The document is an HR functional assessment that measures an HR department's involvement in various business dimensions on a scale of low, medium, and high. It assesses areas like involvement in business strategy and planning, participation on the leadership team, contributions to organization development, involvement in continuous improvement processes, approach to HR policies and practices, and role in business behavior and excellence in administration.

1. HR Functional Assessment by MAC Calcano Test your HR value and organization satisfaction Assess:

2. HR Functional Assessment Measuring HR value and organization satisfaction Assess: By measuring the following dimensions…. Diagnosis of Business Needs HR not involved in business issues - Focus on HR issues HR asked for advice on action planning, training in response to business need diagnosis - reactive HR involved in business planning partner which is able to contribute and do progress tracking and provide feedback Medium Low High 1 2 3 4 5 Business Strategy HR not involved in business strategies or organization strategies HR learns the business objectives and organization strategies after they are decided HR asked to translate business objectives into organization objectives - strategies into actions Medium Low High 1 2 3 4 5 Advisor in the Management Team HR asked to Leadership Team meetings to make presentations on HR but sporadically HR Junior Member of Management Team - only HR issues HR participate in business decisions and discuss business issues - HR a business partner Medium Low High 1 2 3 4 5

3. HR Functional Assessment Organization Development Organization development plans made outside of HR Organization development plans developed with management - implementation advice given to management HR makes suggestions and takes action on organization development activities in order to achieve business goals Medium Low High 1 2 3 4 5 Business Deliverables HR knows own process and gives process advice HR facilitates business process HR Co-leads business process Medium Low High 1 2 3 4 5 Continuous Improvement Process (CIP) HR not involved in business issues - Focus on HR issues HR asked for advice on action planning, training in response to business need diagnosis - reactive HR involved in business planning partner which is able to contribute and do progress tracking and provide feedback Medium Low High 1 2 3 4 5

4. HR Functional Assessment HR Policies & Practices HR follows rules is the policy police HR explains and manages policies to the needs of business HR develops policy that contribute and supports the development of business Medium Low High 1 2 3 4 5 Business Behavior HR not really a business function - HR activity only involved in personnel administration HR participates in business but on HR issues only - often seen as a barrier to change or sees problems negative HR positive contributor to business issues - always creative and supportive of culture - managers seek out HR advice on change and improvement Medium Low High 1 2 3 4 5 Excellence in HR Administration HR only administrative - always behind on administration work HR administrative up to date - meets expectations HR benchmark for efficient, unobtrusive administration Best in Class and a Center of Excellence Medium Low High 1 2 3 4 5