The HR Effectiveness Survey is an online assessment based on the results of the 2012 HRCS global HR competency research. This organization survey measures current HR competency performance, along with the importance of improvement on these HRCS competencies. The survey results can provide a powerful tool for HR leaders who are committed to identifying HR strengths and development opportunities to improve the contribution of HR to business results.
A full version of the HR Effectiveness Survey for your organization is available through The RBL Group.
Try a sample of the
HR Effectiveness Survey
HR Effectiveness Survey
Download a sample individual
HR Competency 360 Report
HR Competency 360 Report
For 25 years the Human Resource Competency Study (HRCS) has answered the question: "What knowledge and abilities are necessary for successful HR professionals?" Over 60,000 individuals have participated in the HRCS since inception, making this the largest global study on HR competencies ever completed.
Based on this research, the RBL Group has developed the HR Competency Assessment – an integrated toolset designed to accurately assess HR professionals and organizations against the largest global HR competency database in the world.
The HR Competency Study (HRCS) feedback surveys are available through the RBL Group as either a self-assessment, a 180 degree feedback survey (manager and self), or a 360 degree feedback survey (manager, self, HR colleagues or reports, line management colleagues or other stakeholders). For a sample of the individual 360 feedback report click below.
Based on this research, the RBL Group has developed the HR Competency Assessment – an integrated toolset designed to accurately assess HR professionals and organizations against the largest global HR competency database in the world.
The HR Competency Study (HRCS) feedback surveys are available through the RBL Group as either a self-assessment, a 180 degree feedback survey (manager and self), or a 360 degree feedback survey (manager, self, HR colleagues or reports, line management colleagues or other stakeholders). For a sample of the individual 360 feedback report click below.
HR Effectiveness Survey (Sample)
Instructions:
The items below provide a sample self-assessment version of the HR Effectiveness survey questions that the authors have created, based on the results of the 2012 HRCS global HR competency research. There are two ratings you are asked to provide. The first is your assessment of your current competence in this factor. The second is the importance of your improvement of this competency. Remember to answer as candidly as possible.
Ratings are 1 – 5, where 1=low and 5=high.
Business leaders build personal relationships with HR professionals. Effective HR professionals are credible activists. Credibility comes with HR professionals do what they promise, build personal relationships of trust, and can be relied on.
Credible Activist (Sample)
My current competence
Importance of improving my competence
Earning trust through results
Has track record of results
1
2
3
4
5
1
2
3
4
5
Demonstrates personal integrity and ethics
1
2
3
4
5
1
2
3
4
5
Influencing and relating to others
Works well with his or her management team
1
2
3
4
5
1
2
3
4
5
Communicates effectively
1
2
3
4
5
1
2
3
4
5
Improves through self-awareness
Takes apropriate risks
1
2
3
4
5
1
2
3
4
5
Seeks to learn from both successes and failures
1
2
3
4
5
1
2
3
4
5
Shaping your profession
Plays an active role in professional bodies
1
2
3
4
5
1
2
3
4
5
Invests in developing the HR function
1
2
3
4
5
1
2
3
4
5
An effective HR professional creates an effective and strong organization. Organization is not structure or process; it is a distinct set of capabilities. Capability represents what the organization is good at and known for.
Capability Builder (Sample)
My current competence
Importance of improving my competence
Auditing organizational capability
Ensures the organization clarifies organizational capabilities required for business success
1
2
3
4
5
1
2
3
4
5
Audits capability effectiveness
1
2
3
4
5
1
2
3
4
5
Aligning strategy, capability, and employee behavior
Measure the impact of culture on achieving sustained business performance
1
2
3
4
5
1
2
3
4
5
Design and deliver integrated HR practices (e.g., staffing, training, rewards and recognition, performance management, etc.) that create and sustain the desired culture
1
2
3
4
5
1
2
3
4
5
Creating a positive, meaningful work environment
Craft a culture that encourages work/life balance
1
2
3
4
5
1
2
3
4
5
Craft a culture that helps employees find meaning and purpose in their work
1
2
3
4
5
1
2
3
4
5
Shaping your profession
Plays an active role in professional bodies
1
2
3
4
5
1
2
3
4
5
Invests in developing the HR function
1
2
3
4
5
1
2
3
4
5
HR Professionals who understand technology will create improved organizational identity outside the company and improve social relationships inside the company. As technology exponents HR Professionals have to access, advocate, analyze and align technology for information, efficiency, and relationships.
