員工關(guān)系與溝通的調(diào)查問卷

1、 HYPERLINK / Employee Relations and Communications Questionnaire職員關(guān)系和溝通的調(diào)查問卷 This section audits programs that govern employee treatment, communications, support systems and services that encourage greater employee satisfaction, motivation and productivity.這一部分審查了職員在待遇，溝通，支持系統(tǒng)和服務(wù)方面指定的程序，以此來鼓舞職員產(chǎn)生更大的

2、中意度，激情和生產(chǎn)力。Is there one position within the organization accountable for overseeing and coordinating all employee relations and communications activities? 組織內(nèi)部是否有人負(fù)責(zé)監(jiān)督和協(xié)調(diào)所有職員關(guān)系和溝通活動？COMMUNICATIONS溝通Are there policies that state the organizations employee relations philosophy governing all conditions

3、 affective employees? 是否有政策闡述了組織職員關(guān)系的理念，監(jiān)控對職員所有有阻礙的條件？Do these policies state expected behaviors of employees? 這些政策是否有闡述對職員預(yù)期的行為？Are these policies condensed into an employee handbook? 這些政策是否有濃縮到職員手冊里？How and to whom is the employee handbook distributed? 職員手冊是如何分發(fā)下去的？分發(fā)給誰呢？Is the employee handbook i

4、nformation reviewed by legal counsel to satisfy all laws affecting employment, personnel relations, working conditions, employment at will, implied employment contracts and disclaimer issues? 職員手冊里的資料是否會由法律顧問審查過，來滿足所有針對雇傭，人事關(guān)系，工作環(huán)境，隨意雇傭，暗示雇傭關(guān)系合同和解除訴訟問題的法律規(guī)定？How frequently is it updated? 多久更新一次？Is th

5、ere a formal orientation for new employees? Are follow-up employee orientations scheduled?有對新職員制訂進(jìn)展方向嗎？Are employees given the opportunity to exchange information with superiors as well as assimilate information being transmitted from the top down? 職員是否有得到和高層交換信息的機會，以及把汲取的信息從上層傳達(dá)下去一樣？Are there forum

6、s that allow for regular interaction and information exchanges between employees and management? If so, briefly describe:是否有討論會，同意職員和治理層之間進(jìn)行常規(guī)之互動活動和信息的交換？如有，請簡單描述下：Are there forums in which racial and ethnic minority concerns are conveyed to management with the intent of affecting positive changes?

7、少數(shù)民族和其他宗教徒所關(guān)懷的論壇會是否有以一種積極的心態(tài)傳達(dá)給治理系統(tǒng)？Does your organization engage in employee opinion surveys? If yes, how frequently? Do you communicate survey results to employees? Is there a demonstrated commitment to introducing changes based on survey data?你們組織是否有從事職員意見調(diào)查方面的工作？若有，多久一次？你們有將調(diào)查結(jié)果跟職員溝通進(jìn)行溝通嗎？EMPLOY

8、EE TREATMENT職員待遇Are employees afforded a process where both sides of a complaint are heard and a decision is rendered fairly? 是否有給職員提供一個程序，能聽到雙方的抱怨，以及實施一個公平的決定?Are disciplinary procedures and rules of conduct explained in an employee handbook or other form of notice? (Remember, the purpose of discip

9、line is to have people behave in an acceptable way.) 在一個職員手冊或其他方式的通知中是否有解釋關(guān)于紀(jì)律方面的程序和規(guī)章制度？（記?。杭o(jì)律的目的是讓人們的舉止以一種能夠被同意的方式而存在）Are progressive forms of discipline expressly cited? Are they consistently applied?是否有明確闡述紀(jì)律的進(jìn)步性？是否有統(tǒng)一應(yīng)用過？Are fairly competitive employee benefit programs in place? 是否有現(xiàn)成的相當(dāng)具備競爭性的職

10、員福利打算？Is there a program that provides for management and employee participation in the discipline process? 是否有一個打算，為治理系統(tǒng)和職員參與提供了有紀(jì)律的程序？Are there opportunities for employee professional growth? 有為職員的職業(yè)進(jìn)展提供成長的機會嗎？Does the organization demonstrate, emphasize and reward leadership to ensure success and

11、 satisfaction in the organization? 組織是否有表現(xiàn)，強調(diào)和獎賞領(lǐng)導(dǎo)班子，來確保組織里的成果和中意度？Using a one-to-seven scale how do immediate manager practices rate in terms of daily supervision and management of employees? 請用等級1到7來評估，即時治理是如何來評估職員日常的監(jiān)督和治理工作的？Has the organization demonstrated reasonable employment security? 組織是否有表

12、現(xiàn)出對合理雇傭的可靠性？Is direct compensation/pay reasonable, equitable and competitive? 直接補償/薪資是否合理，公平和具有競爭性？Are employee and team accomplishments, special efforts and contributions recognized in addition to direct pay? 職員和團隊任務(wù)完成，特不的努力和貢獻(xiàn)是否有額外支付？Does the organization encourage teamwork and employee involvemen

