Dear HR Gurus
In my organization we have conducted Organization climate survey, now I’ve a raw data, and have to present it to the top management. The question is how to do it in a simple way and it should not loss its gist.
The raw data is consist of
~ The questionnaire was with 2 areas with 3 sections each i.e. in total 6 subsections with total 150 questions
~ And the feedback received from approx 300 employees from 8 departments,
I’ve got 10 mins slot in mgmt meeting to present this data. I m stuck with how to do it with such a lager volume of information in such a less time. And this presentation is on Thursday 2nd of Aug. :(
HR Gurus kindly help me in making it presentable in effective manner.
Regards,
Swapna
:?: :?: :?:
From India, Mumbai
3In my organization we have conducted Organization climate survey, now I’ve a raw data, and have to present it to the top management. The question is how to do it in a simple way and it should not loss its gist.
The raw data is consist of
~ The questionnaire was with 2 areas with 3 sections each i.e. in total 6 subsections with total 150 questions
~ And the feedback received from approx 300 employees from 8 departments,
I’ve got 10 mins slot in mgmt meeting to present this data. I m stuck with how to do it with such a lager volume of information in such a less time. And this presentation is on Thursday 2nd of Aug. :(
HR Gurus kindly help me in making it presentable in effective manner.
Regards,
Swapna
:?: :?: :?:
From India, Mumbai
I suggest that you sort the questions in particular groups. like compensation issues, organizational facilities provided, organizational employee related policies, training, recruitment etc. This will give you manageable number of areas of Organization. Now sort the responses I suppose you said 300 ( I am not sure) into satisfied, not satisfied, not sure
Then look at the areas wher you have most satisfied areas, and not satisfied areas. You can put this data in the form of % also.
Exhibit the areas of satisfied as strength of the organization, Not satisfied as red alert, where the organizational management needs to take an immediate decision for improvement. and the not sure as areas with gaps and need to be analysed further.
I hope this helps you.
Regards'
Mrinal S
From Kuwait, Kuwait
Then look at the areas wher you have most satisfied areas, and not satisfied areas. You can put this data in the form of % also.
Exhibit the areas of satisfied as strength of the organization, Not satisfied as red alert, where the organizational management needs to take an immediate decision for improvement. and the not sure as areas with gaps and need to be analysed further.
I hope this helps you.
Regards'
Mrinal S
From Kuwait, Kuwait
it is hard to give you any concrete feedback as I dont know the content of your survey, but in general you need to consider the following when analysing surveys:
1. Before creating the survey, identify what you want to know and plan you analysis ahead of actually running the survey
2. Once the data have been collected, clean it up. Start getting the aggregate scores on the main dimensions you are looking at.
3. Report the demographic data.
4. Report the frequencies of the main dimensions
5. Report the main dimensions on the demographic data
6. You migh want to report correlations/regressions for prediction purposes
7. You might want to test for significant result if you have a sufficient enough sample size and will be using the data as foundation for some research piece.
1. Before creating the survey, identify what you want to know and plan you analysis ahead of actually running the survey
2. Once the data have been collected, clean it up. Start getting the aggregate scores on the main dimensions you are looking at.
3. Report the demographic data.
4. Report the frequencies of the main dimensions
5. Report the main dimensions on the demographic data
6. You migh want to report correlations/regressions for prediction purposes
7. You might want to test for significant result if you have a sufficient enough sample size and will be using the data as foundation for some research piece.
Dear Swapna,
First and most important thing you have to do is to make the impression before the top mgt to let u stretch those 10 minutes to 30 minutes.
We (HR professionals) have to make ourselves attention worthy. I am sure all those at senior level are serious about HR. but they too in turn expect serious stuff. So if your stuff has something concrete in it, they wont mind let u have 15 - 20 extra minutes. (My experience)
Arouse interest amongst the present about the subject.
give concrete data.
Regarding presentation contents, it can not be decided from our end atleast without viewing the details.
You may start with highlights, charts and then tables. Then areas of concern and remedies.
Hope this serves the purpose.
- Hiten
From India, New Delhi
First and most important thing you have to do is to make the impression before the top mgt to let u stretch those 10 minutes to 30 minutes.
We (HR professionals) have to make ourselves attention worthy. I am sure all those at senior level are serious about HR. but they too in turn expect serious stuff. So if your stuff has something concrete in it, they wont mind let u have 15 - 20 extra minutes. (My experience)
Arouse interest amongst the present about the subject.
give concrete data.
Regarding presentation contents, it can not be decided from our end atleast without viewing the details.
You may start with highlights, charts and then tables. Then areas of concern and remedies.
Hope this serves the purpose.
- Hiten
From India, New Delhi
Thanks a ton Mrinal, Obitar(Not sure if this is your name or just user ID) and Hiten for your valuable suggestions.
Yes, I’m working on similar lines, where I’ve bifurcated the questionnaire in to 2 segments and 5 and 2 Sections respectively.
