Dear HR Gurus
In my organization we have conducted Organization climate survey, now I've a raw data, and have to present it to the top management. The question is how to do it in a simple way and it should not loss its gist.
The raw data is consist of
~ The questionnaire was with 2 areas with 3 sections each i.e. in total 6 subsections with total 150 questions
~ And the feedback received from approx 300 employees from 8 departments,
I've got 10 mins slot in mgmt meeting to present this data. I m stuck with how to do it with such a lager volume of information in such a less time. And this presentation is on Thursday 2nd of Aug. :(
HR Gurus kindly help me in making it presentable in effective manner.
Regards,
Swapna
:?: :?: :?:
From India, Mumbai
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3In my organization we have conducted Organization climate survey, now I've a raw data, and have to present it to the top management. The question is how to do it in a simple way and it should not loss its gist.
The raw data is consist of
~ The questionnaire was with 2 areas with 3 sections each i.e. in total 6 subsections with total 150 questions
~ And the feedback received from approx 300 employees from 8 departments,
I've got 10 mins slot in mgmt meeting to present this data. I m stuck with how to do it with such a lager volume of information in such a less time. And this presentation is on Thursday 2nd of Aug. :(
HR Gurus kindly help me in making it presentable in effective manner.
Regards,
Swapna
:?: :?: :?:
From India, Mumbai
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I suggest that you sort the questions into particular groups, such as compensation issues, organizational facilities provided, organizational employee-related policies, training, and recruitment. This will give you a manageable number of areas within the organization.
Now, sort the responses (I suppose you said 300, but I am not sure) into satisfied, not satisfied, and not sure categories. Then, examine the areas where you have the most satisfied responses and the least satisfied responses. You can present this data in the form of percentages as well.
Present the satisfied areas as strengths of the organization, the not satisfied areas as red alerts indicating where immediate decisions for improvement are needed by organizational management, and the not sure areas as gaps requiring further analysis.
I hope this guidance is beneficial to you.
Regards,
Mrinal S
From Kuwait, Kuwait
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Now, sort the responses (I suppose you said 300, but I am not sure) into satisfied, not satisfied, and not sure categories. Then, examine the areas where you have the most satisfied responses and the least satisfied responses. You can present this data in the form of percentages as well.
Present the satisfied areas as strengths of the organization, the not satisfied areas as red alerts indicating where immediate decisions for improvement are needed by organizational management, and the not sure areas as gaps requiring further analysis.
I hope this guidance is beneficial to you.
Regards,
Mrinal S
From Kuwait, Kuwait
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It is hard to give you any concrete feedback as I don't know the content of your survey, but in general, you need to consider the following when analyzing surveys:
1. Before creating the survey, identify what you want to know and plan your analysis ahead of actually running the survey.
2. Once the data have been collected, clean it up. Start getting the aggregate scores on the main dimensions you are looking at.
3. Report the demographic data.
4. Report the frequencies of the main dimensions.
5. Report the main dimensions on the demographic data.
6. You might want to report correlations/regressions for prediction purposes.
7. You might want to test for significant results if you have a sufficient sample size and will be using the data as a foundation for some research piece.
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1. Before creating the survey, identify what you want to know and plan your analysis ahead of actually running the survey.
2. Once the data have been collected, clean it up. Start getting the aggregate scores on the main dimensions you are looking at.
3. Report the demographic data.
4. Report the frequencies of the main dimensions.
5. Report the main dimensions on the demographic data.
6. You might want to report correlations/regressions for prediction purposes.
7. You might want to test for significant results if you have a sufficient sample size and will be using the data as a foundation for some research piece.
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Dear Swapna,
First and most important thing you have to do is to make the impression before the top mgt to let u stretch those 10 minutes to 30 minutes.
We (HR professionals) have to make ourselves attention worthy. I am sure all those at senior level are serious about HR. but they too in turn expect serious stuff. So if your stuff has something concrete in it, they wont mind let u have 15 - 20 extra minutes. (My experience)
Arouse interest amongst the present about the subject.
give concrete data.
Regarding presentation contents, it can not be decided from our end atleast without viewing the details.
You may start with highlights, charts and then tables. Then areas of concern and remedies.
Hope this serves the purpose.
- Hiten
From India, New Delhi
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First and most important thing you have to do is to make the impression before the top mgt to let u stretch those 10 minutes to 30 minutes.
We (HR professionals) have to make ourselves attention worthy. I am sure all those at senior level are serious about HR. but they too in turn expect serious stuff. So if your stuff has something concrete in it, they wont mind let u have 15 - 20 extra minutes. (My experience)
Arouse interest amongst the present about the subject.
give concrete data.
Regarding presentation contents, it can not be decided from our end atleast without viewing the details.
You may start with highlights, charts and then tables. Then areas of concern and remedies.
Hope this serves the purpose.
- Hiten
From India, New Delhi
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Thanks a ton Mrinal, Obitar(Not sure if this is your name or just user ID) and Hiten for your valuable suggestions.
Yes, I'm working on similar lines, where I've bifurcated the questionnaire in to 2 segments and 5 and 2 Sections respectively.
