Employee satisfaction surveys are conducted to find out the pulse of employees. It captures employee's opinion about their jobs as well as the work environment.
Employee issues and concerns need to be addressed regularly for employee retention and higher productivity, Employee satisfaction surveys such as this one help in bringing in front such issues which need to be resolved on priority and gives a platform to the employees to raise their concerns.
Human Resource Metrics PowerPoint Presentation Slides SlideTeam
Help your company get empowered with the best human capital with the help of your analysis presented through these impactful Human Resource Metrics PowerPoint presentation slides. The slides cover all the Key Performance Indicators (KPIs) of a HR Metrics report like employee turnover, training, return on human capital, absenteeism, ratio of HR professionals to employees, ratio of business partners per employee, billable hours, costs of labor, returns and expenses per employee. The best KPIs should be able to reflect the human capital performance, such as financial outcomes, performance drivers, etc. The best way to design a good KPI is to communicate with the company business managers who know the jobs the best in their own divisions. You can compare the efficiency and effectiveness of the team through a dedicated slide provided. Quantifying the cost and the impact of talent management programs and HR processes, and measuring the success of HR initiatives can be done conveniently through the various slides provided. Your research based on theories such as Maslow’s hierarchy of needs can be displayed well in the pyramid diagram provided for it. Additional templates for details like agenda, mission, team, goal, finance, timeline, location, lego and magnifying glass have been provided. These slides can be used according to your presentation’s requirement. Set them up with our Human Resource Metrics PowerPoint Presentation Slides. Your team will take over from there.
Keeping Employees Engaged In The WorkplaceJumpstart:HR
Jumpstart:HR is your trusted HR Outsourcing and Strategic Counseling partner. We work with your organization as a virtual and on-site service provider to solve your HR challenges, alleviate your burdens and free up your time.
Visit us at http://www.jumpstart-hr.com to learn more about how we can save your organization time and bring about a greater ROI on your Human Capital Management strategy.
Twitter: http://www.twitter.com/jumpstarthr
Facebook: https://www.facebook.com/jumpstarthr
LinkedIn: http://www.linkedin.com/company/jumpstart-hr
Sign up for our newsletter and learn "What HR Can Learn from Steve Jobs.": http://www.eepurl.com/jAbNf
Special thanks to all the people who made and released these awesome resources for free:
Presentation template by SlidesCarnival
Photographs by Unsplash
This is a presentation of the WES (Workplace Engagement Survey). It is an effective and inexpensive way to survey your employees with recommendations for increased engagement and productivity.
Human Resource Metrics PowerPoint Presentation Slides SlideTeam
Help your company get empowered with the best human capital with the help of your analysis presented through these impactful Human Resource Metrics PowerPoint presentation slides. The slides cover all the Key Performance Indicators (KPIs) of a HR Metrics report like employee turnover, training, return on human capital, absenteeism, ratio of HR professionals to employees, ratio of business partners per employee, billable hours, costs of labor, returns and expenses per employee. The best KPIs should be able to reflect the human capital performance, such as financial outcomes, performance drivers, etc. The best way to design a good KPI is to communicate with the company business managers who know the jobs the best in their own divisions. You can compare the efficiency and effectiveness of the team through a dedicated slide provided. Quantifying the cost and the impact of talent management programs and HR processes, and measuring the success of HR initiatives can be done conveniently through the various slides provided. Your research based on theories such as Maslow’s hierarchy of needs can be displayed well in the pyramid diagram provided for it. Additional templates for details like agenda, mission, team, goal, finance, timeline, location, lego and magnifying glass have been provided. These slides can be used according to your presentation’s requirement. Set them up with our Human Resource Metrics PowerPoint Presentation Slides. Your team will take over from there.
Keeping Employees Engaged In The WorkplaceJumpstart:HR
Jumpstart:HR is your trusted HR Outsourcing and Strategic Counseling partner. We work with your organization as a virtual and on-site service provider to solve your HR challenges, alleviate your burdens and free up your time.
