HR Processes – Part 1
HR Activities - Part 2
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]]>HR Processes – Part 1
You are about to complete Part 1 of the survey where you will be asked to select the HR processes where you perform activities (e.g., Talent Acquisition, Benefits, etc.). These processes should be reflective of your role and responsibilities pre-COVID. There will be a question at the end to address how the pandemic has impacted your job.
Part 1 Instructions:
Mark the checkbox next to all HR processes where you perform activities (please check all that apply). Processes should be reflective of your role and responsibilities pre-COVID.
Please certify below that you have read and understood the instructions for Part 1. If you have questions, please reach out to your supervisor.
HR Activities – Part 2
You are about to complete Part 2 of the survey where you will be asked to assign a percentage of time, on an annual basis, that you spend performing specific activities in the HR processes you selected in Part 1. These activities and percentages should be reflective of your role and responsibilities pre-COVID. There will be a question at the end to address how the pandemic has impacted your job.
Remember that the sum of the time percentages that you allocate to activities in Part 2 must total to 100% (you will be unable to continue with the survey if the sum does not equal 100%).
In addition to allocating percentages of time spent performing activities, you will see a second column where you can indicate if there are opportunities to optimize specific activities.
Part 2 Instructions:
Please certify below that you have read and understood the instructions for Part 2. If you have questions, please reach out to your supervisor.
Please use the comment box below to list what you believe are the best opportunities to improve HR efficiency.
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Please use the comment box below to list what you believe are the best opportunities to enhance the HR customer experience.
HR Activity – Non-HR Tasks
You indicated in Part 1 and Part 2 that you spend a percentage of your time performing Non-HR Activities. Please use the comment box below to list what you are responsible for on an annual basis for Non-HR Tasks. These activities should be reflective of your role and responsibilities pre-COVID.
How has your job been affected as a result of the COVID-19 pandemic, its effects on the economy, or the government efforts to stop the spread of the virus? How has it impacted your allocation of time?
]]>Managing and delivering talent acquisition strategies, programs, and processes.
]]>Managing and delivering learning content, programs, and processes.
]]>Managing and delivering talent management practices and processes.
]]>Managing and delivering employee engagement, diversity, recognition, community, and communication activities.
]]>Managing and delivering employee/labor relations policies and practices, including counseling, investigations, grievances, unions, separation, etc.
]]>Managing and delivering all health and welfare benefits and processes.
]]>Managing and delivering all retirement benefits and processes.
]]>Managing and delivering all compensation plans and processes.
]]>Managing and delivering all mobility programs.
]]>Managing and delivering HR technology and information management.
]]>Managing and delivering payroll.
]]>Managing and delivering time and attendance.
]]>Managing and delivering health, safety, and risk policies, programs, and practices.
]]>Managing HR functional operations.
]]>Performing activities that do not directly support HR functions.
]]>Consulting with business leaders on talent acquisition needs and issues such as skill shortages, recruiting, and selection strategies. Analyzing, planning, and forecasting future workforce demands.
]]>Designing programs, processes, and tools:
Recruiting programs, events and tools, including supporting technology
Candidate assessment and selection methods
Diversity programs and events
Communication programs and initiatives
Assisting hiring managers with the definition of position requirements, compensation, internal sourcing strategies, and posting jobs internally.
]]>Assisting hiring managers with the definition of position requirements, compensation, external sourcing strategies, and posting jobs externally.
]]>Managing and delivering candidate selection, including assessment, interviews, and coordination of testing.
]]>Managing and delivering new hire processes including scheduling, coordination of all administrative activities, including background and reference checks, employment verification, drug testing, etc.
]]>Managing and delivering new hire onboarding including training and enrollment activities, provision of information, collection and validation of information (e.g., I-9 forms, license verifications, etc.), coordination and setup of workstations, telephones, computers, workspace, security badges, etc.
]]>Executing campus hiring, including events, internships, and recruitment.
]]>Managing and coordinating the flow of temporary or contingent labor in and out of the organization, including the use of agencies or managing temporary labor pools to staff positions.
]]>Implementing, managing, maintaining, and enhancing talent acquisition-related technologies and vendors.
