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Training Designing Developing Employee Surveys

Employee surveys serve a variety of purposes. Employers interested in knowing the general workplace climate administer employee opinion surveys to determine their level of job satisfaction. Employee response to organizational change or transition is another reason for administering an employee opinion survey. Employee opinion surveys elicit specific information as well as general comments about the workplace, which enable employers to address workforce and organizational needs

Course Objectives

The participants will learn to do the following:

  • Survey design services
  • Survey administration, follow-up e-mail reminders, etc.
  • Survey reporting – tailored to the audience
  • Focus group facilitation to drill down into survey results.
  • Recommendations on employee communications, improvement plans, and change management strategies.

Who Should Attend

Senior employees in Employee Relations, Human Resources or Personnel and Administration who are directly or indirectly responsible for supporting employees while protecting the organization.

Course Outline

HUMAN RESOURCES MANAGEMENT

  • Towards a Modern Definition
  • The Main Functions in HR Management
  • Competency Based HR Management
  • HR Deliverables: A Model for Multiple Roles
  • HR as Business Partner
  • HR Competencies: Moving from Traditional HR to Strategic HR

AN OVERVIEW OF EMPLOYEE OPINION SURVEYS

  • Employee Opinion Survey Formats
  • Written Employee Opinion Surveys
  • Online Employee Opinion Surveys
  • Focus Group Employee Opinion Surveys
  • Employee Opinion Survey Interviews
  • Which Format Should You Use?

START-UP CONSIDERATIONS AND GUIDELINES

  • A Recommended Format
  • Development Steps
  • Pitfalls
  • Employee Opinion Survey Guidelines
  • Overall Survey Guidelines

IDENTIFYING SURVEY OBJECTIVES

  • The Overall Survey Objective
  • A Good Objective
  • Information Purposes
  • Describing Your Purposes

DEFINING SURVEY PLANNING ELEMENTS

  • What to Survey
  • Identifying Dimensions to Survey
  • Who to Survey
  • Sampling
  • Sampling Error
  • Random Selection
  • When to Survey

SELECTING CONDITIONS OF EMPLOYMENT TO SURVEY

  • Initial Management Communication
  • Initial Employee Communication
  • A Starting Point
  • A Word of Caution
  • Starting List
  • From Whom to Seek Information
  • Other Approaches
  • Combining Results

DEVELOPING EMPLOYEE SURVEY DEMOGRAPHICS

  • Individual Identification
  • Employee Groupings
  • Typical Demographic Groupings
  • Past Survey Demographics
  • Considerations
  • Identifying Your Employee Demographics
  • Typical Questions
  • Location in the Survey
  • Participation Control

DESIGNING SURVEY QUESTIONS

  • Number of Survey Questions
  • Response Alternatives
  • Types of Questions to Use
  • Question Guidelines
  • Questions by Subareas
  • Fill-In and Essay Question Development

CREATING THE SURVEY INSTRUMENT

  • Introduction
  • Instructions
  • Survey Questions
  • Submission
  • Answer Sheets
  • A Complete Survey

ADMINISTERING THE SURVEY

  • Administrator Training
  • Administration Guide
  • Notification
  • Make-Ups
  • A Caution

TABULATING AND COMPILING SURVEY RESULTS

  • Response Formats
  • Past Survey Results
  • Other Comparisons
  • Response Intensity
  • Importance and Satisfaction
  • Correlations
  • Additional Information
  • Analyzing
  • The Interview
  • Focus Groups

CONSIDERING EXTERNAL SERVICES AND PRODUCTS

  • Internal Personnel
  • Credibility
  • Timeliness
  • Valid Instrument
  • Comparison Data
  • Should You Use an External Service?
  • Your Responsibility
  • Publishers
  • Tabulators
  • Locating External Assistance
  • How to Select a Firm
  • Contracting
  • Products
  • How to Select

WRITING AND DELIVERING REPORTS

  • Comparisons
  • No Comparison
  • Using Comparisons
  • The Management Report Structure
  • The Employee Report Structure
  • Legal Review

USING SUPERVISORS TO DELIVER RESULTS FOR TWO-WAY COMMUNICATION

  • The Supervisor as the Key Communicator
  • Notifying Employees
  • The Communications Program
  • Supervisor Preparation
  • Follow-Up
  • Meeting Guide
  • SURVEY CHECKLISTS

Fasilitas

  • Lokasi Training di Hotel Bintang 3-5
  • Sertifikat Training
  • Modul Materi (Hard Copy & Soft Copy)
  • Flashdisk
  • Training Kit (Co-Card, Bolpoin, & Buku Catatan)
  • Souvenir Eksklusif
  • 1x Makan Siang dan 2x Coffee Break (Jam 10:00 & 14:00)
  • Penjemputan Bandara – Hotel (Pulang-Pergi selama pelatihan)

Biaya dan Lokasi

  • Yogyakarta : Rp 7.800.000,- / Peserta
  • Bandung : Rp 8.000.000,- / Peserta
  • Jakarta : Rp 8.000.000,- / Peserta
  • Surabaya : Rp 7.900.000,- / Peserta
  • Malang : Rp 7.900.000,- / Peserta
  • Semarang : Rp 7.800.000,- / Peserta
  • Solo : Rp 7.900.000,- / Peserta
  • Bali : Rp 7.000.000,- / Peserta (Minimal 2 peserta)
  • Lombok : Rp 7.400.000,- / Peserta (Minimal 2 peserta)

Keterangan

  1. Biaya dan Lokasi diatas hanya untuk Private Training dan Public Training, untuk In House Training penawarannya dapat menghubungi kami dilink berikut (kontak kami).
  2. Jumlah peserta, jadwal dan lokasi dapat menyesuaikan permintaan.
  3. Pemintaan lokasi yang diluar daftar diatas dapat menghubungi kontak kami.

Untuk melihat jadwal pelatihan ini kunjungi Jadwal Training Update dan jika ingin mendaftar pelatihan ini, silakan isi form di Formulir Pendaftaran.

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