hai friends this is ratna, as i am busy in collecting information about my project work now a days iam just seeing the site but not actively participating.
Once again i whole heartedly congratulate the cite Hr members for replying the queries irrespective of their valuable time.
one more request is how to measure the employee satisfication i want some details regarding the same or website ids. awaiting for the same.
From India, Hyderabad
Once again i whole heartedly congratulate the cite Hr members for replying the queries irrespective of their valuable time.
one more request is how to measure the employee satisfication i want some details regarding the same or website ids. awaiting for the same.
From India, Hyderabad
You could:
-use an employee engagement or employee satisfaction survey
-conduct confidential focus group meetings with employees
-conduct and analyze exit interviews
-measure voluntary employee turnover and compare to your industry benchmarks
For more info on surveys, type in “employee engagement survey” or “employee satisfaction survey” into any search engine.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
6-use an employee engagement or employee satisfaction survey
-conduct confidential focus group meetings with employees
-conduct and analyze exit interviews
-measure voluntary employee turnover and compare to your industry benchmarks
For more info on surveys, type in “employee engagement survey” or “employee satisfaction survey” into any search engine.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
I agree with Vicki . I would just like to add the management operations review as another way of getting to the level of satisfaction of the employees. Moreover townhall meetings also give a fair indication of the areas of concern for the employees and also encourage open communication.
Alia Zafar
From Pakistan, Islamabad
Alia Zafar
From Pakistan, Islamabad
Viki is right. More over the overall production also might help in determining the satisfaction of employees. A high productivity, efficiency, effectiveness shows that the employees are performing well due to various reasons which satisfy them in the job they perform and the low productivity shows vise versa.
Cheers,
Ashra
From Sri Lanka
Cheers,
Ashra
From Sri Lanka
Dear Ashara
I would beg to differ. I think a lot of the productivity or high performance relating to production or any other industry is related to the market dynamics , economic situation and line strategy for the business. the strategy may work well even when most employees are still extremely dissatisfied with the culture, with HR practises.
A case in point may be for example the banking institutions and telecom where there is immense growth n Pakistan. However the institutions which are not developed in HR have a lot of frustration and the level of satisfaction is very low.
alia
From Pakistan, Islamabad
I would beg to differ. I think a lot of the productivity or high performance relating to production or any other industry is related to the market dynamics , economic situation and line strategy for the business. the strategy may work well even when most employees are still extremely dissatisfied with the culture, with HR practises.
A case in point may be for example the banking institutions and telecom where there is immense growth n Pakistan. However the institutions which are not developed in HR have a lot of frustration and the level of satisfaction is very low.
alia
From Pakistan, Islamabad
Follow some instructions for you. Hope that they're useful
Design an employee satisfaction survey using a range of degrees of satisfaction. For example, the answers may be very satisfied at the highest range and not satisfied at all at the lowest range. Some questions can be about the work itself, supervisor, hours, environment, pay, benefits, co-workers, etc. Prepare at least 25 questions to gather a significant amount of data.
2
Develop the tools to measure productivity levels by analyzing the job descriptions and required output. If it is a job that requires so many widgets to be produced in one hour, counting the number of widgets on an hourly basis is easy. If the job requires no more than three errors in a day's productivity, it is simple to check for errors at the end of the day. Timeliness is measure by number of widgets produced per hour.
3
Schedule meetings with supervisors and managers to review employee satisfaction and performance. Have a discussion about previous performance appraisals that revealed attitude or behavioral problems. Examine written documentation of productivity issues that may need immediate attention. There may be issues that are not completely within control of the employee that impact performance.
4
Review the satisfaction and productivity measurements to identify ideas for improvement. Employees may expect the company to respond to the survey information with an action plan (list of things the company will do) for improvement. Measuring employee satisfaction and not using the information gleaned for possible improvements could result in low morale and distrust.
Sucess to you.
From Vietnam, Hanoi
Design an employee satisfaction survey using a range of degrees of satisfaction. For example, the answers may be very satisfied at the highest range and not satisfied at all at the lowest range. Some questions can be about the work itself, supervisor, hours, environment, pay, benefits, co-workers, etc. Prepare at least 25 questions to gather a significant amount of data.
2
Develop the tools to measure productivity levels by analyzing the job descriptions and required output. If it is a job that requires so many widgets to be produced in one hour, counting the number of widgets on an hourly basis is easy. If the job requires no more than three errors in a day's productivity, it is simple to check for errors at the end of the day. Timeliness is measure by number of widgets produced per hour.
3
Schedule meetings with supervisors and managers to review employee satisfaction and performance. Have a discussion about previous performance appraisals that revealed attitude or behavioral problems. Examine written documentation of productivity issues that may need immediate attention. There may be issues that are not completely within control of the employee that impact performance.
4
Review the satisfaction and productivity measurements to identify ideas for improvement. Employees may expect the company to respond to the survey information with an action plan (list of things the company will do) for improvement. Measuring employee satisfaction and not using the information gleaned for possible improvements could result in low morale and distrust.
Sucess to you.
From Vietnam, Hanoi
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SIMPLEST AND UNIQUE WAY TO MEASURE STRESS!.doc