human resources survey are of great importance to any large organization, as these surveys aim to look forward to the employees\’ future vision of the company.
It also helps to get rid of the problems that employees face in their work as well. Moreover, the human resources survey is carried out according to certain steps, which we will mention in the following paragraphs.
How do you conduct human resources survey?
To conduct a human resource management survey, the official must follow the following steps:
1- Make the Human Resource Survey anonymous:
Depending on the subject of the survey, it may be a good idea to allow employees to answer the survey anonymously.
You may get more honest answers to your questions if employees can answer without worrying about potential repercussions.
For example, employees may not be willing to answer honestly that they have been looking for other jobs for fear that they will lose their current job if their bosses or human resources find out.
2- Setting clear goals for the human resource surveys:
- The goals and objectives of the surveys should be linked to specific performance improvements and cost savings that can be obtained through the use of the survey.
- The return on the time and monetary investment in conducting the survey and working on the results must be measurable.
- The ability to take certain actions based on survey results should be discussed and agreed upon in advance so that the questions asked in the survey can be targeted strategically and acted upon quickly.
3- Ask the right questions in the right way:
When designing the questions, the culture of the company must be taken into account and the questions must be geared to address the things that employees will be interested in.
Designing survey questions can be challenging, so you should devote plenty of time and attention to them.
Using a generic survey template can make employees feel alienated and unengaged with both the questions and the results.
It is important that each question only addresses one thing. Otherwise, it may be difficult to know which part of the question the answer refers to.
4- Set a timeline for response and action:
Research shows that the bulk of responses come within the first three days after a survey is distributed, so there is no need to expand the process.
If possible, surveys should be given in a group setting with a certain amount of time allocated to filling out the questionnaire, as this is the most likely arrangement to get all employees to respond.
If this is not possible or does not fit with the company\’s culture, surveys can be distributed and a deadline can be set for their delivery.
After the human resources service survey is collected, the results should be calculated and action was taken as quickly as possible. These are perhaps the most important considerations for increasing the effectiveness of surveys.
If employees see that action is being taken based on their feedback, they automatically feel more valued and engaged which can help achieve some of the survey\’s goals, even when actions vary widely.
5- Provide multiple ways to conduct a survey:
Employees\’ lives and preferences can vary, so offering multiple survey-taking methods is the wiser option for most companies.
When employees can respond with a pen and paper at work, a pen, and paper at home on their own time, an app, or email at home.
Or an automated form at work, employees from different departments and levels are more likely to engage. Providing only one method may limit your responses.
6- Communicate clearly during the survey:
Communication between employees, managers, and HR professionals is key throughout the entire human resources survey process. Before submitting a survey, employees should have an idea of what it is about.
And how long they will have to complete it in order to start thinking about and planning for it. While the survey is being conducted, HR professionals and managers should be there to answer questions and provide support.
After analyzing the human resource management survey, the results should be communicated so that employees can see the correlation between the results and the actions taken.
Following up in this way will make employees feel that taking the time to complete the survey was beneficial, which can greatly increase the effectiveness of the human resource surveys.
Why human resources survey is important?
The importance of human resources service survey within the following points:
1- Get honest reviews:
One of the greatest benefits of being anonymous is that employees will be more open and honest in expressing their opinions.
Non-disclosure of the employee\’s identity will give him a sense of psychological security, which will lead him to talk about what is bothering him without fear or anxiety, and vice versa, the fear of anonymity leads employees to feel afraid of getting into trouble.
2- Employees feel that their voice is being heard:
When you provide your employees with an anonymous questionnaire, you make them feel that their voice is heard in the company.
And you let them know that you do not mind their expressing their opinions, and thus the employees have a say in the course of matters related to the company in which they work.
Also, the employees\’ feeling that their voice is being heard will lead to their interaction with the work, and this leads to more productivity.
3- Improving the rate of employee Retention:
If you respond to the feedback that customers give you, this means – in theory – that you make them happier in their work, and this leads to an increase in the rate of employee Retention in the company.
The biggest mistake companies make when conducting Human Resource Survey (whether anonymous or not) is not responding to the feedback they get after the survey.
In fact, not responding to feedback will have the opposite effect and will cause employees to become disengaged, resentful and angry, and if the problem continues for a long time, it may lead to them leaving the job.
What are human resources survey effectiveness?
The main objective of the human resources survey is to know the employees\’ satisfaction with their work and the extent of their satisfaction in their jobs in particular and in the company in general.
And this is done through a set of procedures that lead as a whole to reflect a clear picture to the management about the extent of employee satisfaction.
And stability in the company and what are the factors or influences that lead them to settle in their jobs or to leave their jobs. There are also three types of human resource management survey, which are as follows:
1- Job Satisfaction Survey
Human resources survey is a powerful resource that human resource managers can use to understand the level of employee satisfaction.
Human resources service survey reflects management the full picture of how satisfied employees are in the company and what possible measures they may need to take if the responses to the questionnaire are not overwhelmingly positive.
The most important topics covered by the job satisfaction questionnaire and the questions involved under
A- the employee\’s relationship with the institution or company
1- Do you have a clear understanding of the company\’s strategic objectives?
2- Do you have a clear understanding and full knowledge of the tasks assigned to your job title?
