Hi, HR Friends.
Do you have 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 have 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
From Philippines, Quezon City
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4Do you have 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 have 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
From Philippines, Quezon City
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Dear Noah,
Many organizations conduct these surveys. They are called by different names such as OHS (Organization Health Survey), WCA (Working Climate Analysis), LFS (Leadership Feedback Survey), and ESS (Employee Satisfaction Survey). However, nobody presents the summary online due to the confidentiality of the data. Who would want their strengths and weaknesses to be exposed to the world?
The same goes for interpretation methods. Most of the time, it involves averaging out the responses on rating scales. For example, for critical questions, it is assessed how many have rated in favor or against, or on a scale of 1-5, the distribution of ratings. This helps in identifying key indicators such as employee engagement, leadership, commitment, etc.
After completing the survey, the results and action plans will be shared with the employees. Some organizations even opt for a "DIP stick" survey between two main surveys.
Kind regards,
Dayanand L. Guddin
From Singapore, Singapore
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Many organizations conduct these surveys. They are called by different names such as OHS (Organization Health Survey), WCA (Working Climate Analysis), LFS (Leadership Feedback Survey), and ESS (Employee Satisfaction Survey). However, nobody presents the summary online due to the confidentiality of the data. Who would want their strengths and weaknesses to be exposed to the world?
The same goes for interpretation methods. Most of the time, it involves averaging out the responses on rating scales. For example, for critical questions, it is assessed how many have rated in favor or against, or on a scale of 1-5, the distribution of ratings. This helps in identifying key indicators such as employee engagement, leadership, commitment, etc.
After completing the survey, the results and action plans will be shared with the employees. Some organizations even opt for a "DIP stick" survey between two main surveys.
Kind regards,
Dayanand L. Guddin
From Singapore, Singapore
Acknowledge(0)Amend(0)
ODS can't be referred to as an Organizational Satisfaction Survey because it is designed to gather employee responses related to critical job dynamics affecting hiring, management, and employee retention. The ODS is not a subjective survey; rather, it is a diagnostic tool aimed at assessing the current health of an organization. This confidential survey evaluates employee perceptions across 18 Critical Job Dynamics, 17 Work Value areas, and 10 Employee Incentive areas. The insights provided by the ODS have been utilized globally by organizations for strategic business and workforce planning purposes.
From India, Mumbai
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From India, Mumbai
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Organizational Climate & Culture.ppt
Recruitment & Selection Action Planning.doc