Hi, I am new to this site. In my company, we are conducting an employee satisfaction survey. We have created a questionnaire and collected the data. Can anybody help me with how to consolidate and analyze it? The questionnaire is structured around parameters such as:
a. Roles & Responsibilities
b. Policies & Procedures
c. Training
d. Organization
It also includes a few open-ended questions. I am unsure how to consolidate and analyze it as each parameter contains a minimum of 4 questions. Please help.
Regards,
Sara 🌟
From India, Bangalore
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a. Roles & Responsibilities
b. Policies & Procedures
c. Training
d. Organization
It also includes a few open-ended questions. I am unsure how to consolidate and analyze it as each parameter contains a minimum of 4 questions. Please help.
Regards,
Sara 🌟
From India, Bangalore
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no we not done that.. am bit confused hw to do as it is a three scle rating...lke-10, 5and 1. where 10 stands for good, 5 for average and 1 for poor...
From India, Bangalore
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From India, Bangalore
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Prepare a spreadsheet with the questions at the top, i.e., columns, and the individuals responding to the questions as rows. Enter the ratings given by them in the corresponding cells.
How many responses have you received?
It's a bit late to redesign the questionnaire. However, had you sought advice before, it could have been improved.
From United Kingdom
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1639How many responses have you received?
It's a bit late to redesign the questionnaire. However, had you sought advice before, it could have been improved.
From United Kingdom
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Dear Sara,
Do you have the soft copy of the received forms from the employees? If yes, please forward the same to my email address
. If not, please follow the previous instructions and send me the spreadsheet for analysis.
From India, Bangalore
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Do you have the soft copy of the received forms from the employees? If yes, please forward the same to my email address
From India, Bangalore
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Thanks a lot.The questionnaire was approved by the sr. managers. We are collecting the filled questioner. Iwill consolidate the data as suggested by u.and will share it....
From India, Bangalore
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From India, Bangalore
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Hi,
Once you have collected all the data, put it in an Excel sheet with columns for various question-response pairs and rows for the people who responded. Please send it to me. I have the formula and chart generation ready for you to use.
Regards,
From India, Bangalore
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Once you have collected all the data, put it in an Excel sheet with columns for various question-response pairs and rows for the people who responded. Please send it to me. I have the formula and chart generation ready for you to use.
Regards,
From India, Bangalore
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Hi all,
I am also in the same process of ESS in my organization. Can you all tell me how I can analyze the same as my organization doesn't want it to be shared outside the organization? Can I have the format of the analysis?
From India, Delhi
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I am also in the same process of ESS in my organization. Can you all tell me how I can analyze the same as my organization doesn't want it to be shared outside the organization? Can I have the format of the analysis?
From India, Delhi
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Hi,
1. Your questionnaire is actually a 3-point scale, no matter what you call the anchor (1, 2, 3 or 1, 5, 10) and actually represents the degree of separation from 'No' to 'Yes'. Hence, you can safely code all your responses as either 1, 2, 3, or stick to your anchors of 1, 5, 10; it does not matter.
2. You can put codes such as R1, R2, R3, etc., in columns of Excel and put codes for samples in the 1st row, and you will have raw data.
3. Ensure that there is no missing data in any of the questions; otherwise, do not include that in your analysis.
4. The aggregated score (average of R1-R12) will give you a score for an employee's perception about their roles and responsibilities. Similarly, you get a score for all the other parameters.
5. You can group your data department-wise, level-wise as per your organizational norms and tinker to see if the mean values change.
6. You can represent your data through charts (number who respond to 1, number who respond to 5, and number who respond to 10).
7. Do a self-study on how to calculate mean difference - i.e., if the mean on R&R for Executives is 3 and the mean on R&R for Supervisors is 3.5, then is there a 'significant' difference between the two? Otherwise, 3.5 > 3 does not give you any meaningful analysis if the mean difference is not significant, and they are actually at the same level of perception.
8. There are a host of possibilities for treating your data - but I guess from your responses you are at present not equipped to deal with them. Do study further on Research Methods if you want to embark on a journey of greater data crunching.
Best of luck
From India
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1. Your questionnaire is actually a 3-point scale, no matter what you call the anchor (1, 2, 3 or 1, 5, 10) and actually represents the degree of separation from 'No' to 'Yes'. Hence, you can safely code all your responses as either 1, 2, 3, or stick to your anchors of 1, 5, 10; it does not matter.
