Monitor and evaluate workforce trends Workforce Planning
Measuring organisational climate Organisational climate surveys may include: • Employee opinion surveys • Employee satisfaction surveys • Systems for checking how staff perceive the organisation and its functioning Eg exit interviews Can you think of others?
Developing surveys • A google search will turn up many firms willing to sell you surveys- these will be expensive and need to serve your own organisational needs. • You need to develop skills in writing and designing surveys, testing them and have an efficient method of distribution and collection of data.
Survey development software • Try using an instrument such as survey monkey http://www.surveymonkey.com Allows you to create a survey and monitor results • QUIA has a one month free trial – you can design your survey and email it around and collect your results and some analysis on this site. Try it out.
Employee opinion surveys • Other websites where you found samples/example questions
http://www.eowa.gov.au/Developing_a_Workplace_Program/Six_Steps_to_a_Workplace_Program/Step_2/Employee_Opinion_Survey.asphttp://www.eowa.gov.au/Developing_a_Workplace_Program/Six_Steps_to_a_Workplace_Program/Step_2/Employee_Opinion_Survey.asp • This has a range of surveys for employers at different stages
To assist organisations consult with their employees, a series of three (3) surveys based on the seven Employment Matters has been developed by Dr Graeme Russell and EOWA and are tiered to the needs of different companies eg those starting out, those moving forward and those leading the way.
The survey, developed by Dr Graham Russell from Macquarie University, has been designed to measure the key employment matters covered by the Equal Opportunity for Women in the Workplace Act.
EOWA has also included a guide to conducting and analysing surveys. The following points are from their website.
Some of the issues you will need to consider are: • ·Ensure that the process you use protects the confidentiality of your employees. • ·Consider changing the occupational categories included in this survey to those that are more appropriate to your organisation. • ·Response data should be entered into a recognised spreadsheet (eg., Excel) or statistical program (eg., SPSS). • ·Produce frequencies for responses to all questions.
·Examine whether there are differences in responses between men and women and other groups of interest (eg., younger vs older employees). Examining these differences will provide important insights into where the key issues are in your organisation. For example, an organisation that is very effective in addressing the seven employment matters would be expected to have few differences between the responses of women and men -- or it might be that differences are confined to a particular area (eg., Training and Development).
Additional analyses that you could consider doing include: • It is also worthwhile considering doing each of the above analyses separately for men and women (eg., to see if the gender of the supervisor makes a bigger difference if the respondent is female vs male).
http://www.comcare.gov.au/__data/assets/pdf_file/0012/714/PUB53.pdf has a white paper by Dr Peter Cotton “Using Employee Opinion Surveys To Improve People Outcomes”