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Glosari Pengurusan Sumber Manusia dan Syarat Faedah Pekerja

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HR Feedback Survey

HR feedback surveys are essential tools used by organizations to gather insights from employees regarding their experiences, satisfaction, and perceptions of the human resources (HR) department and its practices. 

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These surveys serve as a mechanism for employees to voice their opinions about various aspects of HR, such as communication, support, policies, and overall effectiveness. By collecting this feedback, organizations can identify strengths and areas for improvement within their HR practices, ultimately enhancing employee engagement and satisfaction. 

What is an HR feedback survey?

An HR feedback survey is a structured questionnaire designed to collect employees' opinions and experiences related to HR services and practices. 

These surveys can cover various topics, including employee satisfaction, effectiveness of HR policies, communication, training and development opportunities, and overall workplace culture. The data collected from these surveys helps HR teams understand employee needs and concerns, allowing them to make necessary adjustments to improve their services.

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What are the objectives of HR feedback surveys?

HR feedback surveys can achieve several objectives, including:

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Identifying areas for improvement: By analyzing employee feedback, organizations can pinpoint specific areas within HR that require enhancement, such as communication practices or training programs. ‍
Enhancing employee engagement: Gathering feedback demonstrates to employees that their opinions are valued, fostering a sense of belonging and engagement within the organization. ‍
Measuring HR effectiveness: Surveys provide quantitative data that can be used to assess the effectiveness of HR initiatives and policies, helping organizations track progress over time. ‍
Informing strategic decisions: The insights gained from HR feedback surveys can guide strategic HR decisions, ensuring that policies and practices align with employee needs and organizational goals. ‍
Foster open communication: Surveys give employees a platform to share their opinions, demonstrating that their voices are valued and promoting a culture of transparency.

What is a good HR satisfaction survey?

A good HR satisfaction survey is a tool designed to assess employees' perceptions and experiences with the Human Resources (HR) department within an organization. It measures the effectiveness of HR policies, procedures, and overall service delivery.

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An effective HR satisfaction survey is well-structured, concise, and relevant to the employees' experiences. It typically includes a mix of quantitative (e.g., rating scales) and qualitative (e.g., open-ended questions) data to capture a comprehensive view of employee satisfaction with HR services.

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Key elements of a good HR satisfaction survey include:

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Clear objectives: The survey should have a well-defined purpose, such as evaluating the effectiveness of HR processes, identifying areas for improvement, or measuring overall satisfaction with HR services. ‍
Relevant questions: The questions should be directly related to the HR services and processes that employees interact with, such as recruitment, onboarding, benefits administration, performance management, and employee relations. ‍
Anonymity and confidentiality: To encourage honest feedback, the survey should ensure that responses are anonymous and confidential. ‍
Actionable insights: The survey should be designed to provide actionable insights that HR can use to make improvements, rather than just collecting data for the sake of it.

What are some common HR feedback survey questions?

Some common HR feedback survey questions are:

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How satisfied are you with the communication from the HR department?
Do you feel that HR addresses your concerns in a timely manner?
How effective do you believe the performance evaluation process is?
Are you satisfied with the training and development opportunities provided?
How would you rate the overall support you receive from HR?
Do you feel that the company's policies are fair and consistently enforced?
How comfortable do you feel discussing concerns with HR?
Are you satisfied with the benefits package provided by the company?
Do you feel that your compensation is fair and competitive?
What improvements would you like to see in the HR services?

What are the benefits of HR feedback survey?

HR feedback surveys offer several benefits to both the HR department and the organization as a whole:

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Identifying areas for improvement: HR feedback surveys help identify specific areas where the HR department may be falling short, such as slow response times, unclear communication, or inadequate training programs. This allows HR to make targeted improvements. ‍
Enhancing employee engagement: By actively seeking feedback, HR demonstrates that it values employees' opinions, which can increase employee engagement and satisfaction. Employees feel heard and are more likely to trust and engage with HR. ‍
Driving policy and process improvements: The insights gained from HR feedback surveys can be used to refine HR policies and processes, ensuring they better meet the needs of employees and align with organizational goals. ‍
Supporting strategic decision-making: HR feedback data can inform strategic decisions, such as which benefits to offer, how to structure compensation, or where to invest in training and development. ‍
Improving employee retention: By addressing issues highlighted in HR feedback surveys, organizations can improve the employee experience, leading to higher retention rates and reduced turnover costs.

Why does an HR feedback survey matter?

HR feedback surveys matter for several reasons:

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Employee-centric approach: These surveys reflect a commitment to an employee-centric approach, where the needs and concerns of employees are prioritized. This fosters a positive work environment and can lead to higher employee morale. ‍
Continuous improvement: Regular HR feedback surveys enable continuous improvement within the HR department. By consistently gathering and acting on feedback, HR can evolve its services to better support the workforce. ‍
Alignment with business goals: HR plays a crucial role in aligning the workforce with business goals. Feedback surveys help ensure that HR initiatives are aligned with what employees need to perform their best, ultimately supporting the organization's objectives. ‍
Transparency and trust: Conducting HR feedback surveys and transparently sharing the results (and subsequent actions) can build trust between employees and the HR department. Employees are more likely to feel that HR is an ally rather than just an administrative function. ‍
Proactive issue resolution: HR feedback surveys can identify potential issues before they become significant problems, allowing HR to take proactive steps to resolve them. This can prevent issues from escalating and negatively impacting the organization.

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.

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