal-setting
* Completion of and timely evaluations
* Employee and manager coaching
* Promotional opportunities
* Reward/Recognition
 
 
Training and Organizational Development
Not Important Somewhat Important Important Very Important No Opinion
* HR Compliance Training
* Training Needs Analysis
* Supervisory Training
* Leadership Development
 
 
HR Administration
Not Important Somewhat Important Important Very Important No Opinion
* HR information database
* Personnel Files
* HR Record Keeping
* Benefits Administration
* Termination Processing
* New Hire Processing/Orientation
* Applicant Tracking System
* Exit Interviews
 
 
 
* 5. With regards to HR, what are your top 3 areas of concern?
Recruitment & Selection
Employee Relations
Strategic HR Services, Culture, Work Environment & Employee Engagement
Compensation/Salary Administration
Employee Evaluation & Performance Management
Training & Organizational Development
HR Administration
 
 
 
* 6. With regards to HR, what do you believe are your employees' top 3 areas of concern?
Recruitment & Selection
Employee Relations
Strategic HR Services, Culture, Work Environment & Employee Engagement
Compensation/Salary Administration
Employee Evaluation & Performance Management
Training & Organizational Development
HR Administration
 
 
 
* 7. When you are not sure how to handle an employee HR question/issue/concern, to whom do you turn or what do you do?
   
 
 
 
* 8. How could a Human Resources department help you become more effective in your job over the next 12-18 months?
   
 
 
 
* 9. What is your growth plan or strategy for your department/unit over the next 12-18 months?
   
 
 
 
* 10. What primary role does HR currently have?
 
Strategic
 
Tactical
 
Administrative
 
 
 
* 11. What primary role should HR have in the future?
 
Strategic
 
Tactical
 
Administrative
 
 
Please select all that apply.
* 12. How is company information currently communicated to employees?
 
Staff meeting
 
Email
 
Newsletter
 
Other
 

 
 
 
* 13. How effective is your current employee communication?
 
Excellent
 
Good
 
Fair
 
Poor
 
 
 
* 14. How important is "employment branding" to your company?
 
High
 
Medium
 
Low
 
N/A
 
Unsure
 
 
15. What primary role do you envision HR playing in:
Lead Implement Follow N/A Unsure
* Change Management
* Organizational Design
* Employee Retention
* Mergers and Acquisitions
 
 
Please check all that apply.
* 16. I believe the HR department should be staffed to include the following positions:
 
VP of HR (strategic role)
 
Director of HR (operations focused)
 
Business Line Partner (single point of contact for a dept.)
 
Employee Relations Specialist
 
Recruiter
 
Benefits Administrator
 
General HR Administrator
 
Other
 

 
 
Comments:
   
 
 
 
17. What other information would be important for us to know regarding your company's HR needs that we haven't asked?
   
 
Please contact [email protected] if you have any questions regarding this survey.
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