Questionnaire
•Download as DOCX, PDF•
3 likes•10,239 views
The document outlines a survey given to employees at Eminent Business Solutions to assess employee morale. The 20 question survey gathered information on demographics, job satisfaction, benefits, work environment, relationships, responsibilities, work-life balance, appreciation, creativity, challenges, growth opportunities, goal setting, health and safety, and loyalty. Employees were asked to rate their level of satisfaction with various factors and their agreement with statements on a scale. The final question solicited suggestions from employees on how the company could improve.
Report
Share
Report
Share
Recommended
Questionnaire
The document outlines a survey given to employees at Eminent Business Solutions to assess employee morale. The 20 question survey gathered information on demographics, job satisfaction, benefits, work environment, relationships, responsibilities, independence, policies, workload, work-life balance, creativity, challenges, skills development, goal setting, appreciation, suggestions, health & safety, job security, and involvement. The purpose of the survey was to better understand employee satisfaction and morale to identify areas for improvement at the organization.
Questionnaire
The document is a questionnaire that asks employees questions about their organization's training and development programs. It collects information on whether training programs are offered, how often they are conducted, their duration, satisfaction levels with content and quality, and their perceived effectiveness in enhancing performance and motivation. It concludes by asking for suggestions to make training programs more effective. The questionnaire collects both multiple choice and open-ended responses.
TRAINING & DEVELOPMENT
The document outlines the objectives, questionnaire, and survey for evaluating the effectiveness of an organization's employee training and development programs. The primary objective is to study the effectiveness of training programs provided to employees. The questionnaire collects employee demographics and asks about the adequacy of various aspects of training, such as duration, emphasis on skills development, and communication during training. Employees are also asked to provide suggestions to improve training programs.
Questionnaire
This document contains a 10 question questionnaire about an employee's experience working at their organization. The questionnaire asks the employee to rate infrastructure and equipment, discuss company culture and efforts to ensure a good work environment, how performance reviews help employees and the organization, and steps taken to motivate stagnant employees. It also inquires about job rotation techniques, satisfaction with their current job, potential reasons for leaving, rewards and recognition programs, and ratings of company facilities.
Employee satisfaction survey questionnaire
This employee satisfaction survey asks questions to gather information about how employees feel about their job, position in the company, relationships with colleagues and managers, advancement opportunities, and overall satisfaction. It contains demographic questions about gender, tenure, age, and position. It also contains statements about various aspects of work where employees can select their level of agreement from strongly agree to strongly disagree. These aspects include overall satisfaction, recommendation of the company, communication, workload, learning opportunities, tools/resources, pay/benefits, and communication within departments. An optional comment field is also provided at the end.
5 questionnaire
The document is a questionnaire about an employee's level of motivation at work. It asks about factors that affect and de-motivate motivation, level of satisfaction, likes/dislikes about the workplace, compensation, benefits, opportunities for development, relationships, workload and management style. The employee is asked to rate these areas and provide feedback on their experience.
Final questionnaire
This document contains a questionnaire for HR managers and employees regarding employee attrition and retention in the manufacturing industry. The 36 questions ask respondents about attrition rates, causes of attrition, strategies to reduce attrition, employee motivation factors, satisfaction with compensation and benefits, opportunities for growth, and performance evaluation systems. The responses will be kept confidential and used solely for academic research purposes.
Retention survey questionaire_Compiling Results Example
The document contains the results of a survey of 39 employees that assessed different aspects of working at ABC Company. Some key findings include:
- Nearly half of employees are proud to work for ABC Company but less than half are satisfied with senior leadership's vision.
- Over half of employees are considering leaving ABC Company. If they left, most would do so to pursue a promotion rather than for compensation or career reasons.
- While most aspects of working at ABC received average or above average ratings, employees gave below average ratings to perceptions of job security and workload manageability.
- If employees left, most would not stay in the same industry and instead pursue different types of work.
Recommended
Questionnaire
The document outlines a survey given to employees at Eminent Business Solutions to assess employee morale. The 20 question survey gathered information on demographics, job satisfaction, benefits, work environment, relationships, responsibilities, independence, policies, workload, work-life balance, creativity, challenges, skills development, goal setting, appreciation, suggestions, health & safety, job security, and involvement. The purpose of the survey was to better understand employee satisfaction and morale to identify areas for improvement at the organization.
Questionnaire
The document is a questionnaire that asks employees questions about their organization's training and development programs. It collects information on whether training programs are offered, how often they are conducted, their duration, satisfaction levels with content and quality, and their perceived effectiveness in enhancing performance and motivation. It concludes by asking for suggestions to make training programs more effective. The questionnaire collects both multiple choice and open-ended responses.
TRAINING & DEVELOPMENT
The document outlines the objectives, questionnaire, and survey for evaluating the effectiveness of an organization's employee training and development programs. The primary objective is to study the effectiveness of training programs provided to employees. The questionnaire collects employee demographics and asks about the adequacy of various aspects of training, such as duration, emphasis on skills development, and communication during training. Employees are also asked to provide suggestions to improve training programs.
Questionnaire
This document contains a 10 question questionnaire about an employee's experience working at their organization. The questionnaire asks the employee to rate infrastructure and equipment, discuss company culture and efforts to ensure a good work environment, how performance reviews help employees and the organization, and steps taken to motivate stagnant employees. It also inquires about job rotation techniques, satisfaction with their current job, potential reasons for leaving, rewards and recognition programs, and ratings of company facilities.
Employee satisfaction survey questionnaire
This employee satisfaction survey asks questions to gather information about how employees feel about their job, position in the company, relationships with colleagues and managers, advancement opportunities, and overall satisfaction. It contains demographic questions about gender, tenure, age, and position. It also contains statements about various aspects of work where employees can select their level of agreement from strongly agree to strongly disagree. These aspects include overall satisfaction, recommendation of the company, communication, workload, learning opportunities, tools/resources, pay/benefits, and communication within departments. An optional comment field is also provided at the end.
5 questionnaire
The document is a questionnaire about an employee's level of motivation at work. It asks about factors that affect and de-motivate motivation, level of satisfaction, likes/dislikes about the workplace, compensation, benefits, opportunities for development, relationships, workload and management style. The employee is asked to rate these areas and provide feedback on their experience.