Visit us at http://www.jumpstart-hr.com to learn more about how we can save your organization time and bring about a greater ROI on your Human Capital Management strategy.
Twitter: http://www.twitter.com/jumpstarthr
Facebook: https://www.facebook.com/jumpstarthr
LinkedIn: http://www.linkedin.com/company/jumpstart-hr
Sign up for our newsletter and learn "What HR Can Learn from Steve Jobs.": http://www.eepurl.com/jAbNf
Special thanks to all the people who made and released these awesome resources for free:
Presentation template by SlidesCarnival
Photographs by Unsplash
This is a presentation of the WES (Workplace Engagement Survey). It is an effective and inexpensive way to survey your employees with recommendations for increased engagement and productivity.
Employee engagement is a property of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests.
Categories in employee engagement
Engaged
Not engaged
Actively disengaged
Engaged-
•The employee works in passion
•Highly motivated and ready to go extra mile
•Focused and keen to take up challenges
•Problem-solving attitude
Not engaged-
•They usually step walking through the day
•Zero energy and passion in the given work
•Putting in hours instead of energy
•Actively undermine coworkers and sabotage projects
Actively disengaged-
•Always complaint about the given tasks
•Try to demoralize colleagues also
•Lack of enthusiasm
•Failure to take responsibility
Aon Hewitt’s Engagement Model-
Aon Hewitt’s employee engagement research represents a variety of companies, industries, and geographic regions throughout countries in Asia-Pacific, Europe, Latin America, and North America. Research has shown that there are 21 areas, shown in the following diagram, known as “Engagement Drivers,” that can potentially drive people’s engagement.The Model goes beyond measuring people’s satisfaction with each of these drivers. The model prioritizes the areas for improvement based on their potential impact on engagement and, therefore, business performance.
http://www.gallup.com/topic/employee_engagement.aspx
Employee Life Cycle PowerPoint Presentation Slides SlideTeam
Use this professionally designed Employee Life Cycle PowerPoint Presentation Slides to scan the various stages an employee goes through within an organization. HR managers can utilize this content-ready HR model PowerPoint slideshow to optimize the progress of employees. Map the employee lifecycle to not only attract the best talent but to also enhance the customer experience. This HR lifecycle PowerPoint presentation comprises of different stages in the career of an employee, starting from recruitment to termination or retirement. Use this ready-made employee lifecycle complete PowerPoint presentation templates to build great teams. This content-ready HR cycle PPT deck covers topics like employee lifecycle framework, talent acquisition, current vacancies, job description, candidate assessment, employee management, attendance tracker, and more. These PPT templates are customizable. You can edit the template as per your requirement. Change the color, text, icon, and font size as pe your requirement. Grab this complete presentation on HR model to increase the employee engagement and maximise your returns. Elaborate on the contents of the deal with our Employee Life Cycle Powerpoint Presentation Slides. Clarify every aspect of the agreement.
Come to an exciting conclusion with our employee satisfaction PowerPoint presentation slides. This is a well-researched deck of thirty-eight slides on employee satisfaction and human resources. While briefing on your key agendas, elaborate on employee engagement key statistics. Whether you belong to the division of an assigned team or an appointed official on the lookout for impacting slides, it caters to every professional area. Whether you need to discuss on your survey plans or discuss the outcome of them, this employee satisfaction PPT deck is here to assist you for the same. All sorts of relevant charts and graphs, overviews, topics subtopics templates and analysis layouts are here in the set for a precise discussion. This design can be used for the various employee services analysis processes, which contains complex steps. Create a dramatic effect with our Employee Satisfaction PowerPoint Presentation Slides. Increase the amount of impact you have.
