lalitha p_b_school_questionnaire 1 sept 2012 (1)

Questionnaire on HR practices and Succession Planning practices in B-SchoolsA study based on Management Institutes in Mumbai and Navi Mumbai

Listed below are a series of statements that represent the possible HR practices in the institute that individuals are working with. With respect to your conception about the HR practices followed in your institute, kindly indicate the degree of your agreement or disagreement with each statement by selecting one of the following five alternatives.

Sr. No Your opinion1 Strongly agree2 Agree3 Neutral4 Disagree5 Strongly disagree

The data provided shall be considered only for the purpose of this survey and shall not be used anywhere else.Kindly tick the appropriate answer or fill in the box provided against each statement.

Section 1- Demographics( Background Information)Name Designation / Title (tick appropriate column)

1.Director2.Dean3.Head of Department4.Course Coordinator5. Faculty (Prof/Asst/Asso. Prof.) Lecturer6.Registrar7.Accountant8.Librarian

Name of the Institute you are working with

NCRD’s SIMS, Nerul, Navi Mumbai

Faculty strength in this Institute MMS 21Is your Institute 1.NBA Accredited No

2.ISO Certified NoLength of service in this institute(tick appropriate column)

1.Less than 1 year2.Between 1 to 2yrs 3.Between 2 to 5yrs4.More than 5years

Gender(tick appropriate column) 1.Male2.Female

Age group between(tick appropriate column)

1. 25 yrs to 35 yrs2. 36 yrs to 45 yrs 3. 46 yrs to 55 yrs4. 56 yrs to 65 yrs

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Kindly tick your answer in the box provided against each statement.

Section 2 - Succession Planning Practices ( Institutional sustainability, vitality and growth require purposeful planning and consideration)

Please tick the appropriate box Strongly agree

Agree Neutral Disagree Strongly disagree

1 Succession planning is considered as an important task by your institute and your institute has created a succession plan for key positions (Go to question no ‘6’ if system of succession planning is not there in your institute)

2 For considering those who would represent the population for filling key positions your institute has specific parameters likea) Qualifications b) Experience c) Competencies

3 For individuals who have been identified to be successors your institute provides training bya) On the job training b) Temporary assignments c) Observation/experiential learning

4 The Institute’s succession planning is compatible with the institution’s strategy.

5 Do you agree that succession planning in your institute has helped in reducing the cost incurred during leadership transition.

6 Instead of adopting succession planning your institute develops talented people by training them on different academic and administrative functions and has a pool of candidates for fair selection.

7 In the absence of succession plans, your institute will face problems in running of programs when vacancies are created by untimely departures

8 Currently your institute is facing leadership shortages and positions are getting vacant at a pace exceeding the pace at which they can be replaced.

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Section 3 - HR Practices to Maintain Talent pools (Talent pools is a single technology platform that promotes the linkage of learning and career development to succession planning)Please tick the appropriate box Strongly

agreeAgree Neutral Disagree Strongly

disagree1 There is a centralized system of maintaining a

talent pool in my Institute.

2 Talent pool is maintained for a) Only senior level faculties and not for others.b) Senior level Administrative & teaching staff onlyc) All levels of employees

3 The talent pool is updated on the basis of performance appraisal feedback / student feedback.

4 Your talent pool has updated information about up-gradation of employees in skill or certification

5 The talent pool system in your institute is technology based and is helpful in easily tracking & searching for potential successors

7 In an emergency your talent pool is capable of providing replacements/ successors

6 Your talent pool system considers and maintains applications for suitable posting from a) Visiting faculties having academic experience

b) Corporates having industrial experience

c) Competent Students of your institute

Section 4 - HR Practices to retain High performers (Solid leadership is the foundation for a successful succession plan and therefore retaining high performers is one measure of securing future leadership by ensuring continued services)



1 Institute provides development plans to facilitate career growth / advancement

2 Your institute has a clear structure that shows a career growth path to move from lower to higher positions

3 The institute provides opportunities to improve skill and competencies as per new trends to secure their future in this field

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4 Your institute encourages by sponsoring or sharing expenses for a) Research conferences/seminars

b) Publishing books /articlesc) Faculty development programs

Please tick the appropriate boxStrongly agree


5 Your institute treats the employee as a family member by celebrating their achievements, common birthdays, picnics etc.

