A well-crafted question can illuminate hidden workplace dynamics, align strategy with employee needs, and drive meaningful changes. In Human Resource Management (HRM), “queries” aren’t mere conversation starters but strategic tools. From performance reviews and staff surveys to job analysis and training needs assessments, effective questioning enables HR to gather precise insights, make informed decisions, and enhance organisational performance.
As Terrie Nolinske of the National Business Research Institute notes, HR professionals “use survey research to gather information used to inform strategic direction for functional areas and the organisation as a whole”. When HR leaders ask the right questions – from Lagos boardrooms to Abuja training centres – they turn data into direction, and employees’ voices into valuable guidance.
1. Survey Research: Listening at Scale
At the heart of query-based HR methods lies the survey – a powerful instrument for gathering structured data across broad employee groups. Whether gauging satisfaction, training needs, or employee perception, questionnaires remain a go-to tool for scale and anonymity.
A large manufacturing firm in Kano introduced semi‑annual engagement surveys. Questions about work-life balance and leadership responsiveness were anonymized. Revealed frustrations led to flexible hours and leadership training, boosting engagement by 15% within a year.
2. Job Analysis Instruments: The Foundation of Fit
Effective HR begins with understanding what jobs actually entail. Tools like the Position Analysis Questionnaire (PAQ) and custom job questionnaires help HR codify tasks, skills, and competencies.
A Lagos-based telematics company used PAQ-inspired job questionnaires to refine role descriptions for technicians, supply chain staff, and customer support. This clarity improved recruitment precision and accelerated onboarding.
3. Performance Appraisal: Structured Feedback Loops
Queries form the backbone of evaluation systems – from performance appraisals, 360-degree assessments, to development reviews. Open-ended, behavioural, and ranking questions help managers provide constructive guidance, while identifying high-performing potential
A quoted note from Nolinske:
“Many performance appraisals use formatting similar to that used in survey research – open ended items, matrix formats, and ranking.”
At Stanbic IBTC Bank, performance review questions are structured to focus on “what went well, what could improve, and what development support is needed?” This consistency helps managers give actionable feedback and plan tailored training.
4. Training Needs Identification (TNI): Listening to Lear
Training stems from understanding real skill gaps. HR frequently use surveys or questionnaires post-appraisal to assess areas where training and investment would be most effective
A multinational FMCG in Jos used anonymous training-need surveys to discover that frontline staff needed more customer service skills. Following focused workshops, customer satisfaction rose 20%.
5. Employee Experience & Engagement Surveys: Shaping Culture
Modern HR uses periodic pulse surveys to gauge employee sentiment on leadership, engagement, and workplace culture. Short, frequent surveys (under 12 questions) often get an 80–90% response rate.
A tech startup in Abuja switched to quarterly pulse surveys. One simple question – “Do you have what you need to do your job well?” – surfaced equipment needs, which were quickly resolved. The message: HR is listening.
6. HR Service Quality and Process Improvement
Queries aren’t just for people – they are used to audit HR service delivery. HRIS users are asked about turnaround time, accuracy, and support quality. These insights drive enhancements, resource allocation, and tech upgrades.
The HR unit in a Port Harcourt logistics firm launched a user satisfaction survey for their leave and payroll system. Results showed slow approvals, leading to process redesign and improved approval workflows.
7. Strategic Workforce Planning: Asking the Right Questions Early
Effective workforce planning relies on understanding internal capacity. HR queries managers about anticipated retirements, skill shortages, and future goals, helping define hiring plans and reskilling programmes.
A Lagos financial institution used manager questionnaires ahead of budget planning, identifying a shortfall in analytics skills, and proactively rolling out training before recruitment.
8. Designing Effective Questionnaires: Best Practices
Good questionnaires are clear, purposeful, and tested. The structure should balance concise items and open-ended feedback opportunities.
- Reliability & Validity: Ensure questions measure what they claim to.
- Pilot Testing: Test surveys internally to improve clarity.
- Confidentiality Assurances: Encourage honest responses.
- Question Design: Mix closed-ended rating scales with open qualitative prompts.
9. From Data to Insight: Analytics Power
Collecting data is just the start. Effective HR queries feed into dashboards and analytics, driving strategic actions. Responses inform training design, workforce strategy, and employee experience improvements.
A bank citing Netflix’s analytics model integrated HR survey results into predictive turnover models – leading to targeted interventions and a drop in attrition.
10. Technology & E‑HRM: Querying Smarter
Digital platforms now automate queries, collect responses, and mine data at scale. HRIS and e-HRM tools support pulse surveys, onboarding questionnaires, exit surveys, and analytics dashboards .
A Nigerian telecommunications company implemented e-HRM with an HRMS that sends automated pulse surveys and triggers alerts when satisfaction dips – prompting immediate interventions.
Query instruments in HR aren’t just procedural – they are strategic. When well-designed and thoughtfully implemented, they:
- Reveal real employee insights
- Guide decision-making in recruitment, training, retention, and service quality
- Build a culture of listening, fairness, and continuous improvement
- Anchor HR as a trusted strategic partner
As Nolinske put it, surveys help gather information used to “inform strategic direction for… the organisation as a whole”
In Nigeria’s dynamic workplaces – whether SME in Lekki, NGO in Kano, or tech firm in Abuja – the intelligent use of queries ensure HR remains data-driven and people-centered. By asking the right questions, organisations not only gain clarity, but foster a culture where every voice can shape the company’s course.
When HR asks – and truly listens – it earns trust, drives performance, and builds workplaces where both business and people thrive.
Contributed by Agolo Eugene Uzorka, a Human Resource Consultant and Content Writer.
