Shows the importance of conducting employee opinion surveys.
Companies lose $350 billion a year because of employee disengagement. Disengaged employees impact your business' productivity, level of innovation, and ultimately the bottom line.
Employee Engagement Analysis: What Are We Assessing and What Should We Assess?Human Capital Media
Business leaders need employee engagement data to drive strategic decision making. But, what data do they need, and are they getting it? Human Capital Media (HCM) Advisory Group, the research division of Talent Management magazine, discovered that 33 percent never assess absenteeism when measuring employee engagement — a critical engagement indicator. This webinar will describe what employment engagement factors organizations are assessing and how they are doing so based upon research by HCM Advisory Group. The presentation will include the 2012 top employee engagement challenges and the future of employee engagement analysis. Join this session to see how you stack up!
The Outstanding Organization: The Power of ClarityTKMG, Inc.
Recorded webinar: http://bit.ly/M58raU
Subscribe: http://www.ksmartin.com/subscribe
To purchase the book: http://bit.ly/TOObk
A fundamental lack of CLARITY is often at the root of inefficient processes, errors, poor decisions, and mistrust across the organization. Worse, it's one of the reasons why improvement approaches don't produce greater results and why organizational performance often lags behind desired targets.
Gaining awareness about how often we create and tolerate ambiguity is the first step to making the
necessary behavioral changes across organizations.
In this webinar, you'll learn not only how to recognize this insidious problem, but also how to change your organization's course so that clear information that people can act upon and the unvarnished truth becomes the rule rather than the exception.
Outstanding organizations operate this way. So can you.
Recorded webinar: http://slidesha.re/18pOceU
Subscribe: http://www.ksmartin.com/subscribe
Karen’s Books: http://ksmartin.com/books
Businesses routinely attempt to accomplish too much and quickly lose focus when the next fire erupts or a new "shiny ornament" appears.
Strategy Deployment (also known as hoshin kanri and policy deployment) is a highly effective means for prioritizing and maintaining focus on the projects and improvement activities that lead to outstanding business performance. But many organizations need to build fundamental skills before they're ready to fully utilize strategy deployment as it was intended.
In this webinar, you'll learn how to build fundamental skills by:
• Prioritizing the laundry list of what you COULD focus on as an organization and create a "must do, can't fail" list of what you WILL focus on.
• Gaining organization-wide alignment, the key to successful plan execution.
• Managing the plan to keep distractions at bay and generate the level of results all organizations are capable of.
In short, you'll learn how to accomplish meaningful improvement in a way that aligns rather than divides, and puts improvement in its rightful place as an integral part of achieving overarching business goals.
Click through to see the top corporate recruiting trends for Australia in 2012.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Employee Engagement Analysis: What Are We Assessing and What Should We Assess?Human Capital Media
Business leaders need employee engagement data to drive strategic decision making. But, what data do they need, and are they getting it? Human Capital Media (HCM) Advisory Group, the research division of Talent Management magazine, discovered that 33 percent never assess absenteeism when measuring employee engagement — a critical engagement indicator. This webinar will describe what employment engagement factors organizations are assessing and how they are doing so based upon research by HCM Advisory Group. The presentation will include the 2012 top employee engagement challenges and the future of employee engagement analysis. Join this session to see how you stack up!
The Outstanding Organization: The Power of ClarityTKMG, Inc.
Recorded webinar: http://bit.ly/M58raU
Subscribe: http://www.ksmartin.com/subscribe
To purchase the book: http://bit.ly/TOObk
A fundamental lack of CLARITY is often at the root of inefficient processes, errors, poor decisions, and mistrust across the organization. Worse, it's one of the reasons why improvement approaches don't produce greater results and why organizational performance often lags behind desired targets.
Gaining awareness about how often we create and tolerate ambiguity is the first step to making the
necessary behavioral changes across organizations.
In this webinar, you'll learn not only how to recognize this insidious problem, but also how to change your organization's course so that clear information that people can act upon and the unvarnished truth becomes the rule rather than the exception.
Outstanding organizations operate this way. So can you.
Recorded webinar: http://slidesha.re/18pOceU
Subscribe: http://www.ksmartin.com/subscribe
Karen’s Books: http://ksmartin.com/books
Businesses routinely attempt to accomplish too much and quickly lose focus when the next fire erupts or a new "shiny ornament" appears.
Strategy Deployment (also known as hoshin kanri and policy deployment) is a highly effective means for prioritizing and maintaining focus on the projects and improvement activities that lead to outstanding business performance. But many organizations need to build fundamental skills before they're ready to fully utilize strategy deployment as it was intended.
