alignment company and hr strategies _ questionaiare

7/29/2019 Alignment Company and HR Strategies _ Questionaiare

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Interplay: International personnel policies and successfulimplementation of corporate strategy?

Welcome to International Dynamics (ID) Benchmark 2013

What is the "weather situation" in terms of International Dynamics? We understandwhat it is by the efficient interaction and interplay of the key factors for success ininternational business.

Continuing our offer "tailor-made" for your needs, we invite you to this topic.

We have already found in our 2009 study "Management & Leadership Across theBo(a)rd", that often in international business, "soft skills" are viewed as a luxuryproblem. Has that changed? And if so, what is needed for a more successful "dance"on the international stage? We need your experience but also ideas and wishes for thefuture.

For this reason we invite you to participate in our follow-up study: InternationalDynamics 2013

The survey is aimed at all managers in the company, those who have importantcontrol functions in International Business: from recruitment, personnel management,

organizational development, department management, management of internationalprojects to general management.

We would be delighted if we could include your experiences and perspectives, whichare anonymous, of course. And we are happy to make the overall results available!

We are at your disposal for any questions. If you have already participated in thesurvey, we ask you to excuse this message. This study shall be completed on February28, 2013.

Thank you for your support! We look forward to working together will quickly provide -if you wish - the results when are available.

Wietasch & PartnersExperts for International Dynamicsbarbara.wietasch @ aon.at


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Welcome to theInternational Dynamics (ID) Benchmark 2013!

This survey is to be completed in our survey tool

https://de.surveymonkey.com/s/FQCBSBR. It takes about 10 minutes to answer the

questions. In 2009 WIETASCH & Partner implementeda survey on the issue of

Management & Leadership Across the Boardand we would like to evaluate the status quo of international personnel work again thisyear.

Obviously, the survey is anonymous and no data are passed on to third parties orpublished without your consent.

We are pleased about your active support!

Barbara Wietasch

Expert for International Dynamics

1. Does your human resources department have a written HR strategy whichis connected to the international Company Strategy?

Yes Partly No

2. How do you organize your company and consequently the human

resources department? Centralized (Headquarters determine all processes)

Decentralized (Country organization is self-determined)

Both - centralized as well as decentralized in different specifications

3. Does the HR (human resources) department participate in the

development of the corporate strategy? Yes Partly No
https://de.surveymonkey.com/s/FQCBSBRhttps://de.surveymonkey.com/s/FQCBSBR


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4. Does management as well as internal customers (in the country of originand abroad) know about the HR management services?

Yes Partly No


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5. Which communication channels are used within the company? Multipleanswers possible!

E-mails Telephone calls Intranet Face to face / presence meetings Events Employee magazines Information boards Posters/Folders Others (pleaseindicate)_________________________________________________________

6. How do you manage language differences? Multiple answers possible!

Everyone speaks the corporate language (e.g. German) All communication channels use both languages (corporate language andEnglish, English and

national language)

Everyone speaks English Interpreters for the most important languages spoken in the Company Visualized workflows or multilingual machine labelling Others (pleaseindicate)___________________________________________________________

7. How do you handle cultural differences? Diversity-Management

Everyone follows the main Corporate culture (values, philosophy, language)


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Via Management - Leadership and Employee Programs on interculturalsensitivity

Each culture has its place, is respected and integrated (religion, young & old,gender, different nationalities) How does Corporate communications and/or the HR department givesupport?

Others (please indicate) ________________________


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8. What do you consider to be the strategic focuses within the InternationalHuman Resource Responsibilities for the next two years? Multipleanswers possible!

Development of an international communications strategy Internationalization of the workflows and processes to improve efficiency Internationalization of the HR-instruments (e. g. employee surveys,Management by Objectives,

Appraisal Systems, Retention-Systems, )

Recruiting in different Countries (How to recognize different Qualifications,Academic degrees)

Outsourcing of company support processes (payroll , accounting procedures) International leadership/talent development International job rotation Employer branding Others (please indicate)_____________________________________________

9. In what area does your HR Department give the utmost performance forforeign markets?

Expatriation Recruiting Human resources management systems Consulting within legal affairs Contact to local Personnel Consultants Presence within the respective/different countries Others (please indicate)_______________________________________________

10.How important are the international HR KPIs (Key PerformanceIndicators) for corporate management? (fluctuation, employee surveys,absenteeism rates, diversity mix, etc.)

