度xx集团员工满意度调查报告.ppt

* * After measuring the engagement level of the employees. We need to identify the drivers that influence employee engagement the most. What engages people has changed over time and will continue change. What engages people today did not engage them in the past and may not engage them in the future. Over the last 5 years, we have conducted more that 100 engagement studies and many best employer studies In this process we have conducted over 300,000 employee interviews, representing 2 million employees in their respective companies. Based on this work, we learned more about what is important to employees, what works and doesn’t work, and how clients use engagement data to modify the design, communication and delivery of their policies and programs. This has helped us refine the product which led to the release of version 3.0. This new framework shows the 16 major drivers of Engagement grouped into 6 categories. It also shows that each driver has the potential to impact Engagement and that there are a multitude of possible inter-relationship among the drivers. People—Employee perceptions of the organization’s senior leadership and managers, including issues of credibility and trust, and working relationship with co-workers. Procedures—Employee perceptions of the organization’s overall policies and procedures, and HR function. Work—The extent to which work is seen as challenging, interesting and motivating, as well as the impact of the job on the organization and working environment. It also includes employees’ perceptions the working resources that provided to employees. Opportunities—Employee perceptions of opportunities for growth in role, development of skills, and recognition of the employees’ contribution by the organization. Quality of Life—Employee perceptions of the physical work environment and safety or comfort, work/life balance and related programs. Compensation—Employee perceptions of the financial aspects of their relationship with the employer, incl