In this webinar, you'll learn how to build fundamental skills by:
• Prioritizing the laundry list of what you COULD focus on as an organization and create a "must do, can't fail" list of what you WILL focus on.
• Gaining organization-wide alignment, the key to successful plan execution.
• Managing the plan to keep distractions at bay and generate the level of results all organizations are capable of.
In short, you'll learn how to accomplish meaningful improvement in a way that aligns rather than divides, and puts improvement in its rightful place as an integral part of achieving overarching business goals.
Click through to see the top corporate recruiting trends for Australia in 2012.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Everyone knows that unmotivated employees create problems
in the workplace. But what’s worse is having people who are
motivated – but cannot turn their enthusiasm into action. An employee effectiveness survey
is truly effective when it also addresses the factors that stop
your staff from performing to the best of their ability.
The Ongoing Impact of the Recession—Recruiting and Skill Gapsshrm
Two-thirds (66%) of organizations that are currently hiring full-time staff indicated that they are having a difficult time recruiting for specific job openings, an increase from 52% reported in 2011. HR professionals indicated that the top four applied skills gaps for job applicants are critical thinking/problem solving (53%), professionalism/work ethic (46%), written communications (41%) and leadership (38%).
The Outstanding Organization: The Power of DisciplineTKMG, Inc.
Recorded webinar: http://slidesha.re/1e1RFU6
Subscribe: http://www.ksmartin.com/subscribe
To purchase the book: http://bit.ly/TOObk
Excellence and consistency in achieving it is only possible through having a disciplined approach to business management and improvement. In this webinar, you'll learn how to create and sustain a disciplined approach to problem-solving and process management through practice, in a way that builds deep organizational capabilities and accelerates transformation.
The Society for Human Resource Management (SHRM®), the world’s largest association devoted to human resource management, has collaborated with Globoforce® on a series of surveys about employee recognition. Our goal is to elicit trends among HR leaders and practitioners about what challenges they face and what strategies help them conquer those challenges. In the 2015 survey, 80% of organizations indicated they have an employee recognition program, and more than one-half (58%) have a program that is tied to their organization’s values. Overall, respondents said employee recognition programs had a positive impact on employee engagement, happiness and workplace relationships, but the impact was perceived to be greater for those with values-based programs.
Employee Effective Attitude Survey in Sree Ramakrisha AlloysMohan Kanni
An Employee Effective Attitude Survey done in steel and alloys manufacturing industry named SREE RAMAKRISHNA ALLOYS LIMITED as part of our class project. The following presentation has the findings of that Survey.
Everyone knows that unmotivated employees create problems
in the workplace. But what’s worse is having people who are
motivated – but cannot turn their enthusiasm into action. An employee effectiveness survey
is truly effective when it also addresses the factors that stop
your staff from performing to the best of their ability.
The Ongoing Impact of the Recession—Recruiting and Skill Gapsshrm
Two-thirds (66%) of organizations that are currently hiring full-time staff indicated that they are having a difficult time recruiting for specific job openings, an increase from 52% reported in 2011. HR professionals indicated that the top four applied skills gaps for job applicants are critical thinking/problem solving (53%), professionalism/work ethic (46%), written communications (41%) and leadership (38%).
The Outstanding Organization: The Power of DisciplineTKMG, Inc.
Recorded webinar: http://slidesha.re/1e1RFU6
Subscribe: http://www.ksmartin.com/subscribe
To purchase the book: http://bit.ly/TOObk
Excellence and consistency in achieving it is only possible through having a disciplined approach to business management and improvement. In this webinar, you'll learn how to create and sustain a disciplined approach to problem-solving and process management through practice, in a way that builds deep organizational capabilities and accelerates transformation.
The Society for Human Resource Management (SHRM®), the world’s largest association devoted to human resource management, has collaborated with Globoforce® on a series of surveys about employee recognition. Our goal is to elicit trends among HR leaders and practitioners about what challenges they face and what strategies help them conquer those challenges. In the 2015 survey, 80% of organizations indicated they have an employee recognition program, and more than one-half (58%) have a program that is tied to their organization’s values. Overall, respondents said employee recognition programs had a positive impact on employee engagement, happiness and workplace relationships, but the impact was perceived to be greater for those with values-based programs.
