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Sarah is reviewing the survey recommended by the vendor. She likes the survey, but she wants to make a few changes. Teri asks Sarah the reasons behind the changes.
A comprehensive survey program has great capabilities to inform HR professionals, supervisors, managers, and executives of so many aspects of organizational life of which they are not a part. The importance of employee survey programs should not be understated. We should also recognize that the organization will benefit most from high-performing employees and employees with high commitment. Employees with neither of these attributes are members of the organization who may or may not want to continue to be part of it.
Introduction
Knowing what employees believe and feel is essential to an organization achieving its mission, goals, and objectives. It is crucial to decision making concerning recruitment, retention, engagement, productivity, and all aspects of the employer–employee relationship. To influence organizational leaders, HR professionals must be sensitive to, and be aware of, employee attitudes.
One way to “take the temperature” of an organization is through use of an employee survey. Seemingly a simple process, it requires significant critical analysis and strategy to develop an effective and intended measurement. When the data is accurately and effectively collected and analyzed, it likely yields actionable recommendations for leaders and managers to execute. Critical steps in developing a survey include who should receive it, what it should contain, how it should be distributed, and when it should be sent to respondents. The ability to create targeted and effective surveys is vital to human resources practice.
Scenario
You are an HR professional that is on a team responsible for employee relations in a 30,000-strong organization that has been experiencing a quadrupling of turnover rate in one business unit of 2,025 employees. There have been a number of complaints about manager abuse, improper use of overtime, favoritism, and bullying. The leadership turnover in this business unit is almost negligible. Part of this business unit builds a unique national defense item and is the only maker in the nation. The company is a major contractor with the Department of Defense. The head of HR has asked for your help in figuring out the cause[s] of these issues. She has created a template for demographic information and the actual survey.
Your Challenge
In order to make an informed decision, the head of HR has tasked you with giving her a report addressing the issues. Use the Sample Employee Survey [DOC] document, as well as the Sample Demographic Data [DOC], to complete the report.
Assignment Instructions
Prepare a 3–4 page report that states your recommended course of action. Along with your recommendation, include the following:
Evaluate the role of HRIS and the role of metrics in the practice of human resources.
Analyze how the use of an employee survey supports HR in this organizational scenario.
Evaluate the survey to determine which questions would be the most useful for HR professionals in the given organization scenario.
Evaluate the survey to determine which questions would be the most useful for managers and executives in the given organization scenario.
Explain why the selected questions offer value in the given scenario to each organizational stakeholder.Provide references to support your assertions as to why they would be valuable to some groups but not to others.
Justify why some survey questions could be removed for the given scenario.Use your own rationale for this task.
References are not required but may well be useful.
Review the HR Challenge: Getting the Right Data rubric to see the criteria by which your assignment will be evaluated.
Submission Requirements
The deliverable for this assignment applies professional skills in human resource management (HRM) to workplace situations which you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace. Your assignment should meet the following additional requirements:
Length: Your report should be 3–4 typed, double-spaced pages, not including the cover and resources pages.The first page should be a cover sheet with your name, the course number, assessment title, and date. No other information is required on this page.
The last page should be the reference list.
Organization: Make sure that your assignment writing is well-organized, using headings and subheadings to organize content for the reader.
Font and font size: Times New Roman, 12-point font.
Resources: Use a minimum of four references from trade or peer-reviewed publications.
Evidence: Support your assertions with data and/or in-text citations.
References:
https://www.qualtrics.com/blog/employee-satisfacti…
https://www.opm.gov/fevs/reports/governmentwide-re…
https://web-p-ebscohost-com.library.capella.edu/eh…

 

🔴 Struggling with where to start this assignment? Follow this guide to tackle your assignment easily!

📌 Step 1: Understand the Role of HRIS and Metrics in HR

• Define HRIS (Human Resource Information Systems) and explain how it helps HR professionals collect, analyze, and interpret employee data.
• Discuss metrics in HR, such as turnover rate, employee engagement, and satisfaction scores, and how they support HR decision-making.
• Explain how HRIS and metrics help identify trends in employee behavior and workplace issues.

📌 Step 2: How Employee Surveys Support HR in This Scenario

• Describe why surveys are a key tool for gathering employee feedback on workplace conditions, management effectiveness, and morale.
• Explain how surveys provide actionable data to address employee concerns, improve retention, and enhance workplace culture.
• Link the survey’s purpose to HR’s goal of improving conditions in the business unit experiencing high turnover.

📌 Step 3: Evaluating the Survey for HR Professionals

• Identify which survey questions will help HR understand manager abuse, favoritism, bullying, and overtime concerns.
• Discuss how specific questions can reveal patterns and causes of turnover in the business unit.
• Example: Questions about job satisfaction, leadership behavior, and fairness in promotions can help HR pinpoint the root causes of dissatisfaction.

📌 Step 4: Evaluating the Survey for Managers and Executives

• Highlight which survey questions will help managers improve leadership practices and address employee concerns.
• Explain why questions about workload, communication, and leadership perception are valuable to executives for strategic decision-making.
• Example: Questions about how well employees understand company goals can help managers improve internal communication.

📌 Step 5: Explaining the Value of Selected Questions

• Justify why certain questions provide meaningful insights for HR, managers, and executives based on their roles.
• Use references to support why specific HR strategies rely on survey data to drive change.
• Discuss how data-driven decision-making helps reduce turnover and create a positive work environment.

📌 Step 6: Removing Less Useful Questions

• Identify questions that may not be directly relevant to the current challenges (e.g., questions unrelated to management behavior or job satisfaction).
• Justify why these questions can be removed or revised to focus on the main organizational concerns.
• Example: A question about cafeteria satisfaction may not be relevant when addressing leadership issues.

📌 Step 7: Formatting Your Report

• Cover Page: Include your name, course number, assessment title, and date.
• Main Report (3–4 pages): Organize using headings and subheadings.
• Reference Page: Cite at least four trade or peer-reviewed sources in APA format.

📌 Final Tips:

✅ Keep your analysis focused on employee turnover, leadership, and workplace conditions.
✅ Use data and evidence to support your recommendations.
✅ Maintain a formal, professional tone throughout your report.

Following this structured approach will ensure a well-organized and insightful HR report. Let me know if you need additional guidance! 🚀

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