The widespread nature of the company locations means that a questionnaire is going to be the most effective way to acquire feedback} the questionnaire can be sent out, and employees can then complete it and return it by a certain time. A focus group is impractical, as it might be dif ficult to get enough people together for the discussion. Interviews and observation can prove to be cumbersome, both to employees and management, because they might require extensive travel and/or arranging of schedules.

The HAY system classif ies jobs according to knowledge, accountability, and problem solving. This system, which was developed in 1943, is a form of point factor grading. A job's accountability is the degree to which other members of the organization rely on that employee.

A balanced scorecard shows if the HR strategvr is in alignment with and supports the company's strategic direction. It can be used to assess the performance of the HR department and gauge the value it provides for the organization.

This is an example of incremental budgeting because the last year's budget is used as a baseline and then increased by a set percentage. Incremental budgeting also allows for extra fund requests for additional needs.

The accession rate compares the number of new employees to the total number of employees. This metric indicates whether an organization is experiencing too much or too little turnover. Human resources departments use the accession rate to identif y focus areas for their recruiting and retention efforts.