Attachment 33370Hi
I need your help to analyze my syrvey data on employee satisfaction eith the online performance management system. Please find the attached questionnaire and let me know how could i analyze the same
Thank you,
Akanksha Pandey
From India
I need your help to analyze my syrvey data on employee satisfaction eith the online performance management system. Please find the attached questionnaire and let me know how could i analyze the same
Thank you,
Akanksha Pandey
From India
Hello Akanksha. Congratulations on creating such a comprehensive survey. What I do is input the data into an Excel spreadsheet.
SD=1
D =2
N =3
A =4
SA=5
For each question, I create formulae that calculate:
1. average score for question (shows overall satisfaction)
2. standard distribution for each question (shows variability)
I then create an Excel bar chart that displays average response for each question. I then create formulae that strip out the N responses and count (SD + D) and (A + SA) and display these in another chart.
With this second chart, for each question the red component shows (SD + D) whilst the green component shows (A + SA). This chart shows responses from people who have a definite opinion, something that computing the average does not show you.
If you group the questions into three to six question types (e.g., System, Goal setting, HR Service, etc), then you can also provide summary results for each group of questions.
That’s the quantitative analysis. I then do a qualitative analysis, where I present the summary results to groups of employees and facilitate a discussion on what works well and what could be improved. The full report is then presented to management for an action plan to be drawn up.
I hope this helps.
Les Allan
Author: Managing Change in the Workplace
www.businessperform.com
From Australia, Glen Waverley
7SD=1
D =2
N =3
A =4
SA=5
For each question, I create formulae that calculate:
1. average score for question (shows overall satisfaction)
2. standard distribution for each question (shows variability)
I then create an Excel bar chart that displays average response for each question. I then create formulae that strip out the N responses and count (SD + D) and (A + SA) and display these in another chart.
With this second chart, for each question the red component shows (SD + D) whilst the green component shows (A + SA). This chart shows responses from people who have a definite opinion, something that computing the average does not show you.
If you group the questions into three to six question types (e.g., System, Goal setting, HR Service, etc), then you can also provide summary results for each group of questions.
That’s the quantitative analysis. I then do a qualitative analysis, where I present the summary results to groups of employees and facilitate a discussion on what works well and what could be improved. The full report is then presented to management for an action plan to be drawn up.
I hope this helps.
Les Allan
Author: Managing Change in the Workplace
www.businessperform.com
From Australia, Glen Waverley
Hi Allen,
Could you please guide me about Performance appraisal latest trend in Australian Market.
Akhter Sayeed
CEO
NAM Consultant,India
[
quote=les2allan;463198]Hello Akanksha. Congratulations on creating such a comprehensive survey. What I do is input the data into an Excel spreadsheet.
SD=1
D =2
N =3
A =4
SA=5
For each question, I create formulae that calculate:
1. average score for question (shows overall satisfaction)
2. standard distribution for each question (shows variability)
I then create an Excel bar chart that displays average response for each question. I then create formulae that strip out the N responses and count (SD + D) and (A + SA) and display these in another chart.
With this second chart, for each question the red component shows (SD + D) whilst the green component shows (A + SA). This chart shows responses from people who have a definite opinion, something that computing the average does not show you.
If you group the questions into three to six question types (e.g., System, Goal setting, HR Service, etc), then you can also provide summary results for each group of questions.
That’s the quantitative analysis. I then do a qualitative analysis, where I present the summary results to groups of employees and facilitate a discussion on what works well and what could be improved. The full report is then presented to management for an action plan to be drawn up.
I hope this helps.
Les Allan
Author: Managing Change in the Workplace
www.businessperform.com[/quote]
From India, Raipur
Could you please guide me about Performance appraisal latest trend in Australian Market.
Akhter Sayeed
CEO
NAM Consultant,India
[
quote=les2allan;463198]Hello Akanksha. Congratulations on creating such a comprehensive survey. What I do is input the data into an Excel spreadsheet.
SD=1
D =2
N =3
A =4
SA=5
For each question, I create formulae that calculate:
1. average score for question (shows overall satisfaction)
2. standard distribution for each question (shows variability)
I then create an Excel bar chart that displays average response for each question. I then create formulae that strip out the N responses and count (SD + D) and (A + SA) and display these in another chart.
With this second chart, for each question the red component shows (SD + D) whilst the green component shows (A + SA). This chart shows responses from people who have a definite opinion, something that computing the average does not show you.
If you group the questions into three to six question types (e.g., System, Goal setting, HR Service, etc), then you can also provide summary results for each group of questions.
That’s the quantitative analysis. I then do a qualitative analysis, where I present the summary results to groups of employees and facilitate a discussion on what works well and what could be improved. The full report is then presented to management for an action plan to be drawn up.
I hope this helps.
