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Glosari Pengurusan Sumber Manusia dan Syarat Faedah Pekerja

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Employee Benefits Survey

An employee benefits survey is a tool used by organizations to gather feedback from employees about the benefits and perks offered by the company, such as health insurance, retirement plans, paid time off, wellness programs, and other incentives.

What are employee benefits survey?

An employee benefits survey is a tool used by organizations to gather feedback and insights from employees regarding their preferences and perceptions of the company's benefits. The survey aims to assess the benefits program's effectiveness and identify improvement areas.

The survey typically includes questions related to various aspects of employee benefits, such as health insurance coverage, retirement plans, paid time off, wellness programs, educational assistance, and other perks or incentives provided by the employer. The questions may cover topics like the perceived value of benefits, satisfaction levels, utilization rates, preferences for additional benefits, and suggestions for enhancements.

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What to include in your employee benefits survey?

An employee benefits survey captures feedback about the benefits offered to employees. It typically includes questions about the current benefits program, the quality of specific benefits, how they compare to other companies, and any additional benefits employees would like in the future.

Here are some key areas to consider when designing your survey:

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1. Current benefits program:

Ask employees to rate their satisfaction with existing benefits such as health insurance, retirement plans, paid time off (PTO), and stock options.
Inquire about the availability and utilization of specific benefits.

2. Quality of benefits:

Assess how well the benefits meet employees’ needs and expectations.

3. Comparison to other companies:

Understand how your benefits package compares to industry standards.
Ask employees if they believe your organization’s benefits are competitive.

4. Additional benefits:

Give employees an opportunity to recommend new benefits.
Consider asking about wellness programs, flexible working arrangements, team events, personal development allowances, and more.

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How to analyze employee benefits survey results?

To analyze employee benefits survey results effectively, consider the following steps:

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Gather and organize data: Collect all survey responses and ensure they are properly organized for analysis. Use survey software or tools to compile and store the data securely. ‍
Segmentation: Segment the survey results into different cohorts or groups based on relevant criteria such as job level, department, or demographics. This segmentation helps identify patterns and differences in perceptions and preferences among different employee groups.‍
Quantitative analysis: Analyze the quantitative data by calculating frequencies, percentages, and averages for each survey question. This analysis provides a numerical overview of employee satisfaction levels, preferences, and utilization rates for different benefits. ‍
Qualitative analysis: Review and analyze open-ended responses or comments provided by employees. Look for common themes, suggestions, or concerns that emerge from the qualitative data. Categorize and summarize the qualitative feedback to gain deeper insights into employee perceptions and suggestions for improvement. ‍
Compare with other metrics: Compare the survey results with other relevant metrics, such as turnover rates, employee engagement scores, or performance indicators. This comparison helps identify correlations or trends between benefits satisfaction and overall employee engagement or retention. ‍
Identify areas for improvement: Identify areas where employee satisfaction or utilization rates are low, and where there are suggestions for improvement. Pay attention to benefits that are highly valued by employees and consider expanding or enhancing those offerings. ‍
Action planning: Based on the survey results, develop an action plan to address areas for improvement and enhance the benefits program. Prioritize actions based on the impact and feasibility of implementation. Communicate the plan to employees to demonstrate that their feedback has been heard and that steps are being taken to address their concerns. ‍
Monitor and evaluate: Regularly monitor the impact of the actions taken and evaluate the effectiveness of the changes made to the benefits program. Conduct follow-up surveys periodically to track changes in employee satisfaction and perceptions over time.

Why should you run an employee benefits survey?

Running an employee benefits survey can provide several benefits for organizations:

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Insights into employee satisfaction: An employee benefits survey allows organizations to gather feedback and insights directly from employees regarding their satisfaction with the benefits program. It helps identify areas where employees may feel dissatisfied or perceive gaps in coverage. ‍
Understanding employee preferences: The survey helps organizations understand the specific benefits that employees value and prefer. This information can guide decision-making when designing or modifying the benefits program to better meet employee needs. ‍
Enhancing employee engagement: Engaging employees in the survey process demonstrates that their opinions and needs are valued. It fosters a sense of involvement and engagement, as employees feel that their feedback is being considered in shaping the benefits program. ‍
Retention and attraction of talent: A well-designed benefits program that aligns with employee preferences can serve as a competitive advantage in attracting and retaining top talent. It demonstrates that the organization cares about employee well-being and offers attractive perks and incentives.‍
Opportunity for dialogue and follow-up: Conducting an employee benefits survey provides an opportunity for organizations to have follow-up discussions and dialogue with employees. It allows for deeper exploration of survey findings, clarification of concerns, and the opportunity to address any issues raised. ‍
Data-driven decision making: The survey results provide valuable data that can inform data-driven decision-making regarding the benefits program. It helps organizations make informed choices about resource allocation, program enhancements, and strategic planning.