Employee Effective Attitude Survey in Sree Ramakrisha AlloysMohan Kanni
An Employee Effective Attitude Survey done in steel and alloys manufacturing industry named SREE RAMAKRISHNA ALLOYS LIMITED as part of our class project. The following presentation has the findings of that Survey.
If your organization avoids critical conversations or mis-manages them then this keynote will get you headed in the right direction to have better conversations that lead to better results!
Ito ay isang handout o learner's module na katatagpuan ng aralin o paksa tungkol sa Nasyonalismo sa Indonesia. Dito din matatagpuan ang mga iba't-ibang konsepto at dahilan sa Nasyonalismo sa Indonesia.
Click through to see the top corporate recruiting trends for India in 2012.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Click through to see the top corporate recruiting trends for the U.S. in 2012.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
All organizations are really focusing on improving their processes and one of the key aspect for a project to succeed is its employees. Employees play a vital role in a business success. Therefore, the company wants to predict which employee will leave next and look for measures to retain him/her.
Employee Engagement: What is it? How Do You Improve it? 10 Best Practices fro...Qualtrics
Engaged employees are more productive, contribute more to the bottom line, generate higher customer ratings, and help you attract new talent. On the flip side, actively disengaged employees cost the US approximately half a trillion dollars per year.
Join us to learn the best practices from Mike Schroeder, CEO of TNS Employee Insights, on how to design employee engagement surveys, measure engagement and, most importantly, improve employee engagement in your organization.
LRN ethics and compliance survey preliminary findingsMark Harrison
LRN’s annual Ethics & Compliance Leadership Survey Report presents detailed benchmarking findings and specific recommendations, based on an extensive survey of more than 150 ethics & compliance leaders from across industries and geographies.
More information: www.eqms.co.uk .
This survey takes the temperature of the Quality Industry 2016, identifying trends and listening to your opinions on the most pressing issues facing Quality. Never before have Quality professionals encountered such pressure in balancing and prioritising various organisational demands such as:
Hitting KPIs despite a lack of resource and tighter deadlines.
Identifying new opportunities for process improvement.
Complying to evolving Standards and regulations.
Aggregating data from a multitude of data sources.
As technology evolves alongside developing regulatory requirements, so does the role of the Quality professional. It’s time to ask, how do you compare with others in your industry?
Managing Employee Engagement through Organizational ChangeTalentMap
Our experience in working with hundreds of organizations shows that undergoing significant organizational change does not mean that employee engagement has to suffer as a result. Managed well, organizational change can drive big improvements in engagement. Yes, improvements! In fact, one client very recently achieved a 16% improvement in employee engagement while undergoing significant change and restructuring. How?
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.
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
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(i.e., industry structure in the language of economics).
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
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Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
buy old yahoo accounts buy yahoo accountsSusan Laney
As a business owner, I understand the importance of having a strong online presence and leveraging various digital platforms to reach and engage with your target audience. One often overlooked yet highly valuable asset in this regard is the humble Yahoo account. While many may perceive Yahoo as a relic of the past, the truth is that these accounts still hold immense potential for businesses of all sizes.
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Farman Ayaz Khattak and Ehtesham Matloob are government officials in CTW Counter terrorism wing Islamabad, in Federal Investigation Agency FIA Headquarters. CTW and FIA kidnapped crypto currency owner from Islamabad and snatched 200 Bitcoins those worth of 4 billion rupees in Pakistan currency. There is not Cryptocurrency Regulations in Pakistan & CTW is official dacoit and stealing digital assets from the innocent crypto holders and making fake cases of terrorism to keep them silent.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
2. Why Employee Opinion Survey (EOS)?
Companies lose $350 billion a year because of employee
disengagement. Disengaged employees impact your
business' productivity, level of innovation, and ultimately
the bottom line.
3. What is Engagement?
An engaged employee; emotionally
invests in the success of his/her
organization and brings a certain level of
passion, innovation and commitment to
his/her job.
An engaged employee proactively drives
change, delivers improved business
results and infects others with
enthusiasm.
4. Some of the Facts About Employee Engagement
Engaged Employees generate 43% more revenue (Hay Group)
A 1% increase in employee commitment can lead to a
monthly increase of 9% in sales. (IES)
70% of engaged employees indicate they have a good
understanding of how to meet customer needs; vs. 17% of
non-engaged employees. (Wright Management)
59% of engaged employees say that their job brings out their
most creative ideas against only 3% of disengaged
employees. (Gallup)
5. Some of the Facts About Employee Engagement
Highly engaged workforce improved operating income by
19.2% over a period of 12 months, vs. 32.7% decline with low
engaged workforce over the same period. (Towers Watson)
Engaged employees take an average of 2.69 sick days per
year; the disengaged take 6.19. (Gallup)
Highly engaged organizations have the potential to reduce
staff turnover by 87% and improve performance by 20%.