]]>Designing, running, producing, and distributing information and talent acquisition-related reports (for compliance and business purposes). Analyzing talent acquisition-related data to generate intelligence, insights, predictions, etc.
]]>Responding to routine internal and external inquiries regarding talent acquisition programs or practices. Activities may include assisting applicants to complete the application process and answering questions about positions.
]]>Consulting with business leaders on learning needs, issues, strategies, and programs.
]]>Designing learning content, programs, processes, and resources to build technical and non-technical skills and knowledge. Activities may include developing learning objectives, curriculum, training resources, and procuring and customizing commercially available resources.
]]>Managing and delivering learning to employees using non-technology based methods and platforms (such as classroom-based, on-the-job, rotational, peer-to-peer, and coaching).
]]>Managing vendors and coordinating logistics for third party-provided/delivered learning.
]]>Implementing, managing, maintaining, and enhancing learning-related technologies and vendors.
]]>Designing, running, producing, and distributing information and learning-related reports (for compliance and business purposes). Analyzing learning-related data to generate intelligence, insights, predictions, ROI, impact, etc.
]]>Responding to routine inquiries regarding learning programs or practices. Activities may include questions on training course schedules, content, logistics, etc.
]]>Consulting with business leaders on talent management needs, issues, strategies, and programs.
]]>Designing talent management programs, processes, and resources to build internal capability. Activities may include developing talent management practices and resources and procuring and customizing commercially available resources.
]]>Managing and delivering leadership development practices and processes.
]]>Managing and delivering succession practices and processes.
]]>Managing and delivering performance management practices and processes.
]]>Managing and delivering competency models and practices.
]]>Performing administrative activities related to talent management related delivery. Activities may include coordinating, scheduling, logistics, data entry, and transactions.
]]>Implementing, managing, maintaining, and enhancing talent management-related technologies and vendors.
]]>Designing, running, producing, and distributing information and talent management-related reports. Analyzing talent management-related data to generate intelligence, insights, predictions, etc.
]]>Responding to routine inquiries regarding talent management programs or practices.
]]>Consulting with business leaders on employee relations needs, issues, strategies, policies, and practices.
]]>Managing and delivering employee relations policies and practices, including counseling, investigations, grievances, unions, separation, etc.
]]>Counseling managers and employees in the resolution of employee performance and progressive discipline issues consistent with corporate policies and procedures.
]]>Managing and conducting investigations consistent with corporate policies and procedures.
]]>Managing and coordinating grievances consistent with corporate policies and procedures.
]]>Negotiating labor contracts. Activities may include research, preparation, negotiation, mediation/interest arbitration, and ratification. Managing and delivering programs to management and staff developed to foster productive relations and union avoidance.
]]>Performing administrative activities related to employee relations documentation requirements, records management, recalls or layoffs, affirmative action programming, employment disciplinary action, etc.
]]>Implementing, managing, maintaining, and enhancing employee/labor relations-related technologies and vendors.
]]>Designing, running, producing, and distributing information and employee/labor relations-related reports. Analyzing employee-related data to generate intelligence, insights, predictions, etc.
]]>Responding to routine inquiries regarding employee relations policies and procedures.
]]>H&W Benefits Consulting and Strategy
Consulting with business leaders on H&W benefits needs, issues, strategies, and plans.
]]>Designing H&W benefit plans, processes, and resources.
]]>Performing administrative activities related to H&W benefits delivery. Activities may include enrolling employees in benefits, processing life events and status changes, supporting claims, and supporting COBRA, HIPAA, and QMCSO compliance activities. Other activities include processing leave of absences, voluntary benefits, etc.
]]>Managing and delivering H&W benefit plan communications.
]]>Implementing, managing, maintaining, and enhancing H&W benefits-related technologies and vendors.
]]>Designing, running, producing, and distributing information and H&W benefits-related reports. Analyzing H&W benefits-related data to generate intelligence, insights, trends and projections, etc.
]]>Responding to routine inquiries regarding H&W benefits policies, plans, carriers, basic administrative transactions, etc.
]]>Retirement Benefits Consulting and Strategy
Consulting with business leaders on retirement benefits needs, issues, strategies, and plans.
]]>Designing retirement benefit plans, processes, and resources.