Final questionnaire
This document contains a questionnaire for HR managers and employees regarding employee attrition and retention in the manufacturing industry. The 36 questions ask respondents about attrition rates, causes of attrition, strategies to reduce attrition, employee motivation factors, satisfaction with compensation and benefits, opportunities for growth, and performance evaluation systems. The responses will be kept confidential and used solely for academic research purposes.
Retention survey questionaire_Compiling Results Example
The document contains the results of a survey of 39 employees that assessed different aspects of working at ABC Company. Some key findings include:
- Nearly half of employees are proud to work for ABC Company but less than half are satisfied with senior leadership's vision.
- Over half of employees are considering leaving ABC Company. If they left, most would do so to pursue a promotion rather than for compensation or career reasons.
- While most aspects of working at ABC received average or above average ratings, employees gave below average ratings to perceptions of job security and workload manageability.
- If employees left, most would not stay in the same industry and instead pursue different types of work.
38585340 grievance-questionnaire
The document is a questionnaire for employees about grievances in their organization. It begins with an introduction explaining the purpose is for an MBA study on grievances among employees. It then contains 21 multiple choice or short answer questions about demographic information, the employee's grievance experience, the grievance handling process and policy, and their satisfaction level. The questions address topics like the type of grievance, how long it has been an issue, sharing grievances with others, awareness of procedures, time taken to address the grievance, communication about actions taken, and effectiveness of the current policy.
Training & development Questionnaire
This document is a questionnaire for employees of Mandovi Motors regarding training and development programs. It contains 20 multiple choice or short answer questions about topics such as how frequently training is conducted, what types of training are provided, whether training has improved work efficiency, and suggestions for improving training programs. The purpose is to collect data from employees for a student's academic project on the effectiveness of training and development.
Training and development questionnaire (1)
This document contains a questionnaire about training and development in support of innovation. It begins by introducing the researcher, who is a student at Multimedia University conducting research on this topic as part of their degree program. The purpose of the research is to understand which types of training and development are perceived as relevant to innovation. The respondent's assistance in completing the questionnaire is appreciated, as it will help further the understanding of how training and development can generate innovation. The questionnaire then contains sections to collect demographic information about the respondent, information about their organization, questions about awareness of innovation, and ratings of how different types of training and development support innovation.
HRM practices question
This document contains a 24 question survey about HR practices at Reliance HR Services Pvt Ltd in Chennai. The survey asks employees about their satisfaction with various aspects of their employment including compensation and benefits, work conditions, training opportunities, career development, and employer-employee relations. Employees are asked to rate their level of satisfaction with these areas on scales such as "highly satisfied" to "highly dissatisfied". The purpose is to understand employee perceptions of HR effectiveness and ways to improve HR practices.
Questionnaire on Employee Turnover
The document is a 17 question questionnaire about employee turnover and its effects on purchase behavior. It asks respondents for their gender, age, department, tenure at their bank, satisfaction with their job, feelings of freedom at work, number of promotions received, sufficiency of salary and incentives, most important employment factors, reason for leaving previous jobs, plans to stay with current employer, factors influencing decisions to leave jobs, boss's encouragement, workload compared to rewards, training received, career counseling provided, and satisfaction with organizational culture. Respondents are assured their answers will remain confidential.
Questionnaire on employee satisfaction
The document contains a 21-question employee satisfaction questionnaire that asks employees to rate their satisfaction levels across various aspects of working at the company. Employees are asked to rate their satisfaction with factors such as overall satisfaction, work-life balance, learning opportunities, facilities, management, wages, workplace conditions, training, stress levels, safety, incentives, and flexibility. Response options range from "poor satisfaction" to "extremely delighted." The questionnaire aims to gather feedback from employees on their experiences working for the company.
Employee retention questionnaire
This document contains a 30-question employee retention questionnaire that asks about an employee's satisfaction with their current job, what motivates and demotivates them, how their work could be improved, how they like to be recognized, what career goals and challenges they have, and why they may consider seeking other employment. The questionnaire aims to understand how to better support employees and keep them engaged in their roles.
Questionaire of Employee retention
This document appears to be a survey questionnaire for employees at a company called AV regarding employee motivation and retention. The survey collects general personal information from respondents and asks them to rate their level of agreement with statements across several factors impacting employee motivation, including working environment/conditions, nature of work, remuneration policy, career development policy, human resource management policy, and employee retention. The goal is to gather management reference data on motivating and retaining employees at AV.
Retention survey questionaire
This document is an employee retention questionnaire for ABC Company. It collects demographic information about employees such as length of employment, age, family status, and department. It then asks employees to rate their agreement with statements about their overall employment experience, compensation, career opportunities, work-life balance, work environment, company culture, leadership, and benefits. The final sections ask what characteristics employees would consider in an alternate employer, whether they would stay in the same industry if leaving, and what other employers they would potentially join. It concludes by soliciting free response comments about what employees like best about ABC, changes needed to ensure their continued career there, and any additional comments.
Questionnaire
The document contains two questionnaires, one for managers/officers (Part 1) and one for employees (Part 2). The questionnaires ask about various aspects of training programs at the respondent's organization such as the types of training provided, the perceived benefits of training, how training supports career and organizational goals, and evaluations of training quality and effectiveness. The questions are to be answered by ticking yes or no responses. The purpose is to conduct a study on the effectiveness of human resource training at Hedge Equities.
Questionnaire on training and development
This document contains a 15 question survey about training and development programs at NMDC, an organization. An MBA student is conducting this survey as part of a school project to analyze the company's training programs. Respondents are asked questions about their understanding of training, the necessity of training for productivity, their experiences with different training methods like on-the-job and off-the-job, and their satisfaction with and evaluation of the company's training programs. All responses will be kept confidential and only used for analysis.
Questionnaire employee loyalty
The document contains a 10-question survey assessing an employee's commitment to their work. It asks questions about willingness to work extra hours, take on more workloads, attend meetings, make critical decisions, take on responsibilities, and commitment during difficult financial times for the company. The respondent is asked to select their level of agreement with statements related to these topics on a scale from strongly disagree to strongly agree.
Questionnaire on work culture of an organization
The document contains a survey asking the respondent to provide personal details like name, age, education level and work experience. It then asks the respondent to rate their agreement on statements regarding working conditions, use of capacities at work, and to describe the corporate culture in 3 words. The respondent is asked to tick the appropriate options without leaving any and to sign at the end to acknowledge filling out the survey.
