Submitted by: Submitted by gsufree
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Category: Business and Industry
Date Submitted: 09/08/2013 04:17 PM
3a. Deutsche Bank relies heavily on employee surveys to create its HR metrics. What are some advantages and disadvantages of employee surveys as a method for assessing progress toward objectives?
A business can benefit in several ways from a thoughtfully designed and administered employee survey. Such a survey can provide pertinent information about what employees feel about working conditions, pay, benefits, and relationships with co-workers, communication within the company and quality of supervision. It can also facilitate inferences about the morale of the work group and employee perception of company image. Yet accessing these benefits involves some potential risks.
Employees who don't want to spend the time and effort, as well as those who may be uneasy coming up with answers, will ignore a mail-in or turn-in survey. Overall response is often sufficiently low, limiting the usefulness of results. Also, results can be biased by responses from those who feel strongly enough about topics to use the survey for venting their feelings
A number of survey problems reside in employee differences. Not all employees possess the same degree of literacy, so even in the best surveys some statements will be misunderstood by some employees. Also, responses to any given question can be swayed one way or another by the way the question is worded. One of the greatest problems with employee surveys involves the expectations the survey creates.
3b. For each HR objective shown in Exhibit 4.10, describe one HR metric of actual employee behavior that could be used.
1. Turnover/retention Hr metric
2. Perception of company culture/work
Environment
3. Employee commitment /alignment
5. A thorough approach to planning for change can take a great deal of time. When time is short, which steps in the planning process can be eliminated the most readily? What are the potential risks of skipping these steps?
Alternative goals and plans come next in the organizational planning...