Les Allan
Author: Managing Change in the Workplace
www.businessperform.com[/quote]
From India, Raipur
Hi Akanksha,
Kindly search CiteHR site and see the various postings I have done.
With due respects to Allen, I would suggest that you calculate the median value and the percentiles rather than the average and standard deviation. The data that you collect are categorical and, hence, average may not be the correct yardstick. However, if there is no difference between the mean and the median then you could.
Like Allen says, you can group them. In order to do that (i.e., develop shorter number of constructs from the various variables) you need to conduct a Factor Analysis Principal Components and Factor Analysis
You also have not stated how may respondents have answered your questionaire.
Have a nice day.
Narasimhan
From United Kingdom
Kindly search CiteHR site and see the various postings I have done.
With due respects to Allen, I would suggest that you calculate the median value and the percentiles rather than the average and standard deviation. The data that you collect are categorical and, hence, average may not be the correct yardstick. However, if there is no difference between the mean and the median then you could.
Like Allen says, you can group them. In order to do that (i.e., develop shorter number of constructs from the various variables) you need to conduct a Factor Analysis Principal Components and Factor Analysis
You also have not stated how may respondents have answered your questionaire.
Have a nice day.
Narasimhan
From United Kingdom
Please note that my name is Les Allan and not “Allen”
“Could you please guide me about Performance appraisal latest trend in Australian Market.
Akhter Sayeed”
Hello Akhter. My experience shows more organizations going for a software performance management solution. On top of that, organizations are moving away from “attitude” scores to 360 degree competency feedback and the setting and tracking of measurable employee goals. However, this is not specific to Australia, but more general for the western countries.
“I would suggest that you calculate the median value and the percentiles rather than the average and standard deviation.
Narasimhan”
Narasimhan, you make a point. No two metrics will tell the whole story and it is somewhat of a compromise when selecting metrics. Yes, the data is categorical and an integer may seem appropriate. But if the median is 3, the median value will not reveal whether there are more 1s and 2s on the low side than 4s and 5s on the high side. This is where the average value can reveal more than the median.
The disadvantage that you rightly point out of using the average is to some extent mitigated by the standard deviation value. This value indicates the variability of the results, something that the median does not reveal. If you mean by “percentiles” reporting the percentage of respondents responding with each of the ratings, then this fills in nicely for the standard deviation. However, reporting percentile figures for each and every question makes for a long report – a report for which many managers may not want to find the time to read and understand. That’s what I mean; each measure that you use has its own advantages and disadvantages. Thanks Narasimhan for your thoughtful contribution.
Les Allan
Author: Training Evaluation Toolkit
www.businessperform.com
From Australia, Glen Waverley
“Could you please guide me about Performance appraisal latest trend in Australian Market.
Akhter Sayeed”
Hello Akhter. My experience shows more organizations going for a software performance management solution. On top of that, organizations are moving away from “attitude” scores to 360 degree competency feedback and the setting and tracking of measurable employee goals. However, this is not specific to Australia, but more general for the western countries.
“I would suggest that you calculate the median value and the percentiles rather than the average and standard deviation.
Narasimhan”
Narasimhan, you make a point. No two metrics will tell the whole story and it is somewhat of a compromise when selecting metrics. Yes, the data is categorical and an integer may seem appropriate. But if the median is 3, the median value will not reveal whether there are more 1s and 2s on the low side than 4s and 5s on the high side. This is where the average value can reveal more than the median.
The disadvantage that you rightly point out of using the average is to some extent mitigated by the standard deviation value. This value indicates the variability of the results, something that the median does not reveal. If you mean by “percentiles” reporting the percentage of respondents responding with each of the ratings, then this fills in nicely for the standard deviation. However, reporting percentile figures for each and every question makes for a long report – a report for which many managers may not want to find the time to read and understand. That’s what I mean; each measure that you use has its own advantages and disadvantages. Thanks Narasimhan for your thoughtful contribution.
Les Allan
Author: Training Evaluation Toolkit
www.businessperform.com
From Australia, Glen Waverley
All is forgiven. :)
Les Allan
Author: Managing Change in the Workplace
www.businessperform.com
From Australia, Glen Waverley
Les Allan
Author: Managing Change in the Workplace
www.businessperform.com
From Australia, Glen Waverley
Thanks Narsimhan for your valuable suggesstions. It is really of immense help to me.I have even attached the questionnaire. Please review it and offer your suggesstions.
From India
From India
Dear Allan, I request you to review my report oosted under the thread Project Report and offer your suggesstions on the same.
From India
From India
hi akansha........... i am also searching sum material to do employee satisfaction survey....... can u please help me out in this Regards khushi
From India, Jaipur
From India, Jaipur
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Employee Satisfaction Survey[1].doc