Dear all....
I want some suggestions from you all...
I am thinking to conduct one interview of a new employee regarding his/her satisfaction at job....
It's important to know:
whether the new employee happy with the company! whether he/she adjust in the job! Have any query/ problem!
These all are few examples for conducting this interview.
But, i couldn't make a perfect AFTER JOINING INTERVIEW FORM.. so, anyone will help me in this regard?
-SNEHA JOSHI
From India, Pune
32I want some suggestions from you all...
I am thinking to conduct one interview of a new employee regarding his/her satisfaction at job....
It's important to know:
whether the new employee happy with the company! whether he/she adjust in the job! Have any query/ problem!
These all are few examples for conducting this interview.
But, i couldn't make a perfect AFTER JOINING INTERVIEW FORM.. so, anyone will help me in this regard?
-SNEHA JOSHI
From India, Pune
Hi Sneha,
I have a suggestion here... Pls don't name this form as Interview form, as it gives more of an impression of an interview. Instead, it should be more like Onboarding feedback survey, or Discussion/Coffee session etc.
This should include questions on all the aspects, like project related, Team bonding, Joining process, Facilities, finance, etc.
From United States, Denver
I have a suggestion here... Pls don't name this form as Interview form, as it gives more of an impression of an interview. Instead, it should be more like Onboarding feedback survey, or Discussion/Coffee session etc.
This should include questions on all the aspects, like project related, Team bonding, Joining process, Facilities, finance, etc.
From United States, Denver
Hi,
I agree with the above suggestion to make the session named as feedback and not the interview.
You can measure the satisfaction on Likert Scale. Ratings between 1 to 5 will give an idea about the satisfaction level under different categories; org. environment, team support, processes & systems, engagement/training programmes. At the end of it, you can also include open-ended questions if you want to get his/her opinion/query on any of the matter.
Regards
Swati
From India, Gurgaon
I agree with the above suggestion to make the session named as feedback and not the interview.
You can measure the satisfaction on Likert Scale. Ratings between 1 to 5 will give an idea about the satisfaction level under different categories; org. environment, team support, processes & systems, engagement/training programmes. At the end of it, you can also include open-ended questions if you want to get his/her opinion/query on any of the matter.
Regards
Swati
From India, Gurgaon
Dear Friend,
This process should not be for one or two. It should be institutionalized and it should be done with every employee before completion of a month so you will get lot of infomation which will be very useful for the development of the organization.
As the employee is fresh and they will be making comparision with the earlier organization so they can come up with lot of suggestions. The interviewer should have lot of patience and positive approach as he / she may have to hear lot of negative things about the organization.
The points whatever our other firends have mentioned are ok and you can also ask about the infrastructure, induction etc.,
Regards - kamesh
From India, Hyderabad
This process should not be for one or two. It should be institutionalized and it should be done with every employee before completion of a month so you will get lot of infomation which will be very useful for the development of the organization.
As the employee is fresh and they will be making comparision with the earlier organization so they can come up with lot of suggestions. The interviewer should have lot of patience and positive approach as he / she may have to hear lot of negative things about the organization.
The points whatever our other firends have mentioned are ok and you can also ask about the infrastructure, induction etc.,
Regards - kamesh
From India, Hyderabad
Dear All,
We are taking feedback from the newly joined employees after completion of their probation period. For those employees who have joined as confirmed employees it is taken after 09 months. Enclosed is format. Hope you will find same useful. Any suggestion are welcome
Thanks
Chandrakant Joshi
Manager-HRD
9850976167
From India, Nasik
We are taking feedback from the newly joined employees after completion of their probation period. For those employees who have joined as confirmed employees it is taken after 09 months. Enclosed is format. Hope you will find same useful. Any suggestion are welcome
Thanks
Chandrakant Joshi
Manager-HRD
9850976167
From India, Nasik
Hello sir.... It is very helpful material which you have shared, and the story is really interesting and good one... nice example of self-appraisal.... Thank-you sir... -Sneha Joshi
From India, Pune
From India, Pune
We do the same thing in my company. Only thing is that we do it after the employee has been here for at least 2 1/2 to 3 months. That way, the employee has got a chance to settle down and adjust. S/he has also had time to experience several things.