Segment 1
Section 1 - Work/Department (25Questions)
Section 2 – About organization (20 Questions)
Section 3 – Benefits (3 Questions)
Section 4 – Communication (4 Questions)
Section 5 – General (8 Questions)
Segment 2
Section 1 – Describe Organization/ Its Leadership (13 Questions)
Section 2 – Describe Self Department / Its Leadership (7 Questions)
Then worked on the ratings which was
1 Totally disagree
2 Disagree to some extent.
3 Agree to some extent.
4 Agree to a large extent.
5 Totally agree
And the final output is going to be with Pie chart and % showing the areas of improvement.
I hope that is going to cover all the aspects in gist and if required and the Mgmt is willing to extend the time I can explain the details.
Pls. suggest if I've missed any thing / or you feel that I should incorporate some more vital information.
Regards,
Swapna
From India, Mumbai
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Yes, I'm working on similar lines, where I've bifurcated the questionnaire in to 2 segments and 5 and 2 Sections respectively.
Segment 1
Section 1 - Work/Department (25Questions)
Section 2 – About organization (20 Questions)
Section 3 – Benefits (3 Questions)
Section 4 – Communication (4 Questions)
Section 5 – General (8 Questions)
Segment 2
Section 1 – Describe Organization/ Its Leadership (13 Questions)
Section 2 – Describe Self Department / Its Leadership (7 Questions)
Then worked on the ratings which was
1 Totally disagree
2 Disagree to some extent.
3 Agree to some extent.
4 Agree to a large extent.
5 Totally agree
And the final output is going to be with Pie chart and % showing the areas of improvement.
I hope that is going to cover all the aspects in gist and if required and the Mgmt is willing to extend the time I can explain the details.
Pls. suggest if I've missed any thing / or you feel that I should incorporate some more vital information.
Regards,
Swapna
From India, Mumbai
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Hi Swapna,
To add to the good advice you have already received, I would suggest that your report should be demographic in nature, i.e., you should be able to provide the viewpoint on a particular item, for example, clarity in KRAs, from employees in a particular department, at a particular level or age group, or education group.
When you structure your report in this manner, you will find "different strokes for different folks" - and will be able to see the impact the organization has on its employees at multiple levels.
Also, in your report, avoid using more than 2 or 3 types of graphs since people may not recall all the information. Additionally, your graphs should be able to convey the message without requiring more than a brief introduction.
You should strive to understand at least some, if not all, reasons for dissatisfaction, for example, in compensation, appraisals, or office facilities. You can achieve this by engaging informally with your employees to grasp the personal reasons behind the data. By doing so, you will be able to highlight specific points of interest or immediate actions for the organization.
Throughout, steer clear of the blame game, and maintain objectivity when presenting your report - you are not a lawyer pleading your case in court.
Hope this advice is helpful.
Regards,
Ryan
From India, Mumbai
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To add to the good advice you have already received, I would suggest that your report should be demographic in nature, i.e., you should be able to provide the viewpoint on a particular item, for example, clarity in KRAs, from employees in a particular department, at a particular level or age group, or education group.
When you structure your report in this manner, you will find "different strokes for different folks" - and will be able to see the impact the organization has on its employees at multiple levels.
Also, in your report, avoid using more than 2 or 3 types of graphs since people may not recall all the information. Additionally, your graphs should be able to convey the message without requiring more than a brief introduction.
You should strive to understand at least some, if not all, reasons for dissatisfaction, for example, in compensation, appraisals, or office facilities. You can achieve this by engaging informally with your employees to grasp the personal reasons behind the data. By doing so, you will be able to highlight specific points of interest or immediate actions for the organization.
Throughout, steer clear of the blame game, and maintain objectivity when presenting your report - you are not a lawyer pleading your case in court.
Hope this advice is helpful.
Regards,
Ryan
From India, Mumbai
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While you have divided the survey into segments and sections, I would organise the questions into groups. Take your segment 1 section 1. I would not recommend reporting the answers of all 25 questions.... that is both messy and you would not learn much. In stead you should group the questions into themes or dimensions, and then report aggregate/mean scores of these. Seeing this is done retrospectively, you could use a factor analysis to help you find these groupings. When it comes your 5 point rating scale, you might be better of reporting the scores in terms of agree and disagree, maybe in the form of how many percentage agreed or disagreed with the statement. You do have a potential issue though, as your rating scale does not have a natural midpoint.
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Dear HR Gyanis,
Thank you so much for all the valuable feedback you have given. My presentation was successful, and the best part was that the message was conveyed to top management without asking for extra time. In fact, they requested a second session to be presented with more details.
I am sending the presentation for reference purposes. Your views and suggestions are most welcome.
Regards,
Swapna
From India, Mumbai
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Thank you so much for all the valuable feedback you have given. My presentation was successful, and the best part was that the message was conveyed to top management without asking for extra time. In fact, they requested a second session to be presented with more details.
I am sending the presentation for reference purposes. Your views and suggestions are most welcome.
Regards,
Swapna
From India, Mumbai
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Organization Climate Survey Specifications. doc
Data Interpretation. pdf
Organization Chart Sample.pptx