]]>Performing administrative activities related to retirement benefits delivery. Activities may include defined contribution and/or defined benefit enrollment and eligibility, general pension calculations and reporting, supplemental executive retirement/pension program administration, compliance activities, etc.
]]>Implementing, managing, maintaining, and enhancing retirement benefits-related technologies and vendors.
]]>Designing, running, producing, and distributing information and retirement benefit-related reports. Analyzing retirement benefit-related data to generate intelligence, insights, trends and projections, etc.
]]>Responding to routine inquiries regarding retirement benefits policies, plans, vendors, basic administrative transactions, etc.
]]>Consulting with business leaders on compensation-related needs, issues, strategies, and plans.
]]>Designing compensation plans, processes, and resources.
]]>Managing and delivering all base compensation plans and processes.
]]>Managing and delivering all short and long-term, cash and equity-based incentive compensation plans and processes.
]]>Managing and delivering all executive compensation and benefits plans and processes.
]]>Performing administrative activities related to compensation plan delivery. Activities may include data entry and routine transactions.
]]>Managing and delivering compensation communications.
]]>Implementing, managing, maintaining, and enhancing compensation-related technologies and vendors.
]]>Designing, running, producing, and distributing information and compensation-related reports. Analyzing compensation-related data to generate intelligence, insights, trends and projections, etc.
]]>Responding to routine inquiries regarding compensation policies, plans, vendors, basic administrative transactions, etc.
]]>Consulting with business leaders on mobility-related needs, issues, strategies, and plans.
]]>Designing all mobility policies, programs, and resources.
]]>Managing and delivering relocation services.
]]>Managing and delivering programs for international transfers, short-term and long-term assignees across the globe during the time period of the assignment.
]]>Managing and delivering programs for expatriate's return to the home country following an international assignment.
]]>Implementing, managing, maintaining, and enhancing mobility-related technologies and vendors.
]]>Designing, running, producing, and distributing information and mobility-related reports. Analyzing mobility-related data to generate intelligence, insights, trends and projections, etc.
]]>Responding to routine inquiries regarding mobility policies, plans, vendors, basic administrative transactions, etc.
]]>Consulting with business leaders on HR technology and information management-related needs, issues, strategies, and plans.
]]>Managing design decisions for the technical design and build associated with an HR technology implementation or upgrade (for example, designing system architecture, applications, and processes).
]]>Developing or supporting HR technology governance/ maintenance processes and tools, such as change control, prioritization and collective decision making principles, ongoing release strategy, purchasing decisions, configuration management boards, change requests, and defect report templates.
]]>Maintaining interfaces and data exchanges between systems as well as to and from third parties (e.g., vendors).
]]>Performing administrative activities related to HR technology and information management delivery. Activities may include data entry and routine transactions, supporting security setup and password maintenance for all HR technologies, etc.
]]>Managing day-to-day HR technology and information vendor relationships. Managing HR technology and information vendor performance, including partnership meetings, service level agreements, performance issues and guarantees, satisfaction of contract requirements, and new or enhanced services.
]]>Designing and delivering dashboards that enable HR and the business to analyze data housed in HR technology systems. Activities may include selecting metrics, developing delivery platforms (dashboards, reports, etc.), and automating report generation. Note: This does not include reporting analysis of data, which should be allocated under the relevant HR process.
]]>Responding to routine inquiries regarding HR technology policies, plans, vendors, basic administrative transactions, etc.
]]>Consulting with business leaders on payroll related needs, issues, strategies, and plans.
]]>Designing payroll systems, solutions, and processes.
]]>Collecting and processing employee direct deposit enrollment and changes.
]]>Managing the automated process and file transmissions to calculate gross to net pay with statutory and non-statutory deductions. Other payroll processing activities include commissions payment, special payments (e.g., spot bonuses or severance payouts), and expatriate programs.
]]>Providing employees with W-2s and 1099-Rs and sending year-end data/tapes to government entities.
]]>Remitting employee tax withholdings and organization contributions to governmental agencies. Processing payments related to annual incentive/bonus programs.
]]>Implementing, managing, maintaining, and enhancing payroll-related technologies and vendors.
]]>Designing, running, producing, and distributing information and payroll-related reports. Analyzing payroll-related data to generate intelligence, insights, trends and projections, etc.