6 Your institute provides high performers extension of service after age of retirement.

7 Your institute has appointed former leaders holding senior position as mentors to conduct leadership development programs, motivate & inspire performers to be future leaders

8 Your institute encourages employees toa) Work as consultants for corporate industries or government institutes or take up short term corporate assignments

b) Work as members of internal and external committees / forums/ government bodies

c) undertake short term assignments abroad

9 Since ‘B’ schools are a part of the competitive global market this institute does explore new avenues of developing future leaders so that institute has a strong and secure future

10 The range of attrition in the last 3yrs in your institutea) No attrition

b) 10% attritionc) 25% attritiond) above 25% attrition

Section 5 - Recruitment & Selection and Orientation Practices

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1 Vacancies are properly advertised

2 Prior to selection for a post, the job profiles are clearly stated.

3 Prior to selection, interview panel assesses candidates knowledge for the required post and tests skills by taking demo lecture / job skill test

4 Discrimination of any kind is not involved in the selection process in your institute.

5 New appointees are briefed about a) Institute’s vision, mission and strategy

b) Organization’s structure / hierarchy

c) Rules and Regulations

d) Colleagues by formal introduction

6 Changes in the plans, policies and organization structure are regularly communicated to all

Section 6 – Training & development, Performance Evaluation & Appraisal Practices

Please tick the appropriate box Strongly agree Agree Neutral Disagree Strongly

disagree

1 Training needs at all levels are determined after analyzing appraisal forms.

2 Faculties are given sufficient training in administrative skills and encouraged to take administrative assignments.

3 Administrative staff is encouraged to progress academically and improve qualifications.

4 After joining this institute, I was clearly communicated about the criteria for performance evaluation.

5 My performance is regularly evaluated by the

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institute after each session/semester. 6 The institute encourages employees to

undertake relevant professional training courses, and sponsors them for the same.

7 Conducting performance appraisal is just a formality in this institute and fixed increments are given as per the existing pay scale.

8 Appraisal forms are developed according to qualities required for each role and includes common roles as well

9 The institute gives formal feedback to the employees after appraising performance.

10 During appraisal employees are given guidance for development and clear understanding of what is expected and how to reprioritize

11 Upon achieving set targets employee is appropriately rewarded

12 The process of appraising is completed by the employees direct reporting authority

Section 7 – Promotion and Compensation & Benefit Practices



1 Your institute possesses written and operational promotion policy.

2 There is a provision of giving priority to seniority at the time of promotion.

3 There is a regular communication of promotion and succession plans to employees in your institute.

Please tick the appropriate boxStrongly agree


4 When a vacancy arises in the institute potential internal candidates are considered for filling as per their suitability for the post

5 I am appropriately compensated according to my qualification and experience

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6 I get paid as per the scale for my grade set by the government / University guidelines

7 The institute provides employee benefits like

a) Crèche for children of employees

b) Admission seat for children of employees

c) Travelling Expenses

d) House Rent Allowance

e) Basic food expenses during outdoor duty

Section 8 - Working Environment, Social Security and Pension



1 Working environment is very pleasant in this institute

2 My health has not suffered due to my job at this institute.

3 At this institute my job is fully secured.

4 I feel no difficulty in balancing my work and personal life at this institute.

5 Your Institute provides facilities likea) Proper place to sit

b) Proper storage space

c) Separate computer for work

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d) Well connected by Telephone

e) clean drinking water & toilet amenities

6 The institute is actively involved in handling safety complaints & complaints of workplace violence are investigated adequately.

7 The institute has a HR manual which lays down the legal framework for all HR related matters

8 The institute provides social security by providing a) Life insurance for employee

b) Medical insurance for family

c) Pension

d) specific rules for women employment

e) Provident fund

f) Gratuity

g) Job to employees dependant in case of death or disability of the employee

Section 9 - Nature of Top management, their involvement, policies & practices

(Please tick the appropriate box)Strongly agree


The Top Management /Managing council members a) Have relevant experience and knowledge in the field of management education

b) Actively participate in activities of institute

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c) Reviews performance appraisals conducted

d) Encourages Training & Development at all levels

e) Is open to employee suggestions

f) Is in favor of automated processes of working and favors technological changes in the institute

g) Takes into consideration views of employees before making employee related decisions

h) Conducts exit interviews of employees

i) Gives Director/ Deans full authority and right to make decisions

j) Believe that the institutes leader must possess along with academic qualifications strong administrative qualities as well

k) Favors the culture of having a long term association with all employees

l) Is aware of existing market competition in management education and the difficulties faced by the employees in this respect

m) Management is of the opinion that the institute should have a separate HR head

n) Frames HR policies with professional help

o) Conducts meetings of Local Managing Council members just for formality

p) Policy decisions are binding on management and all levels of employees

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lalitha p_b_school_questionnaire 1 sept 2012 (1)

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