Hi Seniors, I've recently joined an IT software organization as an HR executive. The HR department is new in the company. I've been asked to engage with all the existing employees of the organization to gather more information and make them comfortable with this department.
Creating a Questionnaire for Employee Engagement
I need to create a questionnaire to collect more information from the employees. Kindly assist me in structuring this plan and designing the questionnaire format.
Thanks & Regards,
Kirti
From India, Delhi
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2Creating a Questionnaire for Employee Engagement
I need to create a questionnaire to collect more information from the employees. Kindly assist me in structuring this plan and designing the questionnaire format.
Thanks & Regards,
Kirti
From India, Delhi
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I fully agree with "White Eagle." Unless you understand the expectations of management and employees, you cannot come to a conclusion. So, start interacting with employees more and more; you will get your answer.
From India, Pune
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From India, Pune
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Hi Kirti, I will summarize your query as: (a) You want to improve your interaction with all employees. (b) You want to get to know about their feelings/concerns, etc. (c) You want to resolve them.
I also understand for the first time the HR Department has been initiated in your organization.
With this understanding, my suggestions are:
1. It is a wonderful opportunity you have got.
2. Initiate programs that will enable employees to feel a difference.
3. Basic things that need to be in place are payslips, creation and management of attendance and leave-related rules, creation of an employee database, maintenance of employee files, etc.
4. Initiate informal gatherings of employees like monthly birthday celebrations, recognizing employees on their service anniversary, etc.
5. Rather than artificially or using your personal influence to get to know employees - by doing all these things you are increasing the number of times employees will have to interact with you.
6. By doing things that have not been in place in this company, you will be earning the trust and credibility of the employees.
7. In such a scenario, instead of you seeking to know them/understand their concerns, they will automatically start coming to you.
Before you step into all these activities, it is important you put a simple plan, a broad sketch to your management - seek their views/approval and take things forward.
Also, informally run your plan through a few key members in the organization.
Remember, HR is not a 'Grievance Cell or Help Desk' in a railway station.
Thus, in my humble opinion, this way you will be able to reach out to rather than explicitly trying to engage with employees, understand/resolve, or do things for them.
Wishing you all the very best!
Regards, Chandru
From India, Madras
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I also understand for the first time the HR Department has been initiated in your organization.
With this understanding, my suggestions are:
1. It is a wonderful opportunity you have got.
2. Initiate programs that will enable employees to feel a difference.
3. Basic things that need to be in place are payslips, creation and management of attendance and leave-related rules, creation of an employee database, maintenance of employee files, etc.
4. Initiate informal gatherings of employees like monthly birthday celebrations, recognizing employees on their service anniversary, etc.
5. Rather than artificially or using your personal influence to get to know employees - by doing all these things you are increasing the number of times employees will have to interact with you.
6. By doing things that have not been in place in this company, you will be earning the trust and credibility of the employees.
7. In such a scenario, instead of you seeking to know them/understand their concerns, they will automatically start coming to you.
Before you step into all these activities, it is important you put a simple plan, a broad sketch to your management - seek their views/approval and take things forward.
Also, informally run your plan through a few key members in the organization.
Remember, HR is not a 'Grievance Cell or Help Desk' in a railway station.
Thus, in my humble opinion, this way you will be able to reach out to rather than explicitly trying to engage with employees, understand/resolve, or do things for them.
Wishing you all the very best!
Regards, Chandru
From India, Madras
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