(Corporate Leadership Council)
Engaged Improved Satisfied Business
Employees Performance Customers Results
6. Steps for Conducting an EOS
Define the Survey Objectives.
Plan for the Survey.
– Pre-Survey, During Survey, Post-Survey, Between Surveys actions.
Results analysis and reporting.
Communication of Results.
Prioritizing Improvement Areas & Quick Wins.
Focus Groups.
Improvement Action Planning.
Formalizing the Action Plan.
Implementation, Follow up and communication.
If you do NOT plan to act on results, do NOT conduct an EOS.
7. A Simple Prioritization Model
Importance of Issue & Benefits
Maximum Return Maximum Return
on Minimal Effort on Maximum Effort
Minimal Return on Minimal Return on
Minimal Effort Maximum Effort
Time & Effort
8. Foundation of a Successful Employee Survey
Leadership buy-in.
Confidentiality & protection of identity (external Provider).
Credibility and trust (acting on previous results).
Proper communications.
High response rate.
Do not assume (we know our problems).
9. Methodology
Quantitative research method.
When reporting results, only aggregates and percentages will
be revealed.
Respondent will not be asked to identify him/herself.
Completed survey will be sent from respondent to consultant
directly.
Anonymity of respondent will be strictly protected and
individual responses will not be revealed to anyone.
Only collective results will be reported in case of 10
employees or less to protect the anonymity of respondents.
11. Employee Opinion Survey 2012
Interpreting Reports
Introduction:
The report provides a summary of survey results critical to
Employee Engagement in your organization.
The results indicate areas of strength and opportunity for
growth and development.
It is a starting point in understanding the favorable and
unfavorable perceptions of employees.
In order to maximize the results of the engagement survey, it
is important to conduct further analysis that will uncover the
drivers and inhibitors of engagement.
12. Employee Opinion Survey 2012
Overall Summary
Overall Responses
Percentage of
total unfavorable
responses (1+2)
Distribution of total responses Percentage of total Percentage of neutral
by percentage favorable responses responses (3)
(4+5)
Response Rate
87%
23. Employee Opinion Survey 2012
Questions Details: Highest Favorable Responses 2012
7. I have a reasonably good idea of my
87% 7% 6%
possible career path in the company
20. I am often bothered by excessive job
70% 5% 25%
pressure (N)
35. It is safe to speak up in "company
85% 2% 13%
name"
3. I am proud to be associated with
80% 3% 17%
"company name"
0% 20% 40% 60% 80% 100%
Total Favorable Neutral Total Unfavorable
24. Employee Opinion Survey 2012
Questions Details: Least Favorable Responses 2012
45. I think my performance on the job is
43% 10% 47%
evaluated fairly
1. How satisfied are you with your
44% 20% 36%
current pay (base salary and incentive)?
6. There is sufficient contact between
50% 15% 35%
management and associates
22. I have confidence in the decisions
55% 10% 35%
made by the executive leadership
0% 20% 40% 60% 80% 100%
Total Favorable Neutral Total Unfavorable
26. Employee Opinion Survey 2012
Questions Details: Highest favorable Responses Vs. 2010
Total
Total Favorable Responses unfavo-
Difference Neutral
Vs 2010 2012 rable
7. I have a reasonably good idea
of my possible career path in the 65% 20%* 15% 20%
company
20. I am often bothered by 20%* 10% 17%
73%
excessive job pressure (N)
35. It is safe to speak up in 17%* 20% 24%
56%
"company name"
3. I am proud to be associated 10% 20% 10%
70%
with "company name"
0% 20% 40% 60% 80% 100%
* Represents a statistically Significant Difference
27. Employee Opinion Survey 2012
Questions Details: Least Favorable Responses Vs. 2010
Total
Total Favorable Responses
Difference Neutral unfavo-
2012 rable
7. I have a reasonably good idea
of my possible career path in the 43% 20%* 15% 42%
company
20. I am often bothered by
55% 20%* 10% 35%
excessive job pressure (N)
35. It is safe to speak up in 17%* 20% 20%
60%
"company name"
3. I am proud to be associated
56% 10% 20% 24%
with "company name"
0% 20% 40% 60% 80% 100%
* Represents a statistically Significant Difference
29. Employee Opinion Survey 2012
Questions Details
Dimension: Leadership & Management Total
