員工關(guān)系與溝通的調(diào)查問卷

1、 Employee Relations and Communications Questionnaire員工關(guān)系和溝通的調(diào)查問卷    This section audits programs that govern employee treatment, communications, support systems and services that encourage greater employee satisfaction, motivation and productivity.這一部分審查了員工在待遇，溝通，支持系統(tǒng)和服務(wù)方面指定的程序，以此來鼓勵員

2、工產(chǎn)生更大的滿意度，激情和生產(chǎn)力。1. Is there one position within the organization accountable for overseeing and coordinating all employee relations and communications activities? 組織部是否有人負責監(jiān)督和協(xié)調(diào)所有員工關(guān)系和溝通活動？COMMUNICATIONS溝通2. Are there policies that state the organizations employee relations philosophy governing all

3、 conditions affective employees? 是否有政策闡述了組織員工關(guān)系的理念，監(jiān)控對員工所有有影響的條件？3. Do these policies state expected behaviors of employees? 這些政策是否有闡述對員工預期的行為？4. Are these policies condensed into an employee handbook? 這些政策是否有濃縮到員工手冊里？5. How and to whom is the employee handbook distributed? 員工手冊是如何分發(fā)下去的？分發(fā)給誰呢？6. Is

4、the employee handbook information reviewed by legal counsel to satisfy all laws affecting employment, personnel relations, working conditions, employment at will, implied employment contracts and disclaimer issues? 員工手冊里的資料是否會由法律顧問審查過，來滿足所有針對雇傭，人事關(guān)系，工作環(huán)境，隨意雇傭，暗示雇傭關(guān)系合同和解除訴訟問題的法律規(guī)定？7. How frequently i

5、s it updated? 多久更新一次？8. Is there a formal orientation for new employees?     Are follow-up employee orientations scheduled?有對新員工制訂發(fā)展方向嗎？9. Are employees given the opportunity to exchange information with superiors as well as assimilate information being transmitted from the top down?

6、員工是否有得到和高層交換信息的機會，以與把吸收的信息從上層傳達下去一樣？10. Are there forums that allow for regular interaction and information exchanges between employees and management?     If so, briefly describe:是否有討論會，允許員工和管理層之間進行常規(guī)之互動活動和信息的交換？如有，請簡單描述下：11. Are there forums in which racial and ethnic minority conce

7、rns are conveyed to management with the intent of affecting positive changes?  少數(shù)民族和其他徒所關(guān)心的論壇會是否有以一種積極的心態(tài)傳達給管理系統(tǒng)？12. Does your organization engage in employee opinion surveys?     If yes, how frequently?    Do you communicate survey results to employees?  

8、;  Is there a demonstrated commitment to introducing changes based on survey data?你們組織是否有從事員工意見調(diào)查方面的工作？若有，多久一次？你們有將調(diào)查結(jié)果跟員工溝通進行溝通嗎？EMPLOYEE TREATMENT員工待遇13. Are employees afforded a process where both sides of a complaint are heard and a decision is rendered fairly? 是否有給員工提供一個程序，能聽到雙方的抱怨，以與實施一個公

9、平的決定?14. Are disciplinary procedures and rules of conduct explained in an employee handbook or other form of notice? (Remember, the purpose of discipline is to have people behave in an acceptable way.) 在一個員工手冊或其他方式的通知中是否有解釋關(guān)于紀律方面的程序和規(guī)章制度？（記住：紀律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 di

10、scipline expressly cited?     Are they consistently applied?是否有明確闡述紀律的進步性？是否有統(tǒng)一應(yīng)用過？16. Are fairly competitive employee benefit programs in place? 是否有現(xiàn)成的相當具備競爭性的員工福利計劃？17. Is there a program that provides for management and employee participation in the discipline process? 是否有一個計劃，為管理系

11、統(tǒng)和員工參與提供了有紀律的程序？18. Are there opportunities for employee professional growth? 有為員工的職業(yè)發(fā)展提供成長的機會嗎？19. Does the organization demonstrate, emphasize and reward leadership to ensure success and satisfaction in the organization? 組織是否有表現(xiàn)，強調(diào)和獎賞領(lǐng)導班子，來確保組織里的成果和滿意度？20. Using a one-to-seven scale how do immedia