13、t? 組織是否有鼓舞團隊合作和職員的參與？STATISTICS統(tǒng)計學(xué)What is the organizations monthly absentee rate? Do you consider this high or low? In what departments/areas are absences particularly high and why?組織的月缺勤率是多少？你認(rèn)為是高依舊低？在哪個部門/領(lǐng)域缺勤率是特不高的，什么緣故？What is the annual turnover rate (average position replacements per year)? D

14、o you consider this high or low?每年的工作更替率是多少？（每年的平均職位更換值）你認(rèn)為是高是低？Are exit interviews conducted? By whom? Who is given feedback from the exit interview and how is it used?是否有執(zhí)行離職面談?由誰執(zhí)行？把在離職面談里得出的反饋信息給誰，且是如何使用的？Are demographics of turnover data analyzed? How is this analysis used? What has management

15、done in the past two years to reduce turnover?是否有分析銷售額數(shù)據(jù)的人口統(tǒng)計？是如何使用這些分析的？在過去兩年里，治理體系有做過些啥來減少職位替換率？Has the organization attempted to project future needs in terms of an increase in working mothers, child care, single parents, elder workers, a more diverse work force, etc.? 組織是否有試圖按以后工作媽媽的增加數(shù)目，小孩照料，單親

16、家庭，年老職工，更多樣化的勞動力等方面來制定以后需要的打算，Has the organization made plans to meet its future employee relations needs? 組織是否有制定打算來滿足以后職員關(guān)系的需求？On a scale of one to seven (seven being the highest and four being adequate), how do you think your Human Resources department would rate the effectiveness of the organiza

17、tions employee relations and communications programs? 在等級一至七中（七是最高等級，四確實是能勝任的級不），針對人力資源部門將評估組織職員關(guān)系和溝通打算的效率，對此你如何看待？On the same one-to-seven scale, how do you think your internal clients (other departments and employees) would rate the effectiveness of the employee relations and communications progra

18、ms? 在同樣的一至七等級中，關(guān)于內(nèi)部客戶（其他部門和職員）將評估職員關(guān)系和溝通打算的效力，你看法又如何？Explanation of Employee Relations and Communications Questionnaire職員關(guān)系和溝通之問卷調(diào)查的解釋 This section covers employee satisfaction. This critical aspect of human resources management is broad in scope, complicated and difficult to measure. Since almost h

19、alf of our waking hours are spent at work, an interesting and pleasant work environment is essential to retain quality employees.這一部分是闡述職員的中意度。人力資源治理中關(guān)鍵的方方面面是專門寬泛專門復(fù)雜專門難去衡量的。由于人們除去睡眠之外的大部分時刻都被工作占用了，因此一份有味而且讓人愉悅的工作環(huán)境對留住合格人才是專門重要的。 The questions in this section are designed to help you understand and

20、deal with intangible employee relation issues. These include communication, how employees are treated, support systems and those conditions of employment conducive to employee satisfaction, motivation and productivity. Three major issues are covered here: (1) communication, (2) employee treatment an

21、d (3) statistics as a gauge of employee satisfaction.這一部分是設(shè)計來關(guān)心你理解和處理無形的職員關(guān)系問題的。這些就包括溝通，如何對待職員，支持體系和這些關(guān)于職員中意度，工作動力和生產(chǎn)力有益的條件。三個要緊的大問題如下:1）溝通；2）職員待遇；3）數(shù)字統(tǒng)計作為衡量職員中意度的尺度。 Policy statements, newsletters, bulletins, messages and information handbooks help the employer communicate with the employee. The em

22、ployers willingness to commit to its philosophy in writing sets the stage for a candid dialogue. A standard of openness displays a sense of trust. While employees may not read every word, these communications help the employee identify with the company and its success.政策規(guī)定，時事報道，公告，信件和信息手冊能關(guān)心職員和雇主之間進(jìn)

23、行溝通。雇主的意愿是是用書面步驟的形式，為了一次誠懇的對話，將其理念傳遞過去。敞快樂扉就向?qū)Ψ斤@示了自己的信任。當(dāng)職員專門可能沒有讀到任何文字時，這些溝通能關(guān)心職員理解公司和其成功。 Most important in this section are the responses to questions nine and ten. It is important for your organization to have scheduled an interaction with employee groups and representatives for discussion of is

24、sues of mutual concern.這一部分最重要的確實是對問題9和10的回答。讓你們組織制訂一個職員之間的交互活動和派代表來討論大伙兒關(guān)懷的問題是專門重要的。 How the company treats employees is certainly important to them. It is also crucial to the organizations well-being. Bad or inconsistent treatment is the number one cause of voluntary turnover. Money cant compensate if basic human needs, such as dignity, respect, justice and social interaction, are lacking. An increase in work hours, coupled with a decrease in the quality of work life, loyalty and security issues, is responsibl