HI6006 Competitive Strategy Editing Service
Delivery in day(s): 4
The employees’ surveys are critical to organization’s strategy in the managing its human resource (Matthaei, & Brodbeck, 2018). There are other data that the human resource already hold that could help in this exercise. Some of these data include number of cases of absenteeism, diversity of the employee benefits in the firm, number of working hours and percentages of employee turnover. These cases are critical in the process of identifying the levels of motivation and satisfaction of the staff in the organization
First, the data on absenteeism provides the management with the information about the employees’ commitment and satisfaction. These can be linked with the motivating factors which increase satisfaction (Herzberg, 2017). When employees are not motivated, then they then to come late to work or complaint. Hence, the management will need to check on the issues related with employee absenteeism as a sign of fatigue lack of employee satisfaction in the company.
The diversity of the employees in the organization will also determine the way the management must handle the staff. For example, some of the employees values bonuses and other holidays. Their differences will demand that the management develop effective ways to handle and manage employee diversity to improve their commitment (Luu, Rowley, & Vo, 2018). This approach promotes better performance of the workforce in the company.
The percentage of the employee turnover is another key element that the HR department can use to address this issue. When workforce turnover provides the management with the signs of why the staff leave the organization(Cohen, Blake, & Goodman, 2016). This strategy helps in finding ways to increase employee retention and eliminate costs of human resource.
Furthermore, the number of hours that each of the employees is working will provide a glue on the possible issues affecting the employees in the organization. When the employee working hours have been some of the issues that affects the lives of the workforce in the firm. Hence, the company’s management can determine how to manage the working hours of the employees in the organization as a way of improving their relationships with the current and potential staff.
The method of distributing and recovering the survey will determine the quality of responses that the leadership will get from this survey. Some of the methods that I will use to distribute and recover them include the following: emails, websites, SMS and social media. These approaches are key in the process receiving the maximum feedback and responses for better decision making.
Distribution through websites allows the respondents to respond to the questions appropriately as they are tailored by the management. The employees can log in the websites and answer the questions online (Ipnuwati, & Mahdi, 2018). The way these survey questions are framed will require both open and closed questions to promote better responses.
Moreover, the use of the emails is also another way that I will use to distribute and recover these survey. The attached survey questions can be send via emails and let the employees send them back within a required period of time (McPeake, Bateson, & O'Neill, 2014). This makes emails effective methods as they can be followed through to the employees whom these emails have been administered.
Social media and SMS are other techniques that I can use in the process of distributing and recovering these surveys. The social media is widely available and can be accessed by the targeted employees. The survey questions are send to the employees in their personal social media accounts which will help them respond whenever they receive them(Boulianne, 2015). Furthermore, SMS also works as they survey questions are send to the employees’ personal numbers. This method is easy to make a follow up and have the respondents submit their responses.
When conducting the surveys, there are a specific number of clients that are targeted by the surveys. Therefore, when the surveys have a total number of the surveys administered and that are which are recovered will be used to determine the returns required. For example, if the surveys administered are about 100, then the responses should be at least 90% of the respondents.
Documentation is key in the process distributing and collecting the responses. This is the best approach that will help determine the maximum number of returns that shall be collected from the population of the employee. However, before administering these surveys, a decision has to be made on the minimum and maximum number of samples that will help make informed decisions. Therefore, the responses must meet the established threshold set before they are send to the respondents.
Survey planning forms the basis in which the responses shall be distributed and recovered from the respondents. This is because the planning process will determine the required number of responses in the organization. Hence, the responses that are received shall be counted and a decision will be made based on the outcome of the results of the surveys.
The legal implications of the surveys revolve around the confidentiality and protection of employee data. The regulation on the personal data will help in protecting the employee data. For example, the data protection act of Australia protects employee data from any form of compromise thus maintaining the integrity of the data (Carr, & Payer, 2017). When employee provides their responses in the regard to the questions asked, there is need to ensure that the employee data are protected.
In addition, the use of this data must be limited to the intended us only and not any other. Breach of data usage happens when the data collected is used in a way that is not what was intended. This is a legal obligation that the management will adhere to ensure that the employee responses remain within the purview and confines of the law. This calls for collection of data with the consent of the employees. Consequently, authorized access shall be limited to ensure that such data is not compromised.
The sample below shows responses to 3 questions on the survey. Use a spreadsheet to plot and analyse the data and produce graphs to represent the findings.
In the case of the question above, it shows that the West and East department or location is leading with denial of the question posted. This shows the needs of the employees in this region must be addressed to ensure that the levels satisfaction of the employees is met. This will promote better performance management of the employees. On the other hand, the South department or region is leading with Yes answers. This is an indication of a better-managed employee in the organization.
In our case bonuses is the leading strategy that the organization should use to serve the employees. This is because most of the employees in these regions prefer bonuses as compared to the rest of the firm. Holiday is another strategy that the firm should explore. This is an indication that the employees prefer the holidays more than the pension. The rates that are generated in the case shows the employees who are inclined towards the linkage of current benefits. The future benefits like pension is not a high consideration for most of the employees in the organization.
The scales rated in the employees indicates that majority of the employees have rated one as the benefits accrued from the organization. This is an indication of the levels of satisfaction in the organization. Employees always seek an opportunity that will offer them the best value and creates them a chance to meet their needs. Remember that when the employees are pleased, then they will always perform better in their workplace.
1. Boulianne, S. (2015). Social media use and participation: A meta-analysis of current research. Information, Communication & Society, 18(5), 524-538.
2. Carr, S. A., & Payer, M. (2017, April). Datashield: Configurable data confidentiality and integrity. In Proceedings of the 2017 ACM on Asia Conference on Computer and Communications Security (pp. 193-204). ACM.
3. Cohen, G., Blake, R. S., & Goodman, D. (2016). Does turnover intention matter? Evaluating the usefulness of turnover intention rate as a predictor of actual turnover rate. Review ofPublic RelationPersonnel Administration, 36(3), 240-263.
4. Herzberg, F. (2017). Motivation to work. Routledge.
5. Luu, T. T., Rowley, C., & Vo, T. T. (2018). Addressing employee diversity to foster their work engagement. Journal of Business Research.
6. Ipnuwati, S., & Mahdi, M. I. (2018, August). Design Model of Application Measurement Imperfect Information to Procesing Data Surveys Level of Website Learning With Fuzzy Query Basis Data Method. In Seminar Nasional Komputer dan Informatika.
7. Matthaei, B., & Brodbeck, F. C. (2018, July). Testing causality and multilevel effects in a sound structural employee survey measurement model. In Academy of Management Proceedings (Vol. 2018, No. 1, p. 17107). Briarcliff Manor, NY 10510: Academy of Management.
8. McPeake, J., Bateson, M., & O'Neill, A. (2014). Electronic surveys: how to maximise success. Nurse Researcher (2014+), 21(3), 24