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  1. Surveys
  2. 2016
  3. October
  4. B
  5. Business Services Questionnaire
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Questions marked with a * are required Exit Survey
 
 
* What is your primary area of focus at the University?
 
HR
 
Finance
 
Provost (includes faculty and academic administration)
 
Health System Operations
 
Other (Please specify)
 
 
 
 
* If you work in HR please describe your primary HR area of focus:
 
Talent Management
 
Talent Acquisition/Recruiting
 
Talent Development/Learning
 
Employee Relations
 
HR Director/Business Partners
 
HR Leadership
 
HR Operations
 
Payroll/Leave
 
Other (Please specify)
 
 
 
 
* As you look to analyze and summarize HR data please describe the capabilities that you currently use.  Check all that apply:
 
 
Standard reports from HRIS systems (Discoverer Reports, PeopleSoft, UltiPro etc.)
 
Queries (ad hoc, customized) from HRIS systems (Oracle EBS, UltiPro, peopleSoft etc.)
 
HR Benchmarks or other metrics for comparison (AAU benchmarks, External survey, internal surveys, Mercer)
 
HR data models (Spreadsheets, Databases, other tools)
 
Data analytics tools (Tableau, Qlik, etc.)
 
Trend analysis (performance over time)
 
Projections (future state modeling, what-if scenarios)
 
HR statistical analysis (correlation across data sets, causal analysis, controlled evaluation)
 
Other please describe below:

 
 
 
* What HR data is most important to you in your role?  Rank your top 5
 
Succession Planning (Future talent pipeline, leadership development, talent gaps)
 
Employee Engagement (Job Satisfaction, productivity)
 
Culture (Multi-generational workforce, engaging millennials)
 
Diversity & Inclusion (Pay Parity, Leadership Diversity)
 
Innovation (Deployment of leading practices, new ideas)
 
Workforce Utilization (effective deployment of people, deviations between budgeted talent expense/effort versus actual)
 
Workforce Planning (Employee attraction, retention)
 
Rewards & Recognition (Total rewards competitiveness, compensation competitiveness)
 
Recruiting/Onboarding (Recruiting volume, evaluation of recruiting sources, 1 year retention)
 
Performance Management (Performance Evaluation Bias, comparability of performance across organizations)
 
Payroll performance (Pay accuracy, cost per pay check)
 
HR Compliance/Risk mitigation (Policy deviations/exceptions, regulatory penalties, ACA compliance)
 
Employee Development/Training (Compliance tracking, alignment of training to knowledge gaps)
 
Communication Effectiveness (Communication frequency, feedback, social media activity)
 
Employee Relations (grievances, disciplinary actions)
 
HR Financial Data (Salary, Labor, costs, benefits costs, technology cost)
 
Workforce composition ( Headcount, Turnover, attrition/retention, employee movement, demographics, aging workforce)
 
HR Operational Data (volume of transactions, efficiency, effectiveness, errors/quality)
 
Other (please specify)
 

 
 
 
* For your responses above, please explain your choices, particularly what issues you are currently facing in each area
   
 
 
 
* What prevents you from getting the data you need in a timely manner? Please List your top 3 challenges
   
 
 
 
* What are the 3 most important issues you/your organization are likely to face in the near-future?
   
 
 
 
* What data tools would you like to use to better access and analyze HR data? 
 
 
Standard reports from HRIS systems (Discoverer Reports, PeopleSoft, UltiPro etc.)
 
Queries (ad hoc, customized) from HRIS systems (Oracle EBS, UltiPro, PeopleSoft etc.)
 
HR Benchmarks or other metrics for comparison (AAU benchmarks, External survey, internal surveys, Mercer)
 
HR data models (Spreadsheets, Databases, other tools)
 
Data analytics tools (Tableau, Qlik, etc.)
 
Trend analysis (performance over time)
 
Projections (future state modeling, what-if scenarios)
 
HR statistical analysis (correlation across data sets, causal analysis, controlled evaluation)
 
Other
 

 
 
 
What HR data capabilities should the HR function invest in that will have the greatest impact on enabling the University’s mission?
   
 
 
 
Tell us anything else you think would be useful as we continue our work
   
 
About Ufirst

The University of Virginia is transforming the way we serve our mission by putting you first. The Academic Division and Health System are joining forces. We aim to create a consistent and exceptional work experience for every UVA colleague, one that is commensurate with our reputation of excellence.

As part of Ufirst, we want to transform how the University uses HR data.  In other words, we want to advance along the continuum from foundational data (basic reporting, benchmarking, directional insights) to use data in more complex ways (future risk management and outcome optimization and prediction).  While Workday is going to serve as a transformational opportunity to give individuals across the University community greater access to HR data than ever before, while maintaining confidentiality where appropriate, we also want to identify other mediums and capabilities.

In order to make this a reality, we need to hear from you.  Thank you for your time. We will share the results of our survey at several upcoming meetings and post to the Ufirst website.