Presenting this set of slides with name - Hr Induction Powerpoint Presentation Slides. This PPT deck displays fifty three slides with in depth research. Our topic oriented Hr Induction Powerpoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Hr Induction Powerpoint Presentation Slides presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
What causes employee engagement? How is the engagement in your country? Gallup shares all. See their presentation at the Human Capital Club in Feb 2015. For more information on the next Human Capital Club, email cynthiawihardja@actioncoach.com
* How high is your annual employee turnover?
* How much of your employee turnover consists of regretted loss?
* Do you know which employees will be the most likely to leave your company within a year?
Find the answer from HR Analytics because Human Resource analytics (HR analytics) is about analyzing an organizations’ people problems.
Employee engagement is a property of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests.
Categories in employee engagement
Engaged
Not engaged
Actively disengaged
Engaged-
•The employee works in passion
•Highly motivated and ready to go extra mile
•Focused and keen to take up challenges
•Problem-solving attitude
Not engaged-
•They usually step walking through the day
•Zero energy and passion in the given work
•Putting in hours instead of energy
•Actively undermine coworkers and sabotage projects
Actively disengaged-
•Always complaint about the given tasks
•Try to demoralize colleagues also
•Lack of enthusiasm
•Failure to take responsibility
Aon Hewitt’s Engagement Model-
Aon Hewitt’s employee engagement research represents a variety of companies, industries, and geographic regions throughout countries in Asia-Pacific, Europe, Latin America, and North America. Research has shown that there are 21 areas, shown in the following diagram, known as “Engagement Drivers,” that can potentially drive people’s engagement.The Model goes beyond measuring people’s satisfaction with each of these drivers. The model prioritizes the areas for improvement based on their potential impact on engagement and, therefore, business performance.
http://www.gallup.com/topic/employee_engagement.aspx
Employee Life Cycle PowerPoint Presentation Slides SlideTeam
Use this professionally designed Employee Life Cycle PowerPoint Presentation Slides to scan the various stages an employee goes through within an organization. HR managers can utilize this content-ready HR model PowerPoint slideshow to optimize the progress of employees. Map the employee lifecycle to not only attract the best talent but to also enhance the customer experience. This HR lifecycle PowerPoint presentation comprises of different stages in the career of an employee, starting from recruitment to termination or retirement. Use this ready-made employee lifecycle complete PowerPoint presentation templates to build great teams. This content-ready HR cycle PPT deck covers topics like employee lifecycle framework, talent acquisition, current vacancies, job description, candidate assessment, employee management, attendance tracker, and more. These PPT templates are customizable. You can edit the template as per your requirement. Change the color, text, icon, and font size as pe your requirement. Grab this complete presentation on HR model to increase the employee engagement and maximise your returns. Elaborate on the contents of the deal with our Employee Life Cycle Powerpoint Presentation Slides. Clarify every aspect of the agreement.
Come to an exciting conclusion with our employee satisfaction PowerPoint presentation slides. This is a well-researched deck of thirty-eight slides on employee satisfaction and human resources. While briefing on your key agendas, elaborate on employee engagement key statistics. Whether you belong to the division of an assigned team or an appointed official on the lookout for impacting slides, it caters to every professional area. Whether you need to discuss on your survey plans or discuss the outcome of them, this employee satisfaction PPT deck is here to assist you for the same. All sorts of relevant charts and graphs, overviews, topics subtopics templates and analysis layouts are here in the set for a precise discussion. This design can be used for the various employee services analysis processes, which contains complex steps. Create a dramatic effect with our Employee Satisfaction PowerPoint Presentation Slides. Increase the amount of impact you have.
Presenting this set of slides with name - Hr Induction Powerpoint Presentation Slides. This PPT deck displays fifty three slides with in depth research. Our topic oriented Hr Induction Powerpoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Hr Induction Powerpoint Presentation Slides presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
What causes employee engagement? How is the engagement in your country? Gallup shares all. See their presentation at the Human Capital Club in Feb 2015. For more information on the next Human Capital Club, email cynthiawihardja@actioncoach.com
* How high is your annual employee turnover?
