2011
Table of Contents 1. 2. 3. 4. 5. 6. 7. Objective of Survey Overview of the Sample Analysis and Interpretation Guidelines Summary of Findings Summary and Next Steps Detailed Findings Implications
I. Objective Of Survey
I. Objectives
Our objectives are to
Understand the drivers of employee engagement and satisfaction Improve worker / management relations Help supervisors improve the efficiency and effectiveness of work in their units
Help the HR function optimise the programmes, policies and procedures of the company.
I. Objectives - contd
This initial survey will: Provide an excellent starting point for expanding the survey to the rest of the Company by successfully developing a model for learning, communication and change management. Create a baseline and benchmarks to measure progress on key organisational initiatives over time. Determine key differences by unit / department and other demographic factors.
In addition, we will
Identify our core strengths and what can be built on.
Indirect
Direct
Total
No. of Employees
212
612
824 171
No. of Participants
100
71
47.17
11.60
20.75
Direct
Total
20.75 %
11.60 %
Male 37%
Female 44%
N/A 27%
Female 36%
6 ~ 10 Yrs 16%
Production
1% 1% 9% 10%
1% 6% 6% 7%
100%
2% 3%
6% 4%
19% 9% 3%
1%
12%
11
3%
2%
8%
16%
5% 4% 2% 1% 3% 1% 3% 3% 7% 5%
1% 1%
27% 27%
4% 8% 1% 1% 5% 4%
4%
2%
2% 1% 3%
1% 1% 1% 1%
4%
14% 2% 14% 2%
2%
12
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For ease of interpretation, we have collapsed survey scores into three categories: Agree, Not Sure, Disagree
For five-point scale questions, the survey data were tabulated based on the percentage of people who chose each response in the five-point scale Consistent with standard practice, the five-point scale was collapsed into a threepoint scale (Agree, Not Sure, and Disagree). This three-part scale is used in the graphs. Agree Not Sure Disagree We also collapsed other five-point scale responses. The following table summarises:
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The following guidelines is helpful to review the data and begin to think about next course of action ( achievements and priorities) Strengths Greater than 70% favorable is a strength if the unfavorable response is less than 20% Opportunities for improvement Items with a 20% or more unfavorable response 50% favorable or less is a danger signal
Areas for further consideration Bi-modal distributions, where responses are mostly either favorable or unfavorable, with few neutrals (e.g. 40% favorable, 20% neutral, 40% unfavorable).
These items are interesting because most respondents feel strongly positive or strongly negative with very little middle ground. Items with large neutral scores (more than 25%) indicate that respondents either are uncertain about how they feel regarding the item or do not feel strongly either way
15
16
33% 55%
Indirect
Direct
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Summary
Findings Both groups scored below target of 70% on the Overall Satisfaction Level ( Direct= 55% & Indirect = 33%). Strong areas for indirect group is: Understand Company Vision , Mission & Direction ( 80%). Good Co-operation & Teamwork ( 73%). Strong Commitment Towards Company ( 71%). The rest of the areas are below target. There is no clear strong area for indirect group. The score is at critical level in all 8 areas.
This survey also tells us. That many respondents in both groups were reluctant to express their true feelings since the survey was conducted during annual increment period. Most of respondents from indirect group did not complete the survey questionnaire. It is possible that they did not know how to answer the questions. SUGGESTION .. Conduct survey Company wide (all employees). Conduct 1 to 1 Question & Answer session with selected employees
Q&A