THE PULSE OF THE EMPLOYEES<br />The essence of competitiveness is liberated when we make people believe that what they think and do is important – and then get out of their way while they do it<br />- Jack Welch, General Electric<br />
THE PULSE OF THE EMPLOYEES<br />The Pulse of the Employee is conducted to measure the employee satisfaction/morale and motivation level . It is aimed at providing all employees a formal opportunity to communicate their opinion about their job, the company and its culture.<br />
<ul><li>To identify the positive and negative norms that influence the work effectiveness of FFC employees using appropriate statistical techniques.
Assess and frame the sources of satisfiers and dissatisfiers at work.
Recommend apt solution to address the employee satisfaction profile of the organization.</li></ul>OBJECTIVES<br />
<ul><li>It is extremely important yet, abstract concept.
It is the foundational concept in Human Resource Management and Organization Development
It shall increase our ability to predict behavior and outcomes in the long run.
It is perceptible and measurable (using employee efforts or choice/preference)
It helps organization by shedding light on the perception of employees on job design, job assignments, performance management and rewards/incentive management.</li></ul>WHY STUDY MOTIVATION?<br />
Phases of the Project<br /><ul><li>Platform Development – determination and development of the best software package
Content Administration – development of behavioral categories including identification of factors to be used in assessing each organizational facet
Survey Administration – actual roll out of the survey
Data Collation and Analysis – statistical analysis and presentation of findings and conclusion</li></ul>PROJECT METHODOLOGY<br />
Phase 1: Platform Development <br /><ul><li>LimeSurvey, a leading Open Source Survey Tool, will be used to identify and gauge the Employee Engagement Index and the normative profile of the organization.
The survey has two (2) parts: Demographic Information and Category Analysis.
A 5-point scale will be used to measure the response/belief to the statement. </li></ul>PROJECT METHODOLOGY<br />
Phase 2: Content Administration <br />(15 Behavioral Categories/Organizational Facets)<br /><ul><li>Organizational and Personal Pride
Work life Balance</li></ul>PROJECT METHODOLOGY<br />
Phase 2: Content Administration <br />(Instrument Validation)<br /><ul><li>Organizational Norms Opinionnaire by Mark Alexander (Categories like Performance Excellence, Teamwork and Communication)
Organizational Diagnosis Questionnaire by Robert Preziosi (Categories such as Purposes, Structure and Rewards.)
Systems-Linked Organization Model by Michael Marquardt (Believes that organization can be studied by focusing on dynamics such as People, Technology and Knowledge)</li></ul>PROJECT METHODOLOGY<br />
Phase 3: Survey Administration <br /><ul><li>The Training Section will administer this initiative on 12 and 13 May at the Training Room B
10 staff will take the survey for every 30 minutes starting at 9:00AM
Supervisors are expected to schedule their people in a way that would not jeopardize the normal operation of their section
Each survey respondent shall be given a token (username and password) to access the platform </li></ul>PROJECT METHODOLOGY<br />
Phase 4: Data Collation and Analysis <br />(Statistical Techniques Using Predictive Analytics Software)<br /><ul><li>Measures of Central Tendency – quantifies the average of a set (Mean, Median, Mode, Quartile)
Measures of Dispersion – quantifies the spread of data (Standard Deviation, Range)
Measure of Relationship – quantifies the degree of relationship (strength and direction) between two variables (Pearson Product Moment Correlation)
Hypothesis Testing – method of making decisions using data (ANOVA or Analysis of Variance)</li></ul>PROJECT METHODOLOGY<br />
People won’t care how much you know,<br />until they know how much you care.<br />
THANK YOU<br />by:<br />Training Section<br />Organization Development Department<br />