25246853 questionnaire-on-training
This document contains a questionnaire to map the process of capturing training effectiveness in an organization. It asks questions about the number of employees, average training days per employee, how training needs are identified, the methods and modes of training used, how trainers are selected and evaluated, how the training budget is allocated, and how the effectiveness and ROI of training are measured. The goal is to understand the full training process from needs assessment through evaluation.
A questionnaire for training and development 3
This document contains a questionnaire for employees about an organization's training and development programs. The questionnaire asks employees their name, age, department, and contact information. It then asks a series of multiple choice questions about topics like whether training is considered part of the organization's strategy, preferred training methods, the effectiveness of induction training, how often training is conducted, and whether training helps improve various outcomes like employee motivation, productivity, and employee relations. The purpose is to gather employee feedback on the organization's current training programs.
Vipul patel / emami Ltd on job satisfaction
This document is an internship project report on job satisfaction among employees at Emami Limited. Key findings from surveys of 100 employees include: 95% reported being satisfied with their job, while the top factors attracting loyalty were retirement benefits (39%) and job security (31%). Over half of employees (57%) had over 10 years of experience, and most (59%) were highly satisfied with their working hours, while satisfaction with management was more mixed. The report provides analysis of survey results on various factors relating to employee satisfaction.
Training & development Annexure
The document discusses a study on training and development programs at Mandovi Motors. It includes a 20 question survey to collect data from employees about their organization's training initiatives. The questions cover topics like frequency of programs, satisfaction with trainers and content, assessment of impact, and suggestions for improvement. The synopsis at the end summarizes the goals of training and development in ensuring structured learning and improving employee effectiveness and efficiency. It also outlines Mandovi Motor's training process and the importance of evaluation techniques to assess capability improvements and monetary value of programs.
Quality of Work Life
BVG India Ltd is a flagship facility management company with over 45,000 employees across 70 locations in India. It was established in 1997 and provides services like housekeeping, landscaping, and electrical and mechanical services to 400+ clients in government and private sectors. The document discusses BVG's vision, mission, and the various services it offers. It then outlines the objectives and methodology of a study conducted to understand employee work life quality, satisfaction, and opinions of work culture at BVG. The study found that employees generally appreciate the work culture and career development opportunities, though compensation could be improved. Good performance is rewarded through promotion, job enrichment, and monetary benefits.
Human Resource Management_GrayDessler_by_MUSHFIQUL_HAQUE_MUKIT
This document provides a summary of Chapter 1 of the textbook "Human Resource Management: An Asian Perspective". It begins with 58 multiple choice questions that assess key concepts from the chapter. The questions cover topics such as the basic functions of management, human resource management, metrics used to evaluate HR performance, and challenges facing HR managers. Overall, the document tests the reader's understanding of the introductory chapter which outlines foundational HR principles including its role, responsibilities, and methods for assessing effectiveness.
Recruitment and section can be evaluated by using the following questionnaire
This document contains a questionnaire to evaluate the effectiveness of recruitment and selection processes at an organization. It includes 16 questions across various aspects of recruitment and selection like the length of time working at the organization, how well positions are defined, how affirmative action needs are supported, the quality of applicants, interview and testing processes, training for hiring employees, finding candidates from non-traditional sources, and using competency models and innovative techniques in the selection process. Respondents are asked to completely agree, agree, disagree or completely disagree with statements about how recruitment and selection impacts employee turnover, morale, performance, and other factors.
Questionnaire on Travel and Tourism
The document is a 15 question travel questionnaire that collects personal information like name, age, gender, income level, and travel preferences including frequency of travel, travel planning methods, common travel purposes, preferred transportation and destinations, international travel frequency, travel companions, accommodation preferences, trip lengths, membership in travel clubs, use of online travel sites, favorite travel sites, average spending per trip, and interest in a world tour. Respondents are asked to provide identifying information and choose from multiple choice answers for each question about their travel habits and preferences.
Questionaire
This document contains a 13 question survey about an individual's use of the internet for health information and services. The survey collects information on frequency of internet use for health topics, how online information impacts health decisions, sources of health advice and details sought online, reliability of online health information, and usefulness of online health services. Respondents are asked to indicate their level of agreement on statements regarding the convenience, level of detail, and reliability of online health resources.
More Related Content
What's hot
38585340 grievance-questionnaire
The document is a questionnaire for employees about grievances in their organization. It begins with an introduction explaining the purpose is for an MBA study on grievances among employees. It then contains 21 multiple choice or short answer questions about demographic information, the employee's grievance experience, the grievance handling process and policy, and their satisfaction level. The questions address topics like the type of grievance, how long it has been an issue, sharing grievances with others, awareness of procedures, time taken to address the grievance, communication about actions taken, and effectiveness of the current policy.
Training & development Questionnaire
This document is a questionnaire for employees of Mandovi Motors regarding training and development programs. It contains 20 multiple choice or short answer questions about topics such as how frequently training is conducted, what types of training are provided, whether training has improved work efficiency, and suggestions for improving training programs. The purpose is to collect data from employees for a student's academic project on the effectiveness of training and development.
Training and development questionnaire (1)
This document contains a questionnaire about training and development in support of innovation. It begins by introducing the researcher, who is a student at Multimedia University conducting research on this topic as part of their degree program. The purpose of the research is to understand which types of training and development are perceived as relevant to innovation. The respondent's assistance in completing the questionnaire is appreciated, as it will help further the understanding of how training and development can generate innovation. The questionnaire then contains sections to collect demographic information about the respondent, information about their organization, questions about awareness of innovation, and ratings of how different types of training and development support innovation.
HRM practices question
This document contains a 24 question survey about HR practices at Reliance HR Services Pvt Ltd in Chennai. The survey asks employees about their satisfaction with various aspects of their employment including compensation and benefits, work conditions, training opportunities, career development, and employer-employee relations. Employees are asked to rate their level of satisfaction with these areas on scales such as "highly satisfied" to "highly dissatisfied". The purpose is to understand employee perceptions of HR effectiveness and ways to improve HR practices.
Questionnaire on Employee Turnover
The document is a 17 question questionnaire about employee turnover and its effects on purchase behavior. It asks respondents for their gender, age, department, tenure at their bank, satisfaction with their job, feelings of freedom at work, number of promotions received, sufficiency of salary and incentives, most important employment factors, reason for leaving previous jobs, plans to stay with current employer, factors influencing decisions to leave jobs, boss's encouragement, workload compared to rewards, training received, career counseling provided, and satisfaction with organizational culture. Respondents are assured their answers will remain confidential.