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Employee recognition & rewards trends report

How can an employee benefits survey help your business?

Running an employee benefits survey can help your business in several ways:

Understanding employee needs: An employee benefits survey allows you to gain insights into what types of benefits your employees actually care about. This understanding helps you make better decisions and spend money on the right things in both the short and long term. ‍
Improving retention and productivity: When employees feel that their opinions and needs are valued, they are more likely to be engaged and satisfied with their work. By being responsive to employee feedback gathered through the survey, you can increase retention rates, reduce absenteeism, improve productivity, enhance customer service, and boost employee morale. ‍
Enhancing communication and transparency: Conducting a survey demonstrates your commitment to your employees' health and well-being. Sharing the survey results and taking action based on the feedback can build trust, improve communication, and foster a positive work environment. ‍
Staying competitive in the talent market: Employee benefits play a significant role in attracting and retaining top talent. By understanding what benefits are valued by employees and aligning your offerings with their preferences, you can position your business as an attractive employer in a competitive talent market.

What are the essential employee benefits survey questions to ask your team?

When creating an employee benefits survey, it is important to include questions that gather relevant information about employee satisfaction, preferences, and perceptions of the benefits program.

Here are some essential employee benefits survey questions to consider:

How satisfied are you with the overall benefits package provided by the company?
Are you aware of all the benefits offered by the company?
How well do the benefits meet your needs and expectations?
Which specific benefits do you currently utilize?
How satisfied are you with each specific benefit (e.g., health insurance, retirement plans, paid time off)?
Are there any benefits that you would like to see added or improved?
How well do you understand the details and provisions of the benefits offered?
Are the benefits communicated effectively to you?
Do you feel adequately informed about changes or updates to the benefits program?
Do you believe the benefits offered are competitive compared to other companies?
How important are the benefits in your decision to stay with the company?
Do you feel that the benefits provided are valuable and meaningful?
Do you have any suggestions for improving the benefits program?
Are there any concerns or challenges related to the benefits program you want to raise?

Tinjauan nadi pekerja:

Ini ialah tinjauan pendek yang boleh dihantar dengan kerap untuk menyemak pendapat pekerja anda tentang sesuatu isu dengan cepat. Tinjauan ini mengandungi kurang soalan (tidak lebih daripada 10) untuk mendapatkan maklumat dengan cepat. Ini boleh diberikan secara berkala (bulanan/mingguan/suku tahunan).

Pertemuan satu lawan satu:

Mengadakan mesyuarat berkala selama sejam untuk sembang tidak rasmi dengan setiap ahli pasukan ialah cara terbaik untuk memahami apa yang berlaku dengan mereka. Memandangkan ia adalah perbualan yang selamat dan peribadi, ia membantu anda mendapatkan butiran yang lebih baik tentang sesuatu isu.

eNPS:

eNPS (skor Promoter Bersih pekerja) ialah salah satu cara paling mudah lagi berkesan untuk menilai pendapat pekerja anda tentang syarikat anda. Ia termasuk satu soalan menarik yang mengukur kesetiaan. Contoh soalan eNPS termasuk: Sejauh manakah anda mengesyorkan syarikat kami kepada orang lain? Pekerja menjawab tinjauan eNPS pada skala 1-10, di mana 10 menandakan mereka 'berkemungkinan besar' mengesyorkan syarikat dan 1 menandakan mereka 'sangat tidak mungkin' mengesyorkannya.

Berdasarkan maklum balas, pekerja boleh diletakkan dalam tiga kategori berbeza:

Penganjur
Pekerja yang telah bertindak balas secara positif atau bersetuju.
Pengkritik
Pekerja yang telah bertindak balas secara negatif atau tidak bersetuju.
pasif
Pekerja yang kekal neutral dengan jawapan mereka.

Terokai cara Empuls boleh membantu organisasi anda