]]>Consulting with business leaders on time and attendance related needs, issues, strategies, and plans.
]]>Designing all time and attendance policies, practices, and resources.
]]>Establishing and maintaining employees' time and attendance records, including status, transfers, pay groups, locations, etc.
]]>Processing time and attendance interface files from units/locations that submit time electronically.
]]>Collecting and processing time and attendance documents and reports (i.e., timesheets) and monitoring and processing missing/late reports.
]]>Monitoring and correcting of paid time-off (i.e., vacation, sick) accruals and balances. Activities may include reviewing personnel and payroll activity that affects accruals/balances and making appropriate adjustments.
]]>Implementing, managing, maintaining, and enhancing time and attendance-related technologies and vendors.
]]>Designing, running, producing, and distributing information and time and attendance-related reports. Analyzing time and attendance-related data to generate intelligence, insights, trends and projections, etc.
]]>Responding to routine inquiries regarding time and attendance policies, plans, vendors, basic administrative transactions, etc.
]]>Consulting with business leaders on health, safety, and risk-related needs, issues, strategies, and plans.
]]>Designing health, safety, and risk-related plans, policies, programs, processes, and resources.
]]>Implementing, managing, maintaining, and enhancing health, safety, and risk-related technologies and vendors.
]]>Designing, running, producing, and distributing information and health, safety, and risk-related reports. Analyzing health, safety, and risk-related data to generate intelligence, insights, trends and projections, etc.
]]>Responding to routine inquiries regarding health, safety, and risk policies, plans, vendors, basic administrative transactions, etc.
]]>Consulting with business leaders on organizational, people, and HR-related needs, issues, strategies, and plans (e.g., HR strategic planning, business partnering, HR process optimization, etc.).
]]>Managing and delivering HR support for due diligence, pre- and post-merger integration, carve-outs, etc.
]]>Managing HR function plans and budgets and overseeing the operation of HR and its departments and resources day-to-day.
]]>Designing, running, producing, and distributing information and HR function management-related reports. Analyzing HR function management-related data to generate intelligence, insights, trends and projections, etc.
]]>Conducting a financial and/or operational examination of the organization's activities, accounts, or coordinating efforts of external auditing institutions.
]]>Charging internal departments for services provided, paying miscellaneous bills, and coordinating with accounts payable.
]]>Consulting with business leaders on employee engagement, diversity, recognition, community, and communication needs, issues, strategies, and programs.
]]>Designing engagement programs, processes, and resources. Activities may include developing engagement surveys, diversity, recognition, community and communication practices, and procuring and customizing commercially available resources.
]]>Managing and delivering diversity practices and processes.
]]>Managing and delivering diversity practices and processes.
]]>Managing, delivering, attending, or sponsoring community events (for example, charitable and fund raising events as well as volunteer programs).
]]>Managing and delivering employee surveys and research practices and processes.
]]>Managing and delivering exit interviews and research.
]]>Managing and delivering non-benefits and non-compensation related employee communications strategies, practices, and processes.
]]>Implementing, managing, maintaining, and enhancing employee engagement-related technologies and vendors.
]]>Designing, running, producing, and distributing information and employee engagement-related reports. Analyzing employee engagement-related data to generate intelligence, insights, predictions, etc.
]]>Responding to routine inquiries regarding employee engagement programs or practices.
]]>Performing any activities that do not directly support HR functions. Activities may include providing administrative support for a department other than HR, such as Finance, etc.
]]>This survey is organized into two parts.
Part 1 will ask you to select the HR processes where you perform activities (e.g., Talent Acquisition, Benefits, etc.). These processes should be reflective of your role and responsibilities pre-COVID.
Part 2 will ask you to assign a percentage of time, on an annual basis, that you spent performing specific activities in the HR processes you selected in Part 1. These activities and percentages should be reflected of your role and responsibilities pre-COVID.
The sum of the time percentages that you allocated to activities in Part 2 must sum to 100% (you will be unable to continue with the survey if the sum does not equal 100%).
Processes, activities, and percentages should be reflective of your role and responsibilities pre-COVID. There will be a question at the end to address how the pandemic has impacted your job.
Save the survey to complete it at a later time by selecting the “Resume Later” option in the upper right-hand corner of the web browser.