Questionnaire on employee satisfaction
The document contains a 21-question employee satisfaction questionnaire that asks employees to rate their satisfaction levels across various aspects of working at the company. Employees are asked to rate their satisfaction with factors such as overall satisfaction, work-life balance, learning opportunities, facilities, management, wages, workplace conditions, training, stress levels, safety, incentives, and flexibility. Response options range from "poor satisfaction" to "extremely delighted." The questionnaire aims to gather feedback from employees on their experiences working for the company.
Employee retention questionnaire
This document contains a 30-question employee retention questionnaire that asks about an employee's satisfaction with their current job, what motivates and demotivates them, how their work could be improved, how they like to be recognized, what career goals and challenges they have, and why they may consider seeking other employment. The questionnaire aims to understand how to better support employees and keep them engaged in their roles.
Questionaire of Employee retention
This document appears to be a survey questionnaire for employees at a company called AV regarding employee motivation and retention. The survey collects general personal information from respondents and asks them to rate their level of agreement with statements across several factors impacting employee motivation, including working environment/conditions, nature of work, remuneration policy, career development policy, human resource management policy, and employee retention. The goal is to gather management reference data on motivating and retaining employees at AV.
Retention survey questionaire
This document is an employee retention questionnaire for ABC Company. It collects demographic information about employees such as length of employment, age, family status, and department. It then asks employees to rate their agreement with statements about their overall employment experience, compensation, career opportunities, work-life balance, work environment, company culture, leadership, and benefits. The final sections ask what characteristics employees would consider in an alternate employer, whether they would stay in the same industry if leaving, and what other employers they would potentially join. It concludes by soliciting free response comments about what employees like best about ABC, changes needed to ensure their continued career there, and any additional comments.
Questionnaire
The document contains two questionnaires, one for managers/officers (Part 1) and one for employees (Part 2). The questionnaires ask about various aspects of training programs at the respondent's organization such as the types of training provided, the perceived benefits of training, how training supports career and organizational goals, and evaluations of training quality and effectiveness. The questions are to be answered by ticking yes or no responses. The purpose is to conduct a study on the effectiveness of human resource training at Hedge Equities.
Questionnaire on training and development
This document contains a 15 question survey about training and development programs at NMDC, an organization. An MBA student is conducting this survey as part of a school project to analyze the company's training programs. Respondents are asked questions about their understanding of training, the necessity of training for productivity, their experiences with different training methods like on-the-job and off-the-job, and their satisfaction with and evaluation of the company's training programs. All responses will be kept confidential and only used for analysis.
Questionnaire employee loyalty
The document contains a 10-question survey assessing an employee's commitment to their work. It asks questions about willingness to work extra hours, take on more workloads, attend meetings, make critical decisions, take on responsibilities, and commitment during difficult financial times for the company. The respondent is asked to select their level of agreement with statements related to these topics on a scale from strongly disagree to strongly agree.
Questionnaire on work culture of an organization
The document contains a survey asking the respondent to provide personal details like name, age, education level and work experience. It then asks the respondent to rate their agreement on statements regarding working conditions, use of capacities at work, and to describe the corporate culture in 3 words. The respondent is asked to tick the appropriate options without leaving any and to sign at the end to acknowledge filling out the survey.
25246853 questionnaire-on-training
This document contains a questionnaire to map the process of capturing training effectiveness in an organization. It asks questions about the number of employees, average training days per employee, how training needs are identified, the methods and modes of training used, how trainers are selected and evaluated, how the training budget is allocated, and how the effectiveness and ROI of training are measured. The goal is to understand the full training process from needs assessment through evaluation.
A questionnaire for training and development 3
This document contains a questionnaire for employees about an organization's training and development programs. The questionnaire asks employees their name, age, department, and contact information. It then asks a series of multiple choice questions about topics like whether training is considered part of the organization's strategy, preferred training methods, the effectiveness of induction training, how often training is conducted, and whether training helps improve various outcomes like employee motivation, productivity, and employee relations. The purpose is to gather employee feedback on the organization's current training programs.
Vipul patel / emami Ltd on job satisfaction
This document is an internship project report on job satisfaction among employees at Emami Limited. Key findings from surveys of 100 employees include: 95% reported being satisfied with their job, while the top factors attracting loyalty were retirement benefits (39%) and job security (31%). Over half of employees (57%) had over 10 years of experience, and most (59%) were highly satisfied with their working hours, while satisfaction with management was more mixed. The report provides analysis of survey results on various factors relating to employee satisfaction.
Training & development Annexure
The document discusses a study on training and development programs at Mandovi Motors. It includes a 20 question survey to collect data from employees about their organization's training initiatives. The questions cover topics like frequency of programs, satisfaction with trainers and content, assessment of impact, and suggestions for improvement. The synopsis at the end summarizes the goals of training and development in ensuring structured learning and improving employee effectiveness and efficiency. It also outlines Mandovi Motor's training process and the importance of evaluation techniques to assess capability improvements and monetary value of programs.
Quality of Work Life
BVG India Ltd is a flagship facility management company with over 45,000 employees across 70 locations in India. It was established in 1997 and provides services like housekeeping, landscaping, and electrical and mechanical services to 400+ clients in government and private sectors. The document discusses BVG's vision, mission, and the various services it offers. It then outlines the objectives and methodology of a study conducted to understand employee work life quality, satisfaction, and opinions of work culture at BVG. The study found that employees generally appreciate the work culture and career development opportunities, though compensation could be improved. Good performance is rewarded through promotion, job enrichment, and monetary benefits.
Human Resource Management_GrayDessler_by_MUSHFIQUL_HAQUE_MUKIT
This document provides a summary of Chapter 1 of the textbook "Human Resource Management: An Asian Perspective". It begins with 58 multiple choice questions that assess key concepts from the chapter. The questions cover topics such as the basic functions of management, human resource management, metrics used to evaluate HR performance, and challenges facing HR managers. Overall, the document tests the reader's understanding of the introductory chapter which outlines foundational HR principles including its role, responsibilities, and methods for assessing effectiveness.
Recruitment and section can be evaluated by using the following questionnaire
This document contains a questionnaire to evaluate the effectiveness of recruitment and selection processes at an organization. It includes 16 questions across various aspects of recruitment and selection like the length of time working at the organization, how well positions are defined, how affirmative action needs are supported, the quality of applicants, interview and testing processes, training for hiring employees, finding candidates from non-traditional sources, and using competency models and innovative techniques in the selection process. Respondents are asked to completely agree, agree, disagree or completely disagree with statements about how recruitment and selection impacts employee turnover, morale, performance, and other factors.