Technology Proponent (Sample)
My current competence
Importance of improving my competence
Improving efficiency of HR systems through technology
Leverage technology for HR processes (HRIS)
1
2
3
4
5
1
2
3
4
5
Remove low value-added or bureaucratic work
1
2
3
4
5
1
2
3
4
5
Connecting each other through technology
Formulate a comprehensive communication strategy
1
2
3
4
5
1
2
3
4
5
Provide alternative/flexible policies to motivate different generations of employees
1
2
3
4
5
1
2
3
4
5
Leveraging social media for business
Leverage social media for business purposes
1
2
3
4
5
1
2
3
4
5
Use technology to facilitate remote and mobile workforce
1
2
3
4
5
1
2
3
4
5
Shaping your profession
Plays an active role in professional bodies
1
2
3
4
5
1
2
3
4
5
Invests in developing the HR function
1
2
3
4
5
1
2
3
4
5
HR professionals think and act from the outside/in. They are aware of and able to translate external business trends into internal organization actions. They target and serve key customers of their organization by segmenting customers, knowing customer expectations, and aligning organization actions to meet customer needs.
Strategic Positioner (Sample)
My current competence
Importance of improving my competence
Interpreting business context
Understand industry dynamics and competitive forces
1
2
3
4
5
1
2
3
4
5
Understand expectations of investors (e.g., valuation, intangibles)
1
2
3
4
5
1
2
3
4
5
Decoding customer expectations
Understand expectations of external customers
1
2
3
4
5
1
2
3
4
5
Help articulate a customer value proposition that guides internal organization actions
1
2
3
4
5
1
2
3
4
5
Co-crafting a strategic response
Spot potential opportunities and obstacles to business success
1
2
3
4
5
1
2
3
4
5
Translate business strategy into a talent (workforce) and culture (workplace) set of initiatives
1
2
3
4
5
1
2
3
4
5
Shaping your profession
Plays an active role in professional bodies
1
2
3
4
5
1
2
3
4
5
Invests in developing the HR function
1
2
3
4
5
1
2
3
4
5
Effective HR professionals integrate innovative HR practices into unified solutions to business problems. They must also be able to turn these unique HR practice areas into integrated solutions that match business requirements.
HR Innovator & Integrator (Sample)
My current competence
Importance of improving my competence
Ensuring today and tomorrow's talent
Establish standards or competencies for required talent
1
2
3
4
5
1
2
3
4
5
Assess key talent
1
2
3
4
5
1
2
3
4
5
Developing talent
Design meaningful developmental experiences
1
2
3
4
5
1
2
3
4
5
Develop local talent for local markets
1
2
3
4
5
1
2
3
4
5
Shaping work and organization
Know how to form and leverage teams
1
2
3
4
5
1
2
3
4
5
Perform organizational diagnoses and audits
1
2
3
4
5
1
2
3
4
5
Delivering performance management
Ensure that performance standards adapt to changing strategic demands
1
2
3
4
5
1
2
3
4
5
Deal with non-performance in a fair and timely way
1
2
3
4
5
1
2
3
4
5
Building leadership brand
Invest in future leaders
1
2
3
4
5
1
2
3
4
5
Measure or track leadership effectiveness
1
2
3
4
5
1
2
3
4
5
HR Professionals need to make an organization’s internal capacity for change match the external pace of change. As change champions, HR Professionals partner to create organizations that are agile, flexible, responsive, and able to make transformation happen.
Change Champion (Sample)
My current competence
Importance of improving my competence
Initiating change
Help people understand why change is important (i.e., create a sense of urgency)
1
2
3
4
5
1
2
3
4
5
Identify and overcome sources of resistance to change
1
2
3
4
5
1
2
3
4
5
Articulate the key decisions and actions that must happen for change to make progress
1
2
3
4
5
1
2
3
4
5
Sustaining change
Ensure the availability of resources to stick with the change (e.g., money, information, technology, people)
1
2
3
4
5
1
2
3
4
5
Monitor and communicate progress of change processes
1
2
3
4
5
1
2
3
4
5
Click the button below to calculate your average current competence for each HR domain.
These values are calculated based on your answers in the first column of each survey question.
These values are calculated based on your answers in the first column of each survey question.
Aggregate of Current Competence
Click the button below to calculate the top items from the HR domains which you feel you need to improve the most.
These items are calculated based on your answers in the second column of each survey question.
These items are calculated based on your answers in the second column of each survey question.
Importance of improving my competence
(top ten, sorted high to low)
Review
- Review the competency factors/items where you have identified a high need for improvement.
- Pick 1-2 to work on. As you decide, consider both the performance impact of improvement and your energy or interest in working on this competency.
- Be as specific as possible about your goal e.g., "I will ... So that ..."
- What help do you need? From whom?
- What will you accomplish in the next 30 days to get started?
- How will you measure improvement within these competencies?