* How much of your employee turnover consists of regretted loss?
* Do you know which employees will be the most likely to leave your company within a year?
Find the answer from HR Analytics because Human Resource analytics (HR analytics) is about analyzing an organizations’ people problems.
This presentation on "Employee Job Satisfaction" which is very useful to new trainee, How an employee or student analyses the satisfaction between management and employee
Dr. Rita Vilkė, Kodėl ir kaip reikės atsiskaityti už įmonės socialiai atsakin...ekorekomendacijos
Ekonomiškai išsivysčiusiose šalyse jau daugiau nei pusę amžiaus nebeabejojama, ar organizacijos turi būti socialiai atsakingos. Istoriškai susiklostė, kad socialinės atsakomybės pirmiausiai reikalauta iš verslininkų. Tačiau dešimtmečiais besiformavusi praktika atskleidžia prieštaringų įrodymų: verslas vienas pats nepajėgus šių problemų spręsti. Kritiškai svarbus šiuo požiūriu tampa nepertraukiamas dialogas tarp verslo, viešojo sektoriaus institucijų ir visuomenės, dalijantis socialinės atsakomybės iniciatyvų iniciatorių, skatintojų ir įgyvendintojų vaidmenis. Tačiau kuriamas scenarijus šiandien kaip niekad reikalauja sisteminio suvokimo, veiksmų nuoseklumo ir atsakomybės su adresatu, nes šiuolaikinei mūsų visuomenei tampa vis aktualiau, KAIP atsakingai organizacijos siekia savo tikslų ir KAIP atsakingai tai geba viešai parodyti ir įrodyti.
Būtinas konstruktyvus dialogas tarp verslo, visuomenės ir vyriausybės, apsisprendžiant dėl vieningos nefinansinės informacijos atskleidimo sistemos, tinkamos Lietuvos įmonėms. Įmonininkams, kuriems bus taikoma direktyva, jau dabar reikėtų pradėti galvoti apie papildomas išlaidas kvalifikuotam nefinansinės informacijos atskleidimui. Tad belieka tikėtis, kad vyriausybė atsakingai priims sprendimus pasunkinti ir taip nelengvą verslininkų naštą nefinansinėmis ataskaitomis, verslininkai neperkels padidėjusių kaštų ant skurstančios visuomenės pečių, o XXI-ojo amžiaus sumani visuomenė sugebės savo vartojimo sprendimais palaikyti socialiai atsakingiausius verslininkus.
Building an Action Plan From the Federal Employee Viewpoint Survey: Steps to ...AchieveGlobal
AchieveGlobal proposes a five-step process that every agency can take to make improvements in workplace environments and productivity, and, at the same time, launch solutions that support long-term culture change initiatives.
Sample Employee Satisfaction Measurement ToolTerence Wong
Sample Employee Satisfaction Measurement Tool to measure staff attitudes to company across 5 areas modelled on Great Place to Work. Helps to pinpoint areas for improvement in staff satisfaction
Employees’ holds the key of success for any company. Hence, listening to their voices is very important.
Employees’ workplace should have ability to motivate to have maximum contribution.
Employees’ recognition, motivation, commitment is dependent upon the function & level.
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
The importance of employee engagement and building executive and senior management buy into effective employee engagement programs. Focus on using Employee Engagement survey to drive positive workplace change.
This presentation examines the reasons for staff turnover, identifies the costs to the business of this turnover and gives practical tips to maximize staff retention.
Employee Engagement and Customer Experiences - How are they related?Dr. Janne Ohtonen
This presentation discusses how employee engagement and customer experiences are related to each others. Please share your views, comments and experiences also!
