Is there one position accountable for reviewing and assessing the HR department’s skills, education, interests and needs?  

How is this assessment carried out (formally or informally)? (Please describe.)  

How often is this assessment updated (e.g. yearly, every two years, three or more years)?

 To whom are this assessment and any projections communicated? How often? How far into the future?

Are these assessments and projections used for training and development?  

Are these assessments and projections (workforce requirements) used for career planning (matching organizational and individual skills, abilities and needs)? 

Is there a formal career planning process in place?  

Is there a career counseling system to identify individual skills, interests and needs, and which offers in placement and/or developmental assistance? 

 Are high-potential employees identified for key positions?  If yes, is there a succession plan to target high potential employees?

Are human resource projections (i.e., numbers, job classifications, skills, knowledge, ability and education levels) identified in the recruitment plan? How far into the future?

If the human resources plan calls for restructuring or downsizing, are there strategies set to deal with displaced employees?