Conducting a staff study: causes and benefits
While customer understanding has long been the key to a successful management strategy, the special importance of understanding our own employees has become increasingly recognized. Employees can be excellent representatives in the dissemination of company values, and only those organizations that study the prospects of employees on many issues will become responsible corporate members of the company. The book highlights the basic principles behind research among employees.
The starting point of this book is an overview of the reasons for collecting information among employees and the benefits derived from it. Obviously, there are a huge number of reasons for conducting research staff in the organization, so it seems possible to identify only the most common. Since the coverage is incomplete, and some reasons are similar, organizations may use different combinations of them. It is very important to clearly understand why this or that task should be posed at all, and what this will give in the final result.
In addition, this will serve as the basis for subsequent chapters, which set out the main methods of conducting research. Alternative approaches plus any other necessary conditions for effective study are best considered with a clear goal for the study.
The review begins with a backlash exercise, which is now widespread in organizations and often takes the form of a study of attitudes or employee opinions. Often the basis of these studies is a list of allegations, and the interviewee must express the degree of his consent with them. Such studies and methods of applying the obtained data have improved over time, and today they can be relevant both to business and to the assessment of employee satisfaction.
The development of a more traditional type of research reflected the increasing complexity and rate of change in corporate activity. At the same time, this was the result of the emergence of more reasons for the study. The ever-increasing role of employees in decision making and change management is evidence of increased confidence in the lower levels of the organization, for example, when a merger or acquisition of companies occurs. Meanwhile, staff research has become more difficult, as it is now more important, for example, to address cultural issues and explore new priorities, such as work and lifestyle balance.
In parallel with this development, organizations sought to capitalize on the emerging management systems and schemes. Some of them, such as the balanced scorecard (BB8), are discussed at the end of this chapter, as the attention paid to employees as an interested party confirms the importance of conducting a study among employees.
STATE OF THE NATION
Historically, since the acquisition of fame in the early 1960s, employee relationship surveys have been used as a tool for planning the activities of organizations. These data were needed in order to provide the organization with information about some of the main problems of workers in a given period of time. The need for understanding the attitudes of employees comes from those who are responsible for the staff or employees of the Sh-department. Obviously, these studies include such general issues as working conditions, remuneration and recognition, training, development, and other aspects of personnel policy.
Probably the most important questions in these studies are those related to job satisfaction and the employing organization. Some organizations try to assess the level of morale and respect for dignity in the organization, but almost all ask a question such as “How do you think you are satisfied with your current job?” Usually, employees are asked to determine whether they are very satisfied, sufficiently satisfied, and find it difficult to answer, To some extent, dissatisfied or very dissatisfied. Other issues relate to opinions about the management and leadership of the organization along with the effectiveness of internal contacts.
Obviously, within any type of research, touching on many problems limits the possibility of in-depth research even on one of them. Although for some companies, such studies are the only official and direct way to assess the opinion of an employee. The results themselves will provide an opportunity to identify strengths and weaknesses in order to help the strategic development of these parties, as well as general communication.
DEFINITION OF PRIORITIES IN MANAGEMENT ACTIVITIES
Along with elucidating the opinions of employees on a particular issue, research can also be used to prioritize problems that require managerial action, identifying those that, in the opinion of employees, require immediate response.