Name of staff member (optional) ……….…
Location ……….…
Department ……….…
General
1. Are you a new employee or a
long-standing employee of the company? ……….
2. How long have you been in your present job?
3. Do you have a duty statement for your job? Yes No (Go to Q 13)
4. Is your job accurately described in
the duty statement? Yes (Go to Q 21) No
5.A If no, what are your key responsibilities and do you do that need to be added to your duty statement?
………
………
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5.B What duties are no longer part of your job and can be deleted from your duty statement, and what? ………
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Motivation
6. The salary increments given to employees who do their jobs very well motivates them.
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
7. Financial incentives motivates me more than non-financial incentives.
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
8. I am satisfied with the salary I draw at present.
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
9. Visibility with top management is important to me.
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
10. I feel that my superior always recognizes the work done by me
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
11. I feel that the job I do gives me a good status.
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
12. I am satisfied with the responsibility and role that I have in my work
d) Disagree e) Strongly disagree
Job Analysis
13. Describe the tasks you regularly perform that are critical to carrying out your job effectively.
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………
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14. Describe the type of equipment you are required to use (for example, keyboard, machinery, tools of trade, software, hardware etc). ………
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a) Yes b) No
16. How do you work? Please circle
Alone Part of a team Other (specify below)
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………..
17. If you work as part of a team, do you perform the same of different work to members of your team? ………
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18. To what extent does your job require you to work closely with other people, such as customers, clients or people in your own organization? Please circle.
Very little Moderately A lot ………
19. How much autonomy is there in your job, i.e., to what extent do you decide how to proceed with your work? Please circle.
Very little Moderately A lot
………
20. How much variety is there in your job, i.e., to what extent do you do different things at work, using several skills and talents? Please circle.
Very little Moderately A lot
………...………
21. To perform your current job: What training do you still need (either on-the-job or a formal course) to perform your current job competently (eg, Excel, accounting, bookkeeping, English as a second language, etc)?
………...………
………...………
………...………
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22. To perform other jobs in the organization: What other roles in the organization would you be interested in doing if a vacancy became available (eg, transfer to another section, supervisor position, etc)? ………...………
………...………
………...………
………...………
23. To perform other jobs in the organization: What training or experience would be required (eg., machine operation, negotiation skills, Occupational Health and Safety Awareness, etc)?
………...………
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………...………
Future Development Needs 24. What are your career aspirations? ………...………
………...………
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25. What training or development do you need to help make this happen (eg, external degree study, formal meeting procedures, leadership training, etc)? ………...………
………...………
………...………
Recognition of Prior Learning 26. What training have you attended within the last year? (This will help identify if any training sessions have been missed or if any refresher training is required.) ………...………
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27. What training or skills have you acquired outside your current job that may be relevant to the wider organization? ………...………
………...………
………...………
Action Plan
Agreed training and development to be provided over the next 12
months: (Record the details of training courses, on-the-job experiences, buddy systems or mentor arrangements, and include the recommended dates the staff member can expect these to occur.)
Training Date ………...……… ………...……… ………...……… ………...……… ………...……… ………...………
Signature of Supervisor Date
REPORTS
General Employee Tenure Duty Statement Accurate Duty Statements
Location New
Role EAST 1 8 5 7 2 6 3 WEST 5 95 82 68 32 52 48 NORTH 4 80 64 62 22 40 44 SOUTH 2 55 46 38 19 30 27 Total Emp. 250
Zone Wise Ratio Old Vs. New Present In Role Duty Statement Accurate Duty Statement EAST 11% 56% 78% 67% WEST 5% 82% 68% 52% NORTH 5% 76% 74% 48% SOUTH 4% 81% 67% 53% Figure 21
As it can be inferred from the above mentioned report that though the majority of employees have been with the organization for a long period an average of 74% people have been in the same profile.
It can be also observed that of the 72% employees having a duty statement only 55% of the employees have an accurate duty statement.
This clearly defines that though there is very little number of employees who have been in the same profile, it would be better to cross train them into different verticals to charge the organization environment.
Motivation All Zones Combined
Strongly
Agree Agree Neutral Disagree DisagreeStrongly
THROUGH SALARY INCREMENTS 50 75 10 35 80 FINANCIAL OR NON FINANCIAL 70 85 45 50 0 CURRENT SALARY SATISFATION 5 40 60 90 55 VISIBILITY TO TOP MANAGEMENT 54 75 75 34 12 SUPERIOR RECOGNIZING WORK 0 44 90 44 72
FEELING GOOD ABOUT
JOB STATUS 40 66 105 25 14
SATISFACTION ROLE
AND RESPONSIBILITY 20 52 69 45 64
Total Emp. 250
Positive Motivation Average (Strongly Agree & Agree) 39% Negative Motivation Average (Strongly Disagree &
Figure 22
Through the Table above we can see that in an overall perspective; the people who are motivated as well as demotivated are almost equal whereas only 26% people are neutral.
It has been clearly defined that there is a lot of effort that would be required to ensure that the employees existing remain motivated and the organization does not get impacted financially. The organization is to find innovative ways to ensure that the people remain financially motivated and timely incentives are given to performing employees to encourage positive competition.
Alone Part of a Team Others
HOW DO YOU WORK 40 154 56
Very Little Moderately A Lot
WORK CLOSELY WITH OTHER
TEAMS 25 50 175
AUTONOMY IN WORK 65 85 100
VARIETY IN WORK 180 30 40
Figure 24
As you can see the graph defined for Job analysis you will realize that the employees work very efficiently as a team and believe in team work, however there is very little scope for variety or autonomy.
This also comes down to an understanding that the employees though work as a team are very much inter reliable and there is no delegations of responsibility and no authority for decision making has been provided to the employees performing a particular work.
In an overall nutshell the employees who have been working in the same area of expertise have to