What's hot (20)
Human Resource Management_GrayDessler_by_MUSHFIQUL_HAQUE_MUKIT
Human Resource Management_GrayDessler_by_MUSHFIQUL_HAQUE_MUKIT
Recruitment and section can be evaluated by using the following questionnaire
Recruitment and section can be evaluated by using the following questionnaire
Viewers also liked
Questionnaire on Travel and Tourism
The document is a 15 question travel questionnaire that collects personal information like name, age, gender, income level, and travel preferences including frequency of travel, travel planning methods, common travel purposes, preferred transportation and destinations, international travel frequency, travel companions, accommodation preferences, trip lengths, membership in travel clubs, use of online travel sites, favorite travel sites, average spending per trip, and interest in a world tour. Respondents are asked to provide identifying information and choose from multiple choice answers for each question about their travel habits and preferences.
Questionaire
This document contains a 13 question survey about an individual's use of the internet for health information and services. The survey collects information on frequency of internet use for health topics, how online information impacts health decisions, sources of health advice and details sought online, reliability of online health information, and usefulness of online health services. Respondents are asked to indicate their level of agreement on statements regarding the convenience, level of detail, and reliability of online health resources.
Travel And Tourism Research Report
The document provides information about travel and tourism based on a survey conducted with 100 respondents. Some key findings from the survey include:
- 47% of respondents were between 20-25 years old. Most respondents (72%) were students.
- The majority (69%) preferred planning their own trips rather than using a travel agent. Family vacations (57%) were the most common trip purpose.
- Hill stations (50%) were the most popular destination. Train was the preferred mode of transportation.
- Stays were usually short, with 30% of trips being 1-2 days and 18% being 3-5 days. Expensive hotels (64%) were preferred over economy hotels (25%).
Questionnaire Of Bus Survey..
This document contains a survey questionnaire to assess customer satisfaction levels with the Gujarat State Road Transport Corporation (GSRTC) bus service. The survey aims to understand which facilities satisfy customers and the routes covered by GSRTC buses. It includes 19 multiple choice questions regarding comfort, prices, facilities at bus stations, ratings of conductors and drivers, crowding issues, and awareness of discount programs. Respondents are asked to provide contact information and rate various aspects of GSRTC bus service on scales from 1 to 5.
Top 10 tourist information officer interview questions and answers
In this file, you can ref interview materials for tourist information officer such as types of interview questions, tourist information officer situational interview, tourist information officer behavioral interview…
A sample report on tourist destination.
Daman is a small village in central Nepal known for its scenic views of the Himalayas. It has strengths such as its beautiful natural setting and proximity to Kathmandu, but weaknesses including a lack of quality accommodation options and activities. There are opportunities to capitalize on increasing tourism to Nepal by improving facilities and promotion. However, threats include climate change impacts and competition from other destinations.
A STUDY ON THE FINANCIAL CRISIS FACED BY KERALA STATE ROAD TRANSPORT CORPORAT...
Here are the key points from the literature review:
- KSRTC has been facing financial crisis for years due to issues like improper timing of buses, mismanagement, lack of maintenance, and high pension costs.
- There are human resource issues like lack of experienced managers at depots and no chartered accountants despite a large budget. There is also no proper training.
- Policy issues include lack of compensation for government concessions and paying higher pensions than other states. New schedules are added without proper study.
- Operational issues are running uneconomical short routes instead of longer, profitable routes. Routes are sanctioned without rationalization or proper study.
A project report on consumer perception towards GSRTC (st gujarat)
gsrtc, st gujarat-consumer perception and attitude (behavior) towards GSRTC of people of sachin area-analysis on various aspects like bus station depots conductors drivers location water sitting arrangement punctuality timing online booking etc....
Ksrtc
The document discusses the recent fare hike by KSRTC, the state-run bus service in Kerala. It provides background on KSRTC and reviews the current scenario. The hike was necessary due to rising operational costs from increased fuel prices. However, KSRTC faces problems like an aging fleet, high staff ratios, and competition from private operators. Suggestions are made to nationalize more routes, improve management techniques, and maintain support from the government and public.
a Questionnaire on gsrtc,( consumer perception towards GSRTC of people of sac...
The document is a questionnaire about consumer perceptions of bus services provided by GSRTC between January and March 2014 in the Sachin area of Surat, India. It contains 25 questions to gather information on respondents' awareness and usage of GSRTC services, ratings of comfort, prices, cleanliness, routes, and facilities. It also asks about preferences between GSRTC and other transportation providers. The final questions are optional for providing respondents' contact information. The goal is to understand public views of GSRTC to analyze the topic in detail.
Questionnaire for the survey of software market(for school/college pro…
A 7-question survey asks respondents for their name, age, gender, and occupation. It then asks a series of questions about the respondent's software purchasing habits, preferences for software providers like Microsoft and Adobe, and opinions on Infosys' position in the global software market. Respondents are asked to select from answer options like "Yes", "No", and "Sometimes".
Travel and tourism quiz
This document outlines the structure and rounds of a quiz competition between teams. It consists of 5 rounds:
Round I has questions for each team to answer one at a time. Round II gives each team 5 questions consecutively. Round III returns to teams answering one question each. Round IV has 10 questions that any team can answer. Round V involves identifying the country from pictures provided. The questions cover topics such as Indian monuments, rivers, states, and world geography.
A study on grievance management system conducted at abc pvt ltd
The document provides an overview of the grievance management system at ABC Private Limited in Hassan. It discusses the objectives of studying the current grievance system, which include improving procedures and ensuring employee satisfaction. The scope is limited to ABC's Hassan employees. Primary and secondary data collection methods are outlined. The problems with the research study are limited sample size and potential lack of full disclosure from respondents.
Ksrtc ready final repart
The document provides information about KSRTC (Karnataka State Road Transport Corporation), the major public transportation service provider in Karnataka, India. It discusses KSRTC's history, operations, services provided, infrastructure, and area of operations. Some key points:
1) KSRTC was established in 1961 and is wholly owned by the government of Karnataka with the goal of providing efficient, economical public transportation.
2) It operates over 4,300 schedules across the state and neighboring areas, carrying over 22 million passengers daily.