Presentation by Paul van Veen, Customer ServiceBenchmarking Australia (CSBA) at the Serve You Right Conference, Melbourne, September 15-16, 2011. Provides an overview of What to look for in customer service measures; The overall service improvement model; Customer satisfaction measures; Understand current performance; Key points for successful customer satisfaction measurement
How to Improve Your Bottom-Line Through Employee EngagementDrake International
Employee engagement is a hot topic and a key concern for many companies. Despite the heightened focus, companies still struggle with these questions: Why should we invest in employee engagement? Where do we invest for the greatest impact? What is the tangible business value of internal communication?
In this webinar, we will explore how to improve employee engagement, ways to initiate strategic discussions in your organization, and the impact it has on your bottom-line.
Insightlink’s 4Cs survey tool is our clients’ top choice again and again because it offers a proven, actionable, easy-to-understand framework for increasing employee engagement.
This session will be dedicated to the possibility that even small organizations can create and execute meaningful strategic plans. Creating a well defined strategy is hard work and not for everyone, as it requires us to begin to say "no" to stuff we usually say "yes" to. You are hereby invited to open a dialogue about how best to go about creating a strategy for your small organization by Ed Kless, Sage senior director of partner development and strategy, who will facilitate this session.
2. Employee Satisfaction Measurement –Why?
There is a growing body of
knowledge, which shows that increase
in employee commitment and trust in
leadership can positively impact a
company’s bottom line.
In fact the true potential of an
organization can only be realized
when productivity levels of all
individuals and teams are fully
aligned, committed and energized to
successfully accomplish the goals of
the organization.
3. Employee Satisfaction Measurement – A continuous process
Employee
Satisfaction
Measurement
Review/
Chang
HR Policies
Successful organizations conduct employee satisfaction surveys regularly to
address the changing needs and expectation of their employees which results in
long term employee retention
4. Employee Satisfaction Measurement – MarketWay Approach
The experience that employees have with an organization can be explored in
various ways.
MarketWay’s unique model for employee satisfaction measurement which
provides not only satisfaction indices but also a Action Planning Grid for
further improvements.
5. Employee Satisfaction Measurement – Indices
• Top of the mind satisfaction
without going into minute details
Overall Satisfaction
• An attempt to know the
employee’s intend to leave
company
Loyalty
• How likely is employee would
recommend this company as a
good place to work?
Advocacy
6. ∑ Ii
Si = Satisfaction score
Ii = Importance score
a = Attribute
n = Number of attributes
Employee Satisfaction Measurement – Indices
• A satisfaction over every attribute involving
conscious mental activities such as thinking,
understanding, learning, and remembering
Cognitive
Satisfaction
Cognitive Satisfaction Index
(Satisfaction weighted by importance)
7. Other Indices
• Cognitive Satisfaction over Aspects
• Top Important Attributes
• Top Satisfaction Attributes
• Satisfaction over Important Attributes
• Top Box Attributes
• Bottom Box Attributes
• Strategy Planning Grid
Employee Satisfaction Measurement – Indices
8. To understand employee satisfaction level of
XYZ Company
This report can be subdivided into various segments like and Senior Managers,
Field Staff, Department, etc. to get further deep understanding.
Dummy Report
9. Final Report
Analysis
Analysis using MarketWay’s model for employee satisfaction measurement
Actual Survey
Initiating and monitoring survey
Questionnaire Design
Finalization of questionnaire and attributes , based on qualitative study inputs
Qualitative Study
Qualitative discussion with HR managers, some employees at various levels
Initial Discussion
To decide target respondents, sample size, mode of interview, timeline, etc.
Employee Satisfaction Measurement – Process Flow
Dummy Report
10. 25 attributes were grouped into following broad ‘aspects’ for convenience in
analysis and presentation of findings.
