Do you have a corporate policy or mission statement for the HR function?

Do you hold executives/managers accountable for the HR metrics in their areas of responsibility?

Does your organization set goals for employee participation in formal learning and development programs?

Is your involvement in HR more than written statements, policy communications, or speeches?

Did you attend an external development program in the past year?

Do you require your immediate staff to attend development programs each year?

Do you occasionally conduct a portion of an internal development program conducted for other managers?

Do you require your managers to be involved in the HR process?

Do you require your managers to develop a successor?

Do you encourage operating managers to participate in formal learning and development programs?

Do you require your management to support and reinforce HR programs?

Do you require your top managers to have development plans?

Is your HR manager’s job an attractive and respected executive position?

Does the HR manager report directly to you?

Does the HR manager have access to you regularly?

Do you frequently meet with the HR manager to review HR problems and progress?

Do you frequently meet with the HR manager to review the effectiveness of HR programs?

Do you require a proposal for a major new HR program?

When business declines, do you resist cutting the HR budget?

Do you frequently speak out in support of HR?

Do you often suggest that HR staff help solve performance problems?

Do you require the HR department to have a budget and cost control system?

Is the HR department required to evaluate each program?

Do you ask to see the results of at least the major HR programs?

Do you encourage an ROI evaluation for major HR programs?