Segment 1
Section 1 - Work/Department (25Questions)
Section 2 – About organization (20 Questions)
Section 3 – Benefits (3 Questions)
Section 4 – Communication (4 Questions)
Section 5 – General (8 Questions)
Segment 2
Section 1 – Describe Organization/ Its Leadership (13 Questions)
Section 2 – Describe Self Department / Its Leadership (7 Questions)
Then worked on the ratings which was
1 Totally disagree
2 Disagree to some extent.
3 Agree to some extent.
4 Agree to a large extent.
5 Totally agree
And the final output is going to be with Pie chart and % showing the areas of improvement.
I hope that is going to cover all the aspects in gist and if required and the Mgmt is willing to extend the time I can explain the details.
Pls. suggest if I’ve missed any thing / or you feel that I should incorporate some more vital information.
Regards,
Swapna
From India, Mumbai
Yes, I’m working on similar lines, where I’ve bifurcated the questionnaire in to 2 segments and 5 and 2 Sections respectively.
Segment 1
Section 1 - Work/Department (25Questions)
Section 2 – About organization (20 Questions)
Section 3 – Benefits (3 Questions)
Section 4 – Communication (4 Questions)
Section 5 – General (8 Questions)
Segment 2
Section 1 – Describe Organization/ Its Leadership (13 Questions)
Section 2 – Describe Self Department / Its Leadership (7 Questions)
Then worked on the ratings which was
1 Totally disagree
2 Disagree to some extent.
3 Agree to some extent.
4 Agree to a large extent.
5 Totally agree
And the final output is going to be with Pie chart and % showing the areas of improvement.
I hope that is going to cover all the aspects in gist and if required and the Mgmt is willing to extend the time I can explain the details.
Pls. suggest if I’ve missed any thing / or you feel that I should incorporate some more vital information.
Regards,
Swapna
From India, Mumbai
Hi Swapna,
To add to what good advice you already have received, I would suggest that your report should be demographic in nature i.e.
You should be able to provide the viewpoint on a particular item eg. clarity in KRAs, from employees in a particular department, or a particular level or a particular age-group or education group.
When you make your report like this, you will find "different strokes for different folks" - and will be able to see the impact the organization has on its employees at multiple levels.
Also, in your report, do not use more than 2 or 3 types of graphs since people may not recall all the information. Also, your graph should be able to speak, without you having to do more than introduce the graph.
You should be able to understand at least some, if not all, reasons for dissatisfaction in for eg. compensation, appraisals, office facilities. You can do this if you are able to speak with your employees informally and actually understand personal reasons behind the data. Therefore you will highlight certain points of interest or immediate action for the organization.
At all points, avoid the blame game, and be objective when delivering your report - you are not a lawyer pleading your case in court.
Hope this helps.
Regards
Ryan
From India, Mumbai
To add to what good advice you already have received, I would suggest that your report should be demographic in nature i.e.
You should be able to provide the viewpoint on a particular item eg. clarity in KRAs, from employees in a particular department, or a particular level or a particular age-group or education group.
When you make your report like this, you will find "different strokes for different folks" - and will be able to see the impact the organization has on its employees at multiple levels.
Also, in your report, do not use more than 2 or 3 types of graphs since people may not recall all the information. Also, your graph should be able to speak, without you having to do more than introduce the graph.
You should be able to understand at least some, if not all, reasons for dissatisfaction in for eg. compensation, appraisals, office facilities. You can do this if you are able to speak with your employees informally and actually understand personal reasons behind the data. Therefore you will highlight certain points of interest or immediate action for the organization.
At all points, avoid the blame game, and be objective when delivering your report - you are not a lawyer pleading your case in court.
Hope this helps.
Regards
Ryan
From India, Mumbai
While you have divided the survey into segments and sections, I would organise the questions into groups. Take your segment 1 section 1. I would not recommend reporting the answers of all 25 questions.... that is both messy and you would not learn much. In stead you should group the questions into themes or dimensions, and then report aggregate/mean scores of these. Seeing this is done retrospectively, you could use a factor analysis to help you find these groupings. When it comes your 5 point rating scale, you might be better of reporting the scores in terms of agree and disagree, maybe in the form of how many percentage agreed or disagreed with the statement. You do have a potential issue though, as your rating scale does not have a natural midpoint.
Dear HR Gyanis,
Thank you so much for all the valuable feedback you have given. My presentation was successful and the best part was the meaning was conveyed to top management without asking for extra time, in-fact they asked for 2nd session to be presented with details.
Sending the presentation for the reference purpose.
Your views / suggestions are most welcome.
Regards
Swapna
From India, Mumbai
Thank you so much for all the valuable feedback you have given. My presentation was successful and the best part was the meaning was conveyed to top management without asking for extra time, in-fact they asked for 2nd session to be presented with details.
Sending the presentation for the reference purpose.
Your views / suggestions are most welcome.
Regards
Swapna
From India, Mumbai
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