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Create 12 to 15 questions imagine you are talent management director of an org. include questions that ask leaders to evaluate their team, team members and to rate themselves, include also items referring to specific job skills and competencies, employee qualifications, breadth of training offered and available.

Outline what you hope to learn from the questions in your survey. Address specific questions and provide a rationale for selecting each

  1. Where do you see your life five years from now?
  2. How many people are on your team?
  3. What have you achieved as a team?
  4. How have your presences affected the team performance?
  5. Is the training offered here adequate?
  6. What driving you to have these ambitions?
  7. What opportunities can we create here in an organization for you to achieve your goals?
  8. What else can be done to widen the training program?
  9. How well can you handle performance management in the organization?
  10. Do you have any work experience in any field?
  11. How effective is your team in achieving your goals?
  12. What talent do you have yourself?
  13. What recommendation can you give about the training program?

This survey will aid me to learn how effective the training offered has been. Talent management organization is a very competitive industry. Therefore, better training is required to achieve the best talents. I also hope to learn what can be done to spice up the training and widen the program at the end. A question such as “is the training offered here adequate?” this question useful since the management is enlightened on what to change to make the training efficient. These survey questions will also enable me to know every team performs in perfecting their talents. The questions also provide details on the job skills and employee qualifications. Through asking questions on qualifications, one is able to hire competent persons in the organization. The question in my survey can also provide information on the individuals through rating them. Rating of individuals is determined through their contribution to the various team and also through their personal effort. “What driving you to have these ambitions?” this question posed to an individual helps to rate their performance. This is because they explain their passion for achieving their goals.

The other question is “how effective is your team in achieving your goals?” the question aims to in evaluating the performance of the team in general. Working in a team helps many individuals achieve their goals fast and it’s very effective. Hence teamwork should be evaluated in the survey. The other thing I hope to learn as a director from these survey question is different types of talent by every individual. This will help to group those with similar talent in one group so that they can work as a team. Talent management hire, retain and then develop the most talented employee in the market. Therefore, to maintain their goals, affectivity of every team should be addressed and solve the challenges which may hinder them from achieving their objectives. The strategy of talent management is to hope that they will be able to retain their topmost talented employees. In today’s world, talent management and human resource are the main sources of competitive advantage.

Summarize why the questions in your survey will be helpful in determining training and recruiting needs if a talent is not able to be developed in the house. Highlight specific questions from your surveys as examples.

The questions will be helpful in determining training because since they suggest whether the available training is adequate or not. Training is a major role in the organization since the employee is trained to become the best. For example “Is the training offered here adequate?” the question is asked to make sure the relevant and best training is offered to improve the talents of these employees after recruiting them. An employee is also asked to offer their recommendation about the training program. “What recommendation can you give about the training program?” These recommendations are helpful since they are considered to implement the available training and also they suggest new ways to improve training. The questions also inquire about the contribution of the employees hence rating their performance. The results of their performance are used to determine whether training needs and be widened. Example of a question that inquires on the performance of an individual is, “What have you achieved as a team?”

The survey questions are also helpful in determining the recruiting needs. For this organization to keep progressing new individuals are recruited then trained and the end retained since they are the best. New employee to be recruited are asked about their qualifications and also their skills in the job. Employee qualifications is a major determinant in the recruiting process. Only qualified and most talented employee is recruited. Example of a question asked to know the qualification of an employee is “How well can you handle performance management in the organization? “ It is also important to know one’s vision hence they are asked “Where do you see your life five years from now?” those with great vision and ambition that drives them to achieve the best are the recruited for training. Another example of a question which determines the need for recruiting is “What opportunities can we create here in an organization for you to achieve your goals?” the question offers a room for ideas of various things the organization can implement. This may include training process where the employee may suggest the improvement and widening of a training program.

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