員工關(guān)系與溝通的調(diào)查問卷-全文預(yù)覽
【正文】 的目的是讓人們的舉止以一種可以被接受的方式而存在）15. Are progressive forms of discipline expressly cited? Do you consider this high or low?每年的工作更替率是多少？（每年的平均職位更換值）你認(rèn)為是高是低？27. Are exit interviews conducted? What has management done in the past two years to reduce turnover?是否有分析銷售額數(shù)據(jù)的人口統(tǒng)計？是如何使用這些分析的？在過去兩年里，管理體系有做過些啥來減少職位替換率？29. Has the organization attempted to project future needs in terms of an increase in working mothers, child care, single parents, elder workers, a more diverse work force, etc.? 組織是否有試圖按未來工作媽媽的增加數(shù)目，孩子照料，單親家庭，年老職工，更多樣化的勞動力等方面來制定未來需要的計劃，30. Has the organization made plans to meet its future employee relations needs? 組織是否有制定計劃來滿足未來員工關(guān)系的需求？31. On a scale of one to seven (seven being the highest and four being adequate), how do you think your Human Resources department would rate the effectiveness of the organization’s employee relations and munications programs? 在等級一至七中（七是最高等級，四就是能勝任的級別），針對人力資源部門將評估組織員工關(guān)系和溝通計劃的效率，對此你如何看待？32. On the same onetoseven scale, how do you think your internal clients (other departments and employees) would rate the effectiveness of the employee relations and munications programs? 在同樣的一至七等級中，對于內(nèi)部客戶（其他部門和員工）將評估員工關(guān)系和溝通計劃的效力，你看法又如何？Explanation of Employee Relations and Communications Questionnaire員工關(guān)系和溝通之問卷調(diào)查的解釋人力資源管理中關(guān)鍵的方方面面是很寬泛很復(fù)雜很難去衡量的。雇主的意愿是是用書面步驟的形式，為了一次誠懇的對話，將其理念傳遞過去。對組織的福利也很關(guān)鍵。白領(lǐng)和藍(lán)領(lǐng)之聯(lián)盟的增加，特別是在服務(wù)行業(yè)，例如政府，醫(yī)院，保險和金融企業(yè)。6 / 6。從員工角度來看，能幫助管理者更好地工作的人事政策和程序顯得尤其有價值，能使組織能更好實現(xiàn)目標(biāo)。假如基本的需求缺失的話，錢是不能彌補這一切的，譬如缺失的是尊嚴(yán)，尊重，公平和社會的影響。 Most important in this section are the responses to questions nine and ten. It is important for your organization to have scheduled an interaction with employee groups and representatives for discu
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