Aspects:
1. Communication
2. Employee welfare
3. Organizational climate & work culture
4. Organizational structure and the job
Aspects
Dummy Report
11. Code Attribute Aspect
1 Smooth and effective interdepartmental communication Communication
2 Friendly relationship with colleagues at workplace Communication
3 Free flow of communication within company and employees Communication
4 Free flow of communication within the employees Communication
5 Recognition and appreciation to good work Employee Welfare
6 Sufficient time to spend with the family Employee Welfare
7 sufficient attention towards employee retention by company Employee Welfare
8 Fair and impartial appraisals Employee Welfare
9 Time to time identification of training needs of employees Employee Welfare
Attributes
Dummy Report
12. Code Attribute Aspect
10 Wholesome and adequate canteen facilities Employee Welfare
11
Loyalty, Honesty and Integrity of employees are valued in the
company
Employee Welfare
12 Availability of employee manual Employee Welfare
13 Competitive work climate
Organizational climate &
work culture
14 Encouragement to the sports and recreation by company
Organizational climate &
work culture
15
Help from company to keep me in touch with latest
developments in my field
Organizational climate &
work culture
16 The company is ethical
Organizational climate &
work culture
17 Concerns / complaints are settled on time
Organizational climate &
work culture
18 Team work between various departments
Organizational structure and
the job
Dummy Report
Attributes
13. Code Attribute Aspect
19 Good career growth opportunities in the company
Organizational structure and
the job
20 Encouragement to the suggestions and ideas
Organizational structure and
the job
21
My job content is such that I remain fully occupied at work
place
Organizational structure and
the job
22 Being trusted to get the job done
Organizational structure and
the job
23
My salary is fair and comparable with what is offered for a
similar role in other companies
Organizational structure and
the job
24 Employees are oriented and inducted in the job suitably
Organizational structure and
the job
25 Attractive salary structure
Organizational structure and
the job
Dummy Report
Attributes
14. Departments of the respondents
Sr.No Occupation % of respondents
1 Marketing 30
2 Sales 15
3 Finance 25
4 Human Resource 20
5 Production 10
Total 100
Dummy Report
15. Overall Satisfaction, Loyalty, Advocacy
The overall satisfaction reflects overall perception of the respondents towards
company. It includes aspects such as brand, image and emotions.
Dummy Report
80
62 67
0
20
40
60
80
100
Overall Satisfaction Loyalty Advocacy
16. Overall Satisfaction and Cognitive Satisfaction
The Cognitive satisfaction includes reasoning and rational thinking. Higher advocacy
and loyalty can be achieved by increasing the Cognitive satisfaction.
Dummy Report
80 78
0
20
40
60
80
100
Overall Satisfaction Cognitive Satisfaction
17. Aspect wise Cognitive Satisfaction
Dummy Report
75 80 80 77
0
20
40
60
80
100
Communiction Employee Welfare Organizational climate
& work culture
Organizational
structure and the job
Aspect is a set of attributes concern towards similar features/ characteristics
18. Ten most important attributes
Dummy Report
95.4
95.4
94.8
94.8
93.2
93.2
92.3
92.0
90.0
90.0
Free flow of communication within the employees
Being trusted to get the job done
Free flow of communication within company and
employees
My job content is such that I remain fully occupied at
work place
Friendly relationship with colleagues at workplace
Encouragement to the suggestions and ideas
Fair and impartial appraisals
Concerns / complaints are settled on time
sufficient attention towards employee retention by
company
Attractive salary structure
Ten Most Importnant Attributes
19. Cognitive Satisfaction over top important attributes
Satisfaction decreases clockwise from attribute ‘Pricing suitable to area/ location/ quality’
Dummy Report
40
50
60
70
80
90
100
Free flow of
communication within
the employees
Being trusted to get the
job done
Free flow of
communication within
company and employees
My job content is such
that I remain fully
occupied at work place
Friendly relationship with
colleagues at workplace
Encouragement to the
suggestions and ideas
Fair and impartial
appraisals
Concerns / complaints
are settled on time
sufficient attention
towards employee
retention by company
Attractive salary
structure
20. Top ten cognitive satisfaction attributes
Dummy Report
83.8
83.7
83.3
82.9
82.7
82.7
82.0
81.6
81.6
81.3
Help from company to keep me in touch with latest
developments in my field
The company is ethical
Availibility of employee manual
Loyalty, Honesty and Integrity of employees are valued in
the company
Friendly relationship with colleagues at workplace
Encouragement to the suggestions and ideas
Concerns / complaints are settled on time
Smooth and effective interdepartmental communication
Good career growth opportunities in the company
Competitive work climate
Ten Most Satisfaction attributes
21. Code Attribute Marks out of 10
1 Smooth and effective interdepartmental communication 8.2
2 Friendly relationship with colleagues at workplace 8.3
3 Free flow of communication within company and employees 8.1
4 Free flow of communication within the employees 8.0
5 Recognition and appreciation to good work 7.8
6 Sufficient time to spend with the family 7.8
7 sufficient attention towards employee retention by company 8.1
8 Fair and impartial appraisals 8.0
9 Time to time identification of training needs of employees 7.9
Attribute wise cognitive satisfaction
Dummy Report
22. Code Attribute Marks out of 10
10 Wholesome and adequate canteen facilities 7.7
11
Loyalty, Honesty and Integrity of employees are valued in the
company
8.3
12 Availability of employee manual 8.3
13 Competitive work climate 8.1
14 Encouragement to the sports and recreation by company 7.9
15
Help from company to keep me in touch with latest
developments in my field
8.4
16 The company is ethical 8.4
17 Concerns / complaints are settled on time 8.2
18 Team work between various departments 7.5
Dummy Report
Attribute wise cognitive satisfaction
23. Code Attribute Marks out of 10
19 Good career growth opportunities in the company 8.2
20 Encouragement to the suggestions and ideas 8.3
21
My job content is such that I remain fully occupied at work
place
8.1
22 Being trusted to get the job done 8.0
23
My salary is fair and comparable with what is offered for a
similar role in other companies
7.8
24 Employees are oriented and inducted in the job suitably 7.8
25 Attractive salary structure 8.1
Dummy Report
Attribute wise cognitive satisfaction
24. Top delight attributes
Dummy Report
53%
53%
52%
52%
52%
46%
46%
47%
47%
47%
1%
2%
1%
1%
0%
The company is ethical
Availibility of employee manual
Friendly relationship with colleagues at
workplace
Encouragement to the suggestions and
ideas
Loyalty, Honesty and Integrity of employees
are valued in the company
Five Most Delighted
% Top Box % Middle Box
25. Top dissatisfaction attributes
Dummy Report
44%
41%
41%
42%
47%
49%
53%
53%
53%
51%
7%
7%
7%
5%
3%
Team work between various departments
Sufficient time to spend with the family
Employees are oriented and inducted in the
job suitably
Wholesome and adequate canteen facilities
Competitive work climate
Five most Dissatifed
% Top Box % Middle Box % Bottom Box
26. Strategy Planning Grid
Dummy Report
Smooth and effective
interdepartmental
communication
Friendly relationship with
colleagues at workplace
Free flow of communication
within company and
employees
Free flow of communication
within the employees
Recognition and
appreciation to good work
Sufficient time to spend with
the family
sufficient attention towards
employee retention by
company
Fair and impartial appraisals
Time to time identification of
training needs of employees
Wholesome and adequate
canteen facilities
Loyalty, Honesty and
Integrity of employees are
valued in the company
Availibility of employee
manual
Competitive work climateEncouragement to the
sports and recreation by
company
Help from company to keep
me in touch with latest
developments in my field
The company is ethical
Concerns / complaints are
settled on time
Team work between various
departments
79
81
83
85
87
89
91
93
95
97
75 76 77 78 79 80 81 82 83 84 85 86 87
IndexofImportance(II)
Satisfaction Index (SI)
ACTION PLANNING GRID
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NEAR FUTURE NOT SO SOON
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