3) KSRTC's infrastructure includes 75 depots, 145 bus stands, over 5,800 buses, workshops, and training institutes, employing over 36,000
Final gsrtc
This document provides an introduction and overview of a study on the satisfaction level of passengers of the Gujarat State Road Transport Corporation (GSRTC) bus service. It includes an acknowledgment, executive summary, and table of contents. The introduction discusses the importance of GSRTC in Gujarat and the objectives of analyzing customer satisfaction levels. The literature review covers past studies on transportation in India and abroad. The research methodology outlines the primary objective to study customer satisfaction levels on GSRTC services and secondary objectives related to performance, infrastructure problems, and growth prospects.
Travel Agencies vs Online Travel Sites
This survey analyzed responses from 672 travelers who booked travel online or through an agency. Most travelers chose online booking for convenience and control over choices. Over half traveled for pleasure 1-2 times in the last year, spending less than $3,000. Nearly all experienced little to no stress and were satisfied with online booking, citing ease of use, control, low prices, and convenience. However, some noted a travel agency could provide more flight options and eliminate variable pricing between agencies.
Sample Questionnaire
This document contains a 14 question questionnaire about drug use among teenagers in a community. It asks about the respondent's demographics, family situation, drug use, availability and types of drugs used in the community, reasons for drug use, effects of drug abuse, and recommendations to address the problem. Respondents are asked to select answers or fill in blanks. The goal is to gather information on drug use and abuse among teenagers to understand its causes and impacts, and ways to potentially address the issue.
Innovative medium for outdoor advertising on highways
The research is conducted on behalf of Vritti i-Media to understand the effectiveness of its audio visual advertising medium at highway food malls of Maharashtra. The study also highlights insights of consumers visiting these food malls
Ksrtc Analysis
The document analyzes the website of KSRTC (Karnataka State Road Transport Corporation) and compares it to the websites of other transportation organizations like WMATA (Washington Metro Transit Authority) and Greyhound. It finds that the KSRTC website lacks clear navigation, an intuitive booking process, and useful features that are present on the other sites, and could be improved by taking design cues from the more successful transportation websites.
Viewers also liked (20)
Top 10 tourist information officer interview questions and answers
Top 10 tourist information officer interview questions and answers
A STUDY ON THE FINANCIAL CRISIS FACED BY KERALA STATE ROAD TRANSPORT CORPORAT...
A STUDY ON THE FINANCIAL CRISIS FACED BY KERALA STATE ROAD TRANSPORT CORPORAT...
A project report on consumer perception towards GSRTC (st gujarat)
A project report on consumer perception towards GSRTC (st gujarat)
a Questionnaire on gsrtc,( consumer perception towards GSRTC of people of sac...
a Questionnaire on gsrtc,( consumer perception towards GSRTC of people of sac...
Questionnaire for the survey of software market(for school/college pro…
Questionnaire for the survey of software market(for school/college pro…
A study on grievance management system conducted at abc pvt ltd
A study on grievance management system conducted at abc pvt ltd
Innovative medium for outdoor advertising on highways
Innovative medium for outdoor advertising on highways
Similar to Questionnaire
1. In your definition of a well-run company, how important a.docx
1. In your definition of a "well-run" company, how important are the following?
a.) Provides excellent customer service
Very important
b.) Has efficient and flexible operations
Very important
c.) Offers high financial return to shareholders
Somewhat important
d.) Attracts and retains exceptional people
Very important
e.) Creates products or services that benefit society
Very important
f.) Adheres to a strong mission
Very important
g.) Invests in employee training and professional development
Very important
h.) Operates according to its values and a strong code of ethics
Very important
i.) Is a stable employer
Very important
j.) Provides competitive compensation
Very important
k.) Adheres to progressive environmental policies
Very important
l.) Produces high-quality products and services
Very important
2. Would you add something to the above list that you think is “very important”? If so, what?
cares about the relationship between employees and management
3. Which of the following issues pose the greatest challenges for today’s CEOs and senior executives?
Breakdown in trust between employees and management, Economic downturn, Lack of public trust in business
4. To what extent do you agree or disagree with the following statements?
a.) Business people are more likely to care about the social responsibilities of companies when the economy is strong.
Strongly agree
b.) When a multi-national company is entering a new market in a less-developed country, it? has a responsibility to go above and
beyond business success and contribute to the development of the local community.
Somewhat agree
c.) When it comes to the environment, all a company has to do is to comply with the law.
Strongly agree
d.) Companies should maintain their employees’ job security even if they incur a short-term drop in profit as a result.
Strongly agree
e.) Most companies accurately report their earnings and profits.
Somewhat agree
f.) Corporate reputation is important to me in making my decision about the organization where I want to work.
Strongly agree
g.) Managers place too much emphasis on short-term performance measures when making business decisions.
Strongly agree
h.) I anticipate that my own values will sometimes conflict with what I am asked to do in business.
Somewhat disagree
5. If you answered the prior statement “4h” with “somewhat agree” or “strongly agree,” please specify which kinds of values
conflicts you expect to face:
Some possible issues to consider:
n/a
6. Assume you are engaged in each of the following business activities/practices. How likely do you think it is that values conflicts
would arise?
a.) Managing personnel in manufacturing facilities/ plants
Very likely
b.) Outsourcing production operations
Somewhat likely
c.) Investing in less-developed countries
Very likely
d.) Downsizing
Very likely
e.) Financial reporting
Somewhat likely
f.) Natural resource exploration
Somewhat likely
g..
A Study on Employee Relationship Management in Nikita - 0th review.pptx
This document discusses a study on employee relationship management at Nikita containers Pvt Ltd. It provides background on the company and outlines the objectives, scope and need for the study. It notes some limitations of the study and includes a 28 question questionnaire on topics like employer-employee relationships, work culture, leadership styles and overall satisfaction. The questions use Likert scale responses and ask employees about communication, support, training opportunities, decision making involvement and ratings of working at the company.
Questionnaire good
The document is a questionnaire that collects personal and employment information from employees. It contains 20 questions that ask employees to rate their satisfaction with various aspects of their employment such as salary, benefits, work conditions, training opportunities, and career development. It also collects some basic personal information including name, age, education level, job role, and marital status. The questionnaire aims to understand employee satisfaction and get feedback on how the organization can improve.
Method of measuring Job satisfaction
Method of measuring job satisfaction
Generally there are 2 methods
simple global rating and summation
and also a 3rd personal interview for extreme circumstances.
