Bataller, Erlyn Mae P.

BSA 3-1

CLIMATE SURVEY
I. INTRODUCTION

What is a climate survey? Climate surveys are studies of employees perception and perspective of an organization. The surveys address attitudes and concerns that help the organization work with employees to instill positive changes. It is previously called attitude survey. It is an effective tool of human resources management. Successful organizations all have key characteristic in common - they work together to address problems and create a positive work environment. An employee climate survey enables a successful organization to operate more efficiently through the use of worker input and satisfaction ratings.

II. METHODS & PROCEDURES IN CONDUCTING A CLIMATE SURVEY

1. Needs Analysis - Why is the survey being conducted? Meetings are held to determine the goals and objectives, as well as the content of the project. Whether implemented through individual interview or focus group this needs analysis will ensure that the critical information is gathered in the manner that best fits the customer need and will assist in determining the best method of collecting the data. 2. Focus Groups - Structured meetings information relevant to the survey development. to gather qualitative

3. Survey Design - Develop survey instrument by synthesizing the information gathered from needs analysis, focus groups and other documents available. 4. Develop questionnaire - A questionnaire used for Employee Opinion Surveys typically contains items that are rated on a 5 point scale. These items may be developed to measure different dimensions of the organization (e.g., communication, teamwork, leadership, initiative, management, compensation) Questionnaires typically include from 50 to 100 items. When estimating the amount of time to complete the questionnaire you should estimate about 1 minute per questionnaire item. It should be noted that the design of a questionnaire is usually an iterative process -- questions are formulated, tested, reformulated, and tested.

5. Questionnaire Review - Examine and critique of an existing survey. The review is conducted to improve the quality of the survey, and to increase the likelihood the customer receives actionable information. Critiques are also performed to increase the probability of high response rates. 6. Instrument Pre-Test - Conduct an instrument pre-test, which is an examination of the data collection instrument by potential respondents. It can be completed for paper-based, as well as electronic and phone based data capture. This may include a series of telephone interviews or focus groups designed to gather feedback on the content, clarity, readability, relevance, length, and comprehensiveness of the item set, as well as the overall experience of completing the instrument. 7. Ensure confidentiality of participants - Steps must be taken to ensure the confidentiality of the feedback results. For example, the feedback ratings from several employees should be combined (averaged) to mask the identity of an individual employee. Comments or written answers to questions may be summarized in the results to mask the identity of the author. The confidentiality helps ensure that the results are genuine. 8. Administer the questionnaire - Distribute questionnaire forms (if using printed copies) with instructions. You may want to prepare answers to common questions if other employees will be assisting in the administration. If possible, post the questions and answers to your website for easy access. 9. Analyze the data - Basic data analysis would include averages of ratings. More complicated analyses may include item-analysis and/or factoranalysis. You may want to analyze the data by organizational division or department to assess group and organizational strengths and weaknesses. This can be used to support or promote training and organizational development. 10. Written Interpretive Reports - Examine data through written interpretive reports, which summarize the results of your study. 11. Presentation of Survey Results - The analysis of data in report format, or on a variety of other media, such as CD-ROM, usb, or Internet. 12. Develop and Distribute Results - Feedback results should be shared with the employees.

III.

DISCUSSIONS

Uses for Employee Climate Surveys include: Focusing of Employee Development Programs Enhancing Management/Employee Relations Training Needs Assessment Evaluation of Training Organizational Climate Survey Customer Satisfaction Survey This process can also be a motivator of performance since it shows the employee that their opinions and views are considered important. Why would an organization want an employee climate survey done? Employee climate surveys increase productivity. This is necessary during periods of decreased productivity, for organizations with a limited budget, or generally anytime management believes organizational output can and should be improved. Furthermore, if there is a specific reason for low productivity, such as high staff turnover or poor communication, an employee climate survey can help identify possible solutions to these problems. Employee climate surveys are valuable tools when there is a change in the status quo. These changes include a reorganization of the company, an introduction of a new product or service, company relocation, a change in policies, or a period of rapid growth. In these situations, organizations must learn to work and communicate with employees to insure that the results of these changes will be positive. Climate surveys give employees a voice to assist in making these transitions as smooth as possible. Additionally, climate surveys can set benchmarks for future surveys, which will allow more in-depth and time series analysis. How does an employee climate organization's bottom line? survey work to increase an

Through these surveys, organizations can become more productive, plus serve as a basis for quality improvements. By identifying areas of inefficiency and acting on performance barriers identified by employees of all levels, an organization gains a fresh and different perspective. Survey analysis identifies areas of employee satisfaction and dissatisfaction to facilitate management in the creation of greater workplace harmony and,

therefore, increased productivity. Conclusions are drawn from the data, and recommendations are made to the management team. Furthermore, when an employee climate survey is conducted in conjunction with a customer satisfaction survey, disjoints between employee viewpoints and customer viewpoints can be identified.

IV.

CONCLUSIONS

These feedbacks are essential in facilitating development and organizational change and allow the organization to focus on needs and leverage its strengths. It informs the organization on which actions will create problems for the employees. It also provides management with employee feedback (both positive and negative) on the internal health of the organization and measures the impact of current programs, policies and procedures. It can be used to motivate employees and improve job satisfaction. We can provide individual review sessions or group workshops conducted by a facilitator to help individuals review and understand the results and develop appropriate goals and objectives. One benefit of this survey is that it provides a direct means of assessing employee opinions that would otherwise be unreported.

V.

REFERENCES

http://www.tesystemsinc.com/ecs.html Navy Personnel Research, Studies, & Technology http://www.hr-survey.com/EmployeeClimate.html