Are not reviewed at all Are reviewed and evaluated periodically in an international context


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Are reviewed and applied for strategic decisions Are reviewed, applied for strategic decisions and translated into action plans No comments possible


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11.How important do you consider an International Human ResourceManagement System to be and how do you put this in practice? Multipleanswers possible!

Harmonised and centralisedapproach (guidelines are specified worldwide forthe local HR work) Adjustments to regional conditions (high degree of autonomy) Each region has its own system (possibly there are recently purchasedcorporate units)

Strategic HR processes, e.g. talent management, that are defined worldwide Development of a uniform pool of young management talents and topmanagement for international assignments

12.International HR portfolio/Cluster (multiple answers possible) inworldwide deployment

Strategy and principle International projects including control systems HR controlling Recruitment and selection of personnel Employee development incl. talent management Education (apprentices, lateral entrants or career break returners) Compensations & benefits Consultancy and development of the employees and managers (personnelevaluation,

trainings, coachings, integrations & welcome culture, etc.) Employment abroad selecting and supporting Support of the expatriates as well as return programmes Labour law Personnel administration Salary statement Occupational pension schemes Time Management, Time Keeping, etc. HR-IT (talent programs, qualifications, fluctuation)


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Internal communication (employee magazines, intranet, corporate socialresponsibility)

Employer branding Others (please indicate)___________________________________________________

13.HR role models: How is the international HR work percieved by internalcustomers - executives, managers, expatriate managers, etc.? Rate from1 to 5 (1 is the highest-best)

What is the competence level of HR business partners? (self or external

assessments)

Verycompetent

Competent

Partly Less competent Not competent

Do the HR business partners regularly attend management meetings?

Very often Often Sometimes

Seldom Never

Are there mandatory trainings for HR business partners, referring to thecompany's business?

Very often Often Sometimes

Seldom Never

What is the satisfaction level of international management with the HR businesspartner?

Very satisfied Satisfied Partly Less satisfied Not satisfied

What is the satisfaction level of the national organizations with the HR businesspartner?

Very satisfied Satisfied Partly Less satisfied Not satisfied

One final question: Suppose you had all the money in the world for HR, ie no limits onthe corporate or on the HR budget. What would you still need as CEO, HR or personnelmanager in International HR Management. Imagine, if you had 3 free wishes:............

Please list all of the HR tools, processes, IT systems, methods that can help youbecome an even better international business partner in your company:

..

.


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General questions Please answer

In what industry is your company mainly active?financial services sectorpublic administrationenergy / oil / gasIT and telecommunications industrytradeserviceshealthcaremanufacturing industryconsumer goods industryreal estate and constructionlogistics and transportother ________________________________________

How many employees work at your company? Approx. _______________________

How many overseas locations or locations in different countries does your company have?__________

Which foreign policies does your company have? Multiple answers are possible!exportsales officesproductionoutsourcingother___________________

In what capacity do you work at your company?Board / ManagementHead of Personnel / Human Resources (HR)International Team-/Project LeaderForeign Managersother_________________________________________

I'm interested in the overall results of the survey. Please send me the report:e-mail address ________________________________________________________________

Name: _______________________________ Surname: ________________________________

Company: __________________________ E-mail address: ______________________________

All submitted and not anonymous responses participate in the draw for 3 books by BarbaraWietasch, International Consultant:

Global Management: A Dance with the Icebergs. Coping in Foreign Worlds. Whyinternational etiquette doesnt bring you any further! (Author: Barbara Wietasch, 2012Linde Publishing House)Thank you for your support!


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alignment company and hr strategies _ questionaiare

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