Questions asked are related to general experience (how they feel about working here so far); what they initially struggled with - are they still struggling; what tasks they enjoy doing; did they find the induction adequate; who do they go to for their queries; have they received any input or feedback on their work; are they able to use all the skills/knowledge that they have been trained for; and finally, do they have any doubts or queries still unanswered.
We aim to meet the employee again after they complete their period of probation.
Hope this helpful,
:-) shyama
From India, Mumbai
Questions asked are related to general experience (how they feel about working here so far); what they initially struggled with - are they still struggling; what tasks they enjoy doing; did they find the induction adequate; who do they go to for their queries; have they received any input or feedback on their work; are they able to use all the skills/knowledge that they have been trained for; and finally, do they have any doubts or queries still unanswered.
We aim to meet the employee again after they complete their period of probation.
Hope this helpful,
:-) shyama
From India, Mumbai
Dear Ms.Sneha,
I would say this would be one of the best initiatives for employee relation. To make this more interesting invite employee for coffee and start discussion how he/she life going on, happy with the job, feeling about the company, co worker, superior, work environment and other aspects relating to work. Allow new employee to speak more and take him/her into confidence other wise they will not speak freely.
If this discussion are informal then it work better; I could say from my experience and try to build healthy relation with employees.
From India, Bhubaneswar
I would say this would be one of the best initiatives for employee relation. To make this more interesting invite employee for coffee and start discussion how he/she life going on, happy with the job, feeling about the company, co worker, superior, work environment and other aspects relating to work. Allow new employee to speak more and take him/her into confidence other wise they will not speak freely.
If this discussion are informal then it work better; I could say from my experience and try to build healthy relation with employees.
From India, Bhubaneswar
hi i am sudhakar jadhav i completed mba in hr.i am looking for job in hr.i am fresher,pls any vacancy for hr tell me
From India, Nasik
From India, Nasik
Hi Sneha,
It is good to have the feedback from a recruit. I think it is too early to have it done within a month, however it depends on individuals and their work conditions. For a familiar area in which one is employed it should not take more time.
For a fresh candidate it requires more time to get a genuine & frank feed back as it is obvious being a new person he/she may not express their frank remarks on any matter. However it is also important who is taking the feed back/to whom the feed back is reported. If it is to be a HR person it is all the more difficult to take follow up action on the feed back taken, for the simple reason the HOD is the important person who is really would need the feed back.
In most employers it is customary to take the self appraisal forms by the HR thro' the HOD with his/her remarks on some pertinent reporting of the recruits. In some firms there are two sets of forms one to be submitted directly to the HR which normally should be treated as confidential and the other thro' the HR. The contents of these forms, other than general informations of the recruits, would include brief particulars which could be drafted to suit one's requirement which would vary from dept. to dept. We should't make a mistake by asking an employee to fill the forms which are common for all type of employees. You should have different set of forms for diff. areas/levels of employment. Then only this process going to be meaningful otherwise it is going to be only customary.
It is also important to concurrently analyse the remarks of the HOD on the performance of a recruit to avoid inconsistencies/conflicts, if any. It is also goes without saying HODs prevail, excepting on some exceptions.
Wishes,
Kumar.S.
From India, Bangalore
It is good to have the feedback from a recruit. I think it is too early to have it done within a month, however it depends on individuals and their work conditions. For a familiar area in which one is employed it should not take more time.
For a fresh candidate it requires more time to get a genuine & frank feed back as it is obvious being a new person he/she may not express their frank remarks on any matter. However it is also important who is taking the feed back/to whom the feed back is reported. If it is to be a HR person it is all the more difficult to take follow up action on the feed back taken, for the simple reason the HOD is the important person who is really would need the feed back.
In most employers it is customary to take the self appraisal forms by the HR thro' the HOD with his/her remarks on some pertinent reporting of the recruits. In some firms there are two sets of forms one to be submitted directly to the HR which normally should be treated as confidential and the other thro' the HR. The contents of these forms, other than general informations of the recruits, would include brief particulars which could be drafted to suit one's requirement which would vary from dept. to dept. We should't make a mistake by asking an employee to fill the forms which are common for all type of employees. You should have different set of forms for diff. areas/levels of employment. Then only this process going to be meaningful otherwise it is going to be only customary.
It is also important to concurrently analyse the remarks of the HOD on the performance of a recruit to avoid inconsistencies/conflicts, if any. It is also goes without saying HODs prevail, excepting on some exceptions.
Wishes,
Kumar.S.
From India, Bangalore
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