Legend: 0 = Not sure/Not applicable, 1 = Never/Poor/Ineffective, 2 = Sometimes/Below average/Somewhat ineffective, 3 = Regularly/Average/Effective, 4 = Extensively/Good/Very effective PART C: QUANTITATIVE DIMENSION (To be completed by the human resource component) DESCRIPTOR VALUE INTERPRETATION HRM CAPACITY 1. Ratio of posts in the human The descriptor indicates the number of resource component: employees each HR employee supports in department’s total post the department. A ratio may indicate establishment that the HR function is overstaffed, whilst a higher ratio may indicate that a significant number of HR functions are outsourced and/or that the function’s structure and focus have changed to a more strategic one. Higher ratios may be tied to higher levels of professionalism in the HR function, the introduction of technology and HR as well as high HR skills levels in the department. Conversely, low ratios may indicate a lack of technology enablement, low HR skills levels in the department or low levels of professionalism in the HR function. Higher ratios are desirable but may also indicate that the HR function is understaffed or capacitated and therefore unable to contribute effectively to strategic issues 2. Ratio of human resource The descriptor indicates the extent to which practitioner posts: human the human resource component is occupied resource administrator posts with HR process and administrative related functions. A lower ratio indicates an even spread between process and core HR functions whilst a higher ratio may indicate a slant towards process matters. % The descriptor provides a broad indication 3. % of the human resource of the department’s investment level in component’s annual budget human resource management. It may be in relation to the total annual used to track and manage the investment budget of the department trend over time 4. Duration that resource A high value may point to recruitment and practitioners acted in higher retention problems as well as need to vacant posts during the past review the structuring and job design within days 12 months (Total number of the human resource component. It provides per workdays acted ÷ number of a broad, basic measure of any staffing work practitioner HR practitioners that acted) challenges in the component
Legend: 0 = Not sure/Not applicable, 1 = Never/Poor/Ineffective, 2 = Sometimes/Below average/Somewhat ineffective, 3 = Regularly/Average/Effective, 4 = Extensively/Good/Very effective PART C: QUANTITATIVE DIMENSION (To be completed by the human resource component) DESCRIPTOR VALUE INTERPRETATION HRM CAPACITY 1. Ratio of posts in the human resource component: department’s total post establishment The descriptor indicates the number of employees each HR employee supports in the department. A ratio may indicate that the HR function is overstaffed, whilst a higher ratio may indicate that a significant number of HR functions are outsourced and/or that the function’s structure and focus have changed to a more strategic one. Higher ratios may be tied to higher levels of professionalism in the HR function, the introduction of technology and HR as well as high HR skills levels in the department. Conversely, low ratios may indicate a lack of technology enablement, low HR skills levels in the department or low levels of professionalism in the HR function. Higher ratios are desirable but may also indicate that the HR function is understaffed or capacitated and therefore unable to contribute effectively to strategic issues 2. Ratio of human resource practitioner posts: human resource administrator posts The descriptor indicates the extent to which the human resource component is occupied with HR process and administrative related functions. A lower ratio indicates an even spread between process and core HR functions whilst a higher ratio may indicate a slant towards process matters. 3. % of the human resource component’s annual budget in relation to the total annual budget of the department % The descriptor provides a broad indication of the department’s investment level in human resource management. It may be used to track and manage the investment trend over time 4. Duration that resource practitioners acted in higher vacant posts during the past 12 months (Total number of workdays acted ÷ number of HR practitioners that acted) work days per practitioner A high value may point to recruitment and retention problems as well as need to review the structuring and job design within the human resource component. It provides a broad, basic measure of any staffing challenges in the component