A study on employee engagement and team work ...
The document is a questionnaire assessing employee engagement and teamwork at V3 Engineers Pvt Ltd in Bangalore. It collects background information from employees such as age, marital status, education, experience, department, designation, and pay. It then asks employees to rate statements regarding their engagement, such as whether they understand expectations, have the materials to do their work, receive recognition, and feel their opinions count. It also questions aspects of teamwork like shared goals, problem solving, and responsibility for success or failure. Finally, it asks for overall job satisfaction, intentions to stay with the company, willingness to recommend it, and suggestions for work development.
Scribd
This document is a questionnaire about employee engagement that contains 25 questions divided into demographic details, organizational details, and overall satisfaction. The demographic questions ask about age, department, education level, experience, and salary. The organizational questions cover opportunities, infrastructure, recognition, support, development, and stress relief programs. The final questions gauge overall job satisfaction. The questionnaire aims to study factors that affect employee engagement.
final questionnaire
The document appears to be a survey collecting information from workers at Royal Enfield including their age, gender, income, qualifications, department, years of employment, opinions on work conditions, shifts, leave policies, satisfaction with management and policies, reasons for absenteeism, and suggestions to reduce absenteeism. The survey contains 19 multiple choice questions on these topics to understand employee satisfaction and absenteeism issues at the company.
Ppt 110210116046
The document is a transcript of an interview between Jagruti Solanki, an engineering student, and Darshak Majmudar, an HR manager, where Jagruti asks Darshak questions about developing a successful career and personality. Darshak shares that having clear goals, commitment to work, honesty, and the ability to handle challenges as opportunities are important for career success. He emphasizes the importance of both external and internal job satisfaction, as well as having both short-term and long-term visions. Darshak's advice for the future engineers is to work hard, think big for the future, build personality and experience over just salary, and take on challenges to improve oneself.
Emploee job satisfication
This document contains a questionnaire about employee job satisfaction at Srinivasa Fashion Private Ltd in Chennai. The 15-question survey asks employees about their demographic information, work details, benefits, relationship with peers and management, compensation including bonuses and salary increases, and the company's profitability. The goal is to understand levels of satisfaction among staff and workers at the company across these various factors.
tiu
The document is a questionnaire for employees about grievances in their organization. It begins with an introduction explaining the purpose is for an MBA study on grievances among employees. It then contains 21 multiple choice or short answer questions about demographic information, the employee's grievance experience, the grievance handling process and policy, and their satisfaction level. The questions address topics like the type of grievance, how long it has been an issue, sharing grievances with others, awareness of procedures, time taken to address the grievance, communication about actions taken, and effectiveness of the current policy.
Questionnaire - Why women entrepreneurs are happier than men?
Questionnaire specifically designed just for women to respond. This is to determine up to what extent the title of the questionnaire is true.
Organizational Behavior Arab World Edition 1st Edition Robbins Test Bank
Full download : http://alibabadownload.com/product/organizational-behavior-arab-world-edition-1st-edition-robbins-test-bank/ Organizational Behavior Arab World Edition 1st Edition Robbins Test Bank
My
The document appears to be the results of a customer satisfaction survey conducted by Ramakrishna Agro Eng. Co. It includes 22 multiple choice questions that assess customers' satisfaction with various aspects of the company's services and products. For each question, the number and percentage of respondents who selected each answer option are presented. The key aspects evaluated include quality of service, convenience, promptness, accessibility of staff, solutions provided by staff, written materials, staff professionalism, staff knowledge, expectations met, ideal level of service, confidence in staff, staff courtesy/care, timeliness of service, responsiveness to needs, showroom experience, maintenance support, and awareness of the company.
Appx
This document appears to be a questionnaire for employees that includes 15 questions regarding their satisfaction with various aspects of their working environment and compensation. It asks about factors such as job security, safety measures, relationships with superiors, facilities provided, accommodation, quality of equipment, medical care, transportation and flexibility of working hours. The questionnaire will provide the company information on how satisfied employees are in these areas and what may need improvement. It concludes by listing 5 books and 4 journals as references on topics related to human resources management.
Updated-Enroll And Survey
The document describes the enrollment and survey tools used for a mentoring program. It includes:
- A student application and parent consent form to enroll students in the program.
- A pre-survey given to students to collect data on their supportive relationships, school engagement, attitudes, and coping strategies. This information helps tailor the program to individual students' needs.
- Post-surveys are also given to students, mentors, and parents to provide feedback on the program and identify areas for improvement.
- Example questions are provided for each category in the pre-survey to assess students' relationships, engagement, behaviors, and ways of coping.
Anand%20 hr
The document outlines the objectives and questionnaire for a study on the effectiveness of training programs at Rane Brake Lining. The primary objective is to study the effectiveness of the company's training programs, while secondary objectives include understanding employee awareness of programs, their impact on trainees, and employees' opinions. The questionnaire contains 22 questions regarding demographics, program awareness and satisfaction, skills developed, job performance, and recommendations.
EQ Khaled Bekhet
The document discusses emotional intelligence and its importance for personal and professional success. It provides an emotional intelligence test with 10 multiple choice questions to assess different scenarios. The answers are then provided along with the highest scoring options. It defines emotional intelligence and explains the four essential competencies: self-awareness, self-management, social awareness, and relationship management. Self-awareness competencies like emotional self-awareness, accurate self-assessment, and self-confidence are also outlined.
Questionnairefor project
The document contains a 13 question questionnaire about an employee's opinions on various workplace policies and experiences. It asks about the types of leave offered, maternity leave length, opinions on office timing and workload, the casual leave allowance, leave approval process, views on supervisors and coworkers, reasons for absences, satisfaction with salary and qualifications, and the number of monthly leaves allowed. The questionnaire is gathering feedback from an employee on their organization's HR policies and their own job satisfaction.
ICFAI Organizational Behavior - Solved assignments and case study help
Dear students, get latest Solved assignments and case study help by professionals. Mail us at : help.mbaassignments@gmail.com Call us at : 08263069601
(Faq’s) in interviews lesson
This document provides sample answers to frequently asked questions in interviews. It begins by outlining the purpose of common introductory questions about telling something about yourself and your strengths. It then provides sample answers to other common questions about weaknesses, career goals, achievements, teamwork, motivations, and handling work pressure. The document aims to help interview candidates understand the types of questions they may be asked and how to concisely yet thoroughly respond in a way that presents themselves positively.