12、te manager practices rate in terms of daily supervision and management of employees? 請用等級1到7來評估，即時管理是如何來評估員工日常的監(jiān)督和管理工作的？21. Has the organization demonstrated reasonable employment security? 組織是否有表現(xiàn)出對合理雇傭的可靠性？22. Is direct compensation/pay reasonable, equitable and competitive? 直接補償/薪資是否合理，公平和具有競爭性？2

13、3. Are employee and team accomplishments, special efforts and contributions recognized in addition to direct pay? 員工和團隊任務(wù)完成，特別的努力和貢獻是否有額外支付？24. Does the organization encourage teamwork and employee involvement? 組織是否有鼓勵團隊合作和員工的參與？STATISTICS統(tǒng)計學25. What is the organizations monthly absentee rate?  

14、;   Do you consider this high or low?    In what departments/areas are absences particularly high and why?組織的月缺勤率是多少？你認為是高還是低？在哪個部門/領(lǐng)域缺勤率是特別高的，為什么？26. What is the annual turnover rate (average position replacements per year)?     Do you consider this high or l

15、ow?每年的工作更替率是多少？（每年的平均職位更換值）你認為是高是低？27. Are exit interviews conducted?     By whom?    Who is given feedback from the exit interview and how is it used?是否有執(zhí)行離職面談?由誰執(zhí)行？把在離職面談里得出的反饋信息給誰，且是如何使用的？28. Are demographics of turnover data analyzed?     How is this

16、analysis used?    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 m

17、ore 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

18、Resources department would rate the effectiveness of the organizations employee relations and communications 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 one-to-seven scale, how do you think your internal clients (other departments and employees) would rate t

19、he effectiveness of the employee relations and communications programs? 在同樣的一至七等級中，對于部客戶（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    This section covers employee satisfaction. This critical aspect of human resourc

20、es management is broad in scope, complicated and difficult to measure. Since almost half of our waking hours are spent at work, an interesting and pleasant work environment is essential to retain quality employees.這一部分是闡述員工的滿意度。人力資源管理中關(guān)鍵的方方面面是很寬泛很復雜很難去衡量的。由于人們除去睡眠之外的大部分時間都被工作占用了，因此一份有趣而且讓人愉悅的工作環(huán)境對留住

21、合格人才是很重要的。    The questions in this section are designed to help you understand and deal with intangible employee relation issues. These include communication, how employees are treated, support systems and those conditions of employment conducive to employee satisfaction, motivation

22、and productivity. Three major issues are covered here: (1) communication, (2) employee treatment and (3) statistics as a gauge of employee satisfaction.這一部分是設(shè)計來幫助你理解和處理無形的員工關(guān)系問題的。這些就包括溝通，如何對待員工，支持體系和這些對于員工滿意度，工作動力和生產(chǎn)力有益的條件。三個主要的大問題如下:1）溝通；2）員工待遇；3）數(shù)字統(tǒng)計作為衡量員工滿意度的尺度。    Policy statement

23、s, newsletters, bulletins, messages and information handbooks help the employer communicate with the employee. The employers willingness to commit to its philosophy in writing sets the stage for a candid dialogue. A standard of openness displays a sense of trust. While employees may not read every w

24、ord, these communications help the employee identify with the company and its success.政策規(guī)定，時事報道，公告，信件和信息手冊能幫助員工和雇主之間進行溝通。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。敞開心扉就向?qū)Ψ斤@示了自己的信任。當員工很可能沒有讀到任何文字時，這些溝通能幫助員工理解公司和其成功。    Most important in this section are the responses to questions nine and ten

25、. It is important for your organization to have scheduled an interaction with employee groups and representatives for discussion of issues of mutual concern.這一部分最重要的就是對問題9和10的回答。讓你們組織制訂一個員工之間的交互活動和派代表來討論大家關(guān)心的問題是很重要的。    How the company treats employees is certainly important to them.

26、It is also crucial to the organizations well-being. Bad or inconsistent treatment is the number one cause of voluntary turnover. Money cant compensate if basic human needs, such as dignity, respect, justice and social interaction, are lacking. An increase in work hours, coupled with a decrease in the quality of work life, loyalty and securit