A Survey Questionnaire On Human Resource Practices, Risk Management, Planning Practices, and Employee Perceived Performance Part I. Profile

JMJ Marist Brothers
NOTRE DAME OF DADIANGAS UNIVERSITY

The Graduate School
"Quest for Higher Learning"
Marist Avenue, General Santos City, Philippines 9500
Telephone Number: (083)552-4444 local: 2214
Fax Number: (083)552-3385
DOCTOR IN MANAGEMENT PROGRAM
________________________________________________________________________
A SURVEY QUESTIONNAIRE ON HUMAN RESOURCE PRACTICES, RISK

MANAGEMENT, PLANNING PRACTICES, AND EMPLOYEE PERCEIVED
PERFORMANCE
Part I. Profile
Direction: Kindly provide some personal background information about you. There are no right
or wrong answers. Under no circumstances will your name or identifying characteristics be
included in the final report. Please fill in the blanks with the data needed. Thank you.
Age: ____
Sex: ___________
Civil status: _________________
Designation: ___________________
Type of Business: ___ Family Business ___ Non-Family Business
Size of Business: __Micro __Small __Medium __Large
Nature of business: _______________________
Educational attainment: ___________________________
Length of work experience in family-owned business: _______________.
Part II. Human Resource Practices
Instruction: Please put a check inside the box of each item which corresponds to your answer.
Please answer each item honestly by using the following scale:
5 – Vey Highly Extensive

4 – Highly Extensive
3 – Moderately Extensive
2 – Less Extensive
1 – Least Extensive
1. Compensation
No. Considerations 5 4 3 2 1
There is a presence of:
1.1 an attractive compensation system in my company.
1.2 an equitable external salary package in my company.
1.3 an equitable overtime payment in my company.
1.4 a salary package that reflects performance in my company.
1.5 a salary package in my company that encourages better
performance in my company.
1.6 a salary package in my company that meets quality
standard of living in my company.
2. Performance Evaluation
There is an evidence of:
2.1 written and operational performance evaluation in my
company.
2.2 a performance evaluation that has a lot to do with my
salary in my company.
2.3 a performance evaluation that has a lot to do with my
personal decisions in my company.
2.4 a provision of feedback of performance evaluation results
in my company.
2.5 a performance evaluation that is considered as an
important task by superiors in my company.
2.6 a performance evaluation rater who is knowledgeable in
my company.
3. Promotion Practices
There is an evidence of:
3.1 a written and operational promotion policy in my
company.
3.2 a prioritization to seniority in promotional decision in my
company.
3.3 a prioritization to merit and promotion in my company.
Impact of HR practices on employees’ performance in banking sector (academic research
survey)
Part III. Human Resource Risk Management Practices
5 – Very Highly Extensive

1 – Least Extensive
1. Compliance with Legislation

My company complies with:
1.1 the Department of Labor and Employment (DOLE)
standards.
1.2 the DOLE Conditions of Employment Standards.
1.3 the Occupational Safety and Health Standards.
1.4 the National Labor Relations Commission (NLRC)
standards.
2. Understanding the Trends in Business Environment

My company managers have:
2.1 the ability to analyze the external and internal business
environments systematically.
2.2 the ability to understand the key drivers of change.
2.3 the ability to convert the key trends in business environment
into business strategies or to foresee their strategic
implications.
3. People and Corporate Culture

My company:
3.1 has the right employees in the right places.
3.2 attracts and retains key employees.
3.3 has employee performance that meets predetermined
standards.
3.4 has training and development interventions that do improve
employee performance.
3.5 has a constructive corporate climate.
4. Implementing Business Strategy
My company has:
4.1 a strategic or business plan.
4.2 developed different strategic objectives or projects.
4.3 spelled out the demands on, or implications for, HR
practitioners in terms of talent, policies, practices and
procedures
5. Carrying out Operations

My company has:
5.1 clearly defined operations as captured in a written
operations manual.
5.2 the right staff to execute them.
5.3 clearly defined performance standards and systems for
measuring and managing performance.
Part IV. Human Resource Planning Practices
Please answer honestly by using the following scale:

1 –Least Extensive
1. Employee Attraction
My company:
1.1 develops a brand for marketing the organization as an
excellent place to work.
1.2 uses technology to design employment websites and
applications for easy use.
1.3 develops a candidate employee referral program and
utilize current staff as recruiters.
1.4 allows current employees to be part of the selection
process including having input on the job description and
general qualifications needed.
1.5 provides adequate qualified staff to manage the employee
management processes.
2. Employee Retention
My company:
2.1 implements effective employee orientation and onboarding
programs.
2.2 implements automated performance systems.
2.3 analyzes and understands turnover trends and use them for
performance measurement.
2.4 provides leadership, supervisory training and coaching for
performance.
2.5 develops career development programs.
2.6 compensates competitively.
2.7 recognizes and rewards good performance.
2.8 develops a mentoring program.
2.9 communicates continuously to the employees.
2.10 is prepared for turnover with succession plans.
Part V. Employee Perceived Performance

1 –Least Extensive
1. Task Performance
1.1 I planned my work so that I finished it on time.
1.2 I kept in mind the work result I needed to achieve.
1.3 I set priorities.
1.4 I carried out my work efficiently.
1.5 I managed my time well.
2. Contextual Performance
2.1 I started new tasks when my old tasks were completed.
2.2 I took on challenging tasks when they were available.
2.3 I worked on keeping my job-related knowledge up-to-date.
2.4 I worked on keeping my work skills up-to-date.
2.5 I came up with creative solutions for new problems.
2.6 I took on extra responsibilities.
2.7 I continually sought new challenges in my work.
2.8 I actively participated in meetings and/or consultations.
3. Counterproductive Behaviors
3.1 I complained about minor work-related issues at work.
3.2 I made problems at work bigger than they were.
3.3 I focused on the negative aspects of situation at work
instead of the positive aspects.
3.4 I talked to colleagues about the negative aspects of my
work.
3.5 I talked to people outside the organization about the
negative aspects of my work.

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JMJ Marist Brothers

NOTRE DAME OF DADIANGAS UNIVERSITY

A SURVEY QUESTIONNAIRE ON HUMAN RESOURCE PRACTICES, RISK

Part II. Human Resource Practices

5 – Vey Highly Extensive

5 – Very Highly Extensive

1. Compliance with Legislation

2. Understanding the Trends in Business Environment

3. People and Corporate Culture

5. Carrying out Operations

Part IV. Human Resource Planning Practices

5 – Very Highly Extensive

Part V. Employee Perceived Performance

5 – Very Highly Extensive

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