Favorable
17. a. My immediate manager is competent in
the technical aspects of the job. 47% 20% 18% 10%5% 67%
33. I have confidence in the decisions made by
the executive team in my country. 35% 29% 13% 15% 8% 64%
28. The management style in "company name"
encourages employees to give their best. 33% 25% 17% 7% 18% 58%
11. The decisions management make
concerning employees are usually fair. 30% 40% 20% 5%5% 70%
6. The Executive Team in my country provides
a clear sense of direction. 33% 35% 15% 5% 12% 68%
4. Management generally understands the
problems we face in our jobs 40% 30% 10% 10% 10% 70%
0% 20% 40% 60% 80% 100%
Strongly Agree Agree Neutral Disagree Strongly Disagree
30. Employee Opinion Survey 2012
Questions Details
Dimension: Communication (all questions will be detailed per dimension) Total
Favorable
34. b. I have a clear understanding of the
goals and objectives of "company name" in… 40% 15% 13% 15% 17% 55%
34. a. I have a clear understanding of the
goals and objectives of my department 25% 25% 17% 7% 26% 50%
30. It is safe to speak up in "company name"
20% 20% 20% 15% 25% 40%
26. "company name" does a godd job of
keeping enployees informed about matters… 35% 30% 15% 10% 10% 65%
13. The Information I need to do my job is
readily available. 30% 20% 10% 10% 30% 50%
0% 20% 40% 60% 80% 100%
Strongly Agree Agree Neutral Disagree Strongly Disagree
32. Employee Opinion Survey 2012
Questions Details: Vs 2010
Dimension: Leadership & Management Total Favorable Difference
from 2010
4. How good a job is your executive 65%
-5
leadership doing in providing leadership 70%
15. In you judgment, what kind of job is
61%
your compnay's top management doing 6*
in crating positive work climate 55%
2. In you judgment, what kind of job is
61%
your compnay's top management doing 2
in managing change 59%
0% 20% 40% 60% 80%
Company 2010
* Represents a statistically Significant Difference
33. Employee Opinion Survey 2012
Questions Details: Vs High Performing Organizations
Dimension: Leadership & Management Total Favorable Difference from
Benchmark
4. How good a job is your executive 65%
leadership doing in providing leadership -10*
75%
15. In you judgment, what kind of job is 61%
your compnay's top management doing -17*
in crating positive work climate 78%
2. In you judgment, what kind of job is 61%
your compnay's top management doing -19*
in managing change 80%
0% 20% 40% 60% 80% 100%
Company High Performing Org.
* Represents a statistically Significant Difference
35. Employee Opinion Survey 2012
Employee Engagement Questions
Total Favorable
Engagement
10. I believe I am valued for what I can offer Responses
"company name" 50% 29% 11% 5% 5% 79%
35. Overall I am satisfied with my job at
"company name" 40% 45% 10%5% 85%
72. I feel inspired to do my best at work
40% 30% 4% 20% 6% 70%
24. I intend to still be working in "company
name" in 12 months time 33% 30% 7% 15% 15% 63%
42. I would recommend "company name" as
a good place to work 45% 35% 6%5% 9% 80%
20. I am proud to be associated with
"company name" 40% 25% 5%10% 20% 65%
0% 20% 40% 60% 80% 100%
Strongly Agree Agree Neutral Disagree Strongly Disagree
40. Employee Opinion Survey 2012
Verbatim Comments
Comments are provided for each open-ended question and
reported verbatim from the original statements made by
respondents.
Other reports maybe provided upon the request of the client.
41. Who We Are?
MULTISKILLS Recruitment & HR
Consultancy has been established
since year 2005.
We provide professional HR Consulting
& Recruitment Services.
Our team, a group of consultants with
years of industry or functional
expertise.
Our clients cover a wide range of
industries, from Pharmaceuticals and
FMCGs, to Oil & Gas, Banking, Heavy
industries, Real Estate and others.
42. Our Services
Our activities mainly fall within, but not limited to the
following:
Recruitment & Selection
Advertising & Screening Campaigns
Executive Search
HR Management Consultancy
Employee Opinion Surveys
Salary Surveys
Assessment Centers using SHL tools
Training & Development
Outsourcing HR services, Payroll and Personnel
43. Contacts
For more Information, please contact us:
E-mail: info@mutli-skills.com
Hanan.deebes@multi-skills.com
Phone:
0100 1431438
0100 2507531
www.multi-skills.com