2. You can put codes such as R1, R2, R3, etc., in columns of Excel and put codes for samples in the 1st row, and you will have raw data.
3. Ensure that there is no missing data in any of the questions; otherwise, do not include that in your analysis.
4. The aggregated score (average of R1-R12) will give you a score for an employee's perception about their roles and responsibilities. Similarly, you get a score for all the other parameters.
5. You can group your data department-wise, level-wise as per your organizational norms and tinker to see if the mean values change.
6. You can represent your data through charts (number who respond to 1, number who respond to 5, and number who respond to 10).
7. Do a self-study on how to calculate mean difference - i.e., if the mean on R&R for Executives is 3 and the mean on R&R for Supervisors is 3.5, then is there a 'significant' difference between the two? Otherwise, 3.5 > 3 does not give you any meaningful analysis if the mean difference is not significant, and they are actually at the same level of perception.
8. There are a host of possibilities for treating your data - but I guess from your responses you are at present not equipped to deal with them. Do study further on Research Methods if you want to embark on a journey of greater data crunching.
Best of luck
From India
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A study of the following websites prior to designing the questionnaire will be beneficial. Even now it's not late.
- Likert scale: Definition from Answers.com
- Statistical consulting, Likert data - Can Likert Scale Data ever be Continuous?
- [Link outdated-removed] ([Search On Cite](https://www.citehr.com/results.php?q=Google Answers Statistical analysis) | [Search On Google](https://www.google.com/search?q=Google Answers Statistical analysis))
All found at [likert scale questions + statistical analysis - Google Search](http://www.google.co.uk/search?hl=en&q=likert+scale+questions+%2B+statisti cal+analysis&meta=&aq=f&oq=)
From United Kingdom
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- Likert scale: Definition from Answers.com
- Statistical consulting, Likert data - Can Likert Scale Data ever be Continuous?
- [Link outdated-removed] ([Search On Cite](https://www.citehr.com/results.php?q=Google Answers Statistical analysis) | [Search On Google](https://www.google.com/search?q=Google Answers Statistical analysis))
All found at [likert scale questions + statistical analysis - Google Search](http://www.google.co.uk/search?hl=en&q=likert+scale+questions+%2B+statisti cal+analysis&meta=&aq=f&oq=)
From United Kingdom
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I am attaching the report that I did during my internship. I think it will help you. There is a major difference between your format. My questions were open-ended, but your questions are Y/N type. However, this has helped the HR managers to chalk out action points not only for their department but also for other departments with the support of the analysis report.
From India, Pune
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From India, Pune
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[QUOTE=nipuna;687392]Hi all,
"I am also in the same process of ESS in my organization. Can you all tell me how to analyze the same as my organization doesn't want to float it outside the organization? Can I have the format of the analysis."
Hi, Nipuna,
I did this survey last year for the company I was working with. I suggest using your own ideas for the analysis of the data because you must not forget that any readily available system is also accessible by your boss. Be innovative, use some statistical applications, and derive a result to impress through your work. I used hypothesis testing for analysis.
Regards,
Sarit
From India, Thana
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"I am also in the same process of ESS in my organization. Can you all tell me how to analyze the same as my organization doesn't want to float it outside the organization? Can I have the format of the analysis."
Hi, Nipuna,
I did this survey last year for the company I was working with. I suggest using your own ideas for the analysis of the data because you must not forget that any readily available system is also accessible by your boss. Be innovative, use some statistical applications, and derive a result to impress through your work. I used hypothesis testing for analysis.
Regards,
Sarit
From India, Thana
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Hey, I conducted a similar but more exhaustive study during my summer internship. We performed the final analysis using SPSS 14.0, involving extensive correlation and regression analysis. However, such features are also available in Excel.
One important point that you may have missed earlier was the reliability analysis of the questionnaire. This analysis checks whether the questions were correctly framed to extract unbiased and accurate responses for the right inferences.
Anyways, best of luck with your study!
From India, Mumbai
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One important point that you may have missed earlier was the reliability analysis of the questionnaire. This analysis checks whether the questions were correctly framed to extract unbiased and accurate responses for the right inferences.
Anyways, best of luck with your study!
From India, Mumbai
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Employee Satisfaction Survey Sample Questionnaire.d oc