Hr Generalist
Head Hr - Mahindra Aerospace
+1 Other

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Hi, HR Friends.
Do you materials (e-book) on facilitating Organizational Climate Surveys? I have been researching on this topic but the materials available are more on the content of the survey and not much on how the data collected is interpreted and most especially future steps in addressing the issues uncovered.
I think more than the actual survey, the most important part of the climate survey is the analysis and the steps to take now that we learned the issues of the employees.
I would appreciate your insights and I look forward to the sharing of relevant materials.
Thanks in advance.
-Noah Jethro

Dear Noah,
Many organizations conduct these surveys. They are called with different names like, OHS ( Organization health survey) WCA - Working climate analysis. LFS - Leadership feed back survey and ESS - employee sastisfaction survey.
But no body presents the summary on net because of the confidentialiy of the data. And who wants to let their strengths/ weakness shown to the world?
So are the interpretation methods.
Majority of the time it is the averaging out of answers on the ratig scales; like for the decisive questions how many have rated in favor/ against or on a scale of 1- 5 how many are at 1 being a very low indicator and how many at 5 being the higest indicator.
The data will then be summarised on the key indicators like employee engagement, leadership, commitment, etc.
Also after the survey is completed the the results and action plans will be shared with the employees. Some organizations go for a DIP stick survey between two surveys.
Kind regards
Dayanand L Guddin

ODS cant be said as Org satisfaction survey coz it means the purpose of the ODS is to elicit employee responses dealing with critical job dynamics that impact the hiring, management and retention of employees. The ODS is not an opinion survey, but rather a diagnostic survey intended to reveal the current health of an organization. The confidential ODS assesses employee perceptions in 18 Critical Job Dynamics, 17 Work Value areas, 10 Employee Incentive areas. The information provided by the ODS has been used internationally by organizations in the areas of strategic business and staff planning.
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