3- Do you think there is an opportunity for individual career growth and development within the company?
4- Will you work in the same company for the next two years?
5- Are you satisfied with your job in general?
B- Teamwork
1- Do you enjoy being on your team?
2- Does your team inspire you to do your best at work?
3- Does your team support you at work whenever needed?
C- Availability of information
1- Do you have difficulty obtaining the information needed to make better decisions at work?
2- If an emergency or unusual situation occurs, do you know who you should go to for a solution?
3- Does the company provide you with all the information, resources, and tools necessary to perform your duties well?
D- The employee\’s relationship with the manager or direct officer
1- Is your manager or supervisor constantly encouraging, motivating, or praising you?
2- Do you feel that you are being rewarded for your dedication and commitment
3- Do you feel that your manager listens and evaluates your opinions?
4- Do you feel there is room for personal growth under your current manager?
5- Do you think you are valued by your boss?
E- Work-life balance (work-life balance)
The balance between professional and personal life requires companies to provide a healthy work environment for employees, which helps them meet their daily needs and focus on the most important things for them, such as their family, religious beliefs, and hobbies, as this increases their productivity, motivation, and loyalty towards the company.
In a survey to highlight the importance of a balance between the professional and personal lives of employees, 90% of the respondents consider achieving a balance between their professional.
And personal lives are very important, as 65% of the participants considered leaving their current job to find a better balance between their professional and personal lives at some point during the past twelve months.
The importance of balance between professional and personal life
Employees who have a balance between their professional and personal lives feel more motivated to work and less stressed, which increases company productivity and reduces conflicts between employees and management.
A good balance between personal and professional life is a top priority for professionals in the Middle East, with 66% of them citing their family as the most important factor affecting their happiness, followed by their job (16%), salary (7%) and hobbies and activities (4). %), and their friends and colleagues (3%).
Good balance advantage
One of the most important benefits of a good balance between professional and personal life is the reduction of stress, which leads to enhanced performance in all aspects of life, including the professional side.
In fact, employers in the Middle East and North Africa region play an important role in enhancing the wellness of their employees, with 74% of respondents saying that their managers respect their time and the balance between their professional and personal lives.
While 79% claim that they have time to exercise and take care of their health, others said 77% say they have time to pursue their hobbies and passions. And 75% of employees in the region feel they have a good balance between their professional and personal lives.
Disadvantages of imbalance
On the other hand, not all workplaces are the same in terms of the number of work tasks, 65% of employees stated that they considered leaving their current job.
At some point during the past year due to the imbalance between their professional and personal lives. More than half of professionals (57%) said they neglect some personal and family responsibilities because of work.
Long working hours have a negative impact on the balance between professional and personal life, with 45% of professionals in the region saying that they work more than 40 hours per week, while nearly three-quarters of professionals (74%) said that they often have to work extra hours at work or home.
Today\’s employees need to take more control of their own lives, jobs, and schedules, in order to always achieve a balance between their professional duties, family, and personal matters.
F- Honesty and integrity at work
1- Do you think your manager treats all team members fairly?
2- Do you think the company has fair policies for promotion for all employees?
3- Do you feel that management is only aiming to set policies related to employee discipline?
2-Collecting and analyzing data using the SWOT model (SWOT analysis).
After collecting the Human Resource Survey, the Human Resources Department should collect and analyze the data using the SWOT model.
SWOT analysis is widely used in many countries as one of the most important strategic planning methods in terms of assessing internal factors (strengths and weaknesses) and external factors (opportunities and threats) and making the most of them.
The SWOT analysis is characterized by its simplicity and ease, with its high effectiveness if it is used properly and professionally.
3- Determine and implement the necessary preventive measures – precautionary measures
After collecting the results of the human resources survey or employee satisfaction and analyzing them using the SWOT model and knowing the strengths and weaknesses of the company.
As well as the available opportunities and expected threats, here the human resources department must put in place the necessary policies and procedures that ensure the preservation.
And strengthening the strengths and also the elimination of weaknesses And addressing them, and also taking the necessary measures to take advantage of the available opportunities and avoid the expected risks.
And since the desired goal in our case is to retain employees and reduce job turnover, the procedures that the Human Resources Department must put in place will be preventive measures to ensure that job leakage does not occur or limit and reduce it.
RELATED QUESTION
what are surveys in human resource management
Effective human resource surveys are designed to collect feedback from employees regarding the effectiveness and performance of the HR department.
This sample survey template consists of questions that will help the organization understand the basic functions of the human resource department.
Their communication within the organization, their problem-solving capabilities, and more. And this questionnaire is also designed to suit the business needs of the organization and can be customized accordingly.
As the Human Resources department is the backbone of any organization\’s function in any industry. Moreover, HR is also responsible for managing the human capital of the organization, to inform the employees in a timely manner of any changes in policies and procedures, hiring, leaves, appraisals, etc.
This department needs to be proactive and enthusiastic about making the human capital run smoothly so that the organization can run effectively, so a sample survey template will help you to gather feedback from your employees regarding the HR function.
In conclusion,
the human resources survey is of great importance in developing and enhancing the productivity of companies and various institutions, as the human resource management survey contributes to providing practical solutions by the employee, and removing the obstruction between the employee and the official.
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