Similar to Questionnaire (20)
1. In your definition of a well-run company, how important a.docx
1. In your definition of a well-run company, how important a.docx
A Study on Employee Relationship Management in Nikita - 0th review.pptx
A Study on Employee Relationship Management in Nikita - 0th review.pptx
Questionnaire - Why women entrepreneurs are happier than men?
Questionnaire - Why women entrepreneurs are happier than men?
Organizational Behavior Arab World Edition 1st Edition Robbins Test Bank
Organizational Behavior Arab World Edition 1st Edition Robbins Test Bank
ICFAI Organizational Behavior - Solved assignments and case study help
ICFAI Organizational Behavior - Solved assignments and case study help
Recently uploaded
South African Journal of Science: Writing with integrity workshop (2024)
South African Journal of Science: Writing with integrity workshop (2024)Academy of Science of South Africa
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.Community pharmacy- Social and preventive pharmacy UNIT 5
Covered community pharmacy topic of the subject Social and preventive pharmacy for Diploma and Bachelor of pharmacy
The simplified electron and muon model, Oscillating Spacetime: The Foundation...
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar KanvariaHow to Build a Module in Odoo 17 Using the Scaffold Method
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
Advanced Java[Extra Concepts, Not Difficult].docx
This is part 2 of my Java Learning Journey. This contains Hashing, ArrayList, LinkedList, Date and Time Classes, Calendar Class and more.
ANATOMY AND BIOMECHANICS OF HIP JOINT.pdf
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Your Skill Boost Masterclass: Strategies for Effective Upskilling
Your Skill Boost Masterclass: Strategies for Effective UpskillingExcellence Foundation for South Sudan
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.Azure Interview Questions and Answers PDF By ScholarHat
Azure Interview Questions and Answers PDF By ScholarHat
PCOS corelations and management through Ayurveda.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
BBR 2024 Summer Sessions Interview Training
Qualitative research interview training by Professor Katrina Pritchard and Dr Helen Williams
The History of Stoke Newington Street Names
Presented at the Stoke Newington Literary Festival on 9th June 2024
www.StokeNewingtonHistory.com
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
-------------------------------------------------------------------------------
For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
clinical examination of hip joint (1).pdf
described clinical examination all orthopeadic conditions .
The Diamonds of 2023-2024 in the IGRA collection
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
Recently uploaded (20)
South African Journal of Science: Writing with integrity workshop (2024)
South African Journal of Science: Writing with integrity workshop (2024)
Community pharmacy- Social and preventive pharmacy UNIT 5
Community pharmacy- Social and preventive pharmacy UNIT 5
Digital Artefact 1 - Tiny Home Environmental Design
Digital Artefact 1 - Tiny Home Environmental Design
The simplified electron and muon model, Oscillating Spacetime: The Foundation...
The simplified electron and muon model, Oscillating Spacetime: The Foundation...
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...
How to Build a Module in Odoo 17 Using the Scaffold Method
How to Build a Module in Odoo 17 Using the Scaffold Method
Film vocab for eal 3 students: Australia the movie
Film vocab for eal 3 students: Australia the movie
Your Skill Boost Masterclass: Strategies for Effective Upskilling
Your Skill Boost Masterclass: Strategies for Effective Upskilling
Azure Interview Questions and Answers PDF By ScholarHat
Azure Interview Questions and Answers PDF By ScholarHat
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Questionnaire
- 1. A STUDY ON EMPLOYEE MORALE AT EMINENT BUSINESS SOLUTIONS., I. Socio Economic Background a. Name of the respondent : b. Department : c. Grade : d. Age : Below 20 20-30 30-40 40-50 above 50 e. Sex: Male Female f. Educational qualification School level Diploma Graduates Post Graduates Professional g. How long have you been working in this company? a. less than 1 yr b. 1-3 yrs c. 3-5 yrs d. 5-10 yrs e. above 10yrs
- 2. 1. How satisfied are you with the present job? a. Highly satisfied b. satisfied c. neutral d. Not satisfied e. highly dissatisfied 2. Your level of satisfaction with the organization’s benefits. (Pay, promotion, bonus) a. Highly satisfied b. satisfied c. neutral d. dissatisfied e. highly dissatisfied 3. How often do you get opportunities for improvement and self-development? a. Very often b. Often c. Sometimes d. Rarely e. Very rarely 4. How is your working environment facility (resting facility, sanitary condition, ventilation & lighting, water facilities)? a. Very good b. Good c. Satisfactory d. poor e. Very poor 5. How is your relationship with your superiors and co-workers? a. Very good b. Good c. Satisfactory d. Bad e. Very Bad
- 3. 6. How do you rate your job responsibilities? a. very good b. Good c. Moderate d. Poor e. Very poor 7. Do you have the independence to express your views or ideas to superiors? a. Strongly agree b. Agree c. Neutral d. Disagree e. Strongly Disagree 8. Are you comfortable with the policies and administrative practices of the company? a. Strongly agree b. Agree c. Neutral d. Disagree e. Strongly Disagree 9. How do you feel about your workload? a. Overload b. Moderate c. Under load d. Optimal e. no work 10. How often you avail leave? a. very often b. often c. rarely d. very rare e. not at all 11. Does your job allow you to be creative? a. very often b. often c. rarely d. very rare e. not at all
- 4. 12. Is the job is challenging enough? a. Strongly agree b. Agree c. No. opinion d. Disagree e. Strongly Disagree 13. Does job provide opportunities to update your knowledge and skills? a. Strongly agree b. Agree c. No. Opinion d. Slightly Disagree e. Strongly Disagree 14. Do you set goals for achievement? a. Yes b. No If yes then how often: 15. Does the Top management appreciate your quality work? a. Strongly agree b. Agree c. Neutral d. Disagree e. Strongly disagree 16. Does the company take your suggestion for the improvement of the company? a. very often b. often c. rarely d. very rare e. not at all
- 5. 17. Your level of satisfaction with the parameters like health, safety and social service. a. Highly satisfied b. satisfied c. neutral d. Not satisfied e. highly dissatisfied 18. If the company is at loss, i) Will you switch over jobs? a. Yes b. No ii) Will you accept to get less salary and continue? a. Yes b. No 19. My involvement with my job a. Total involvement b. Some what involvement c. Lack of involvement. d. not interested 20. Your suggestion to the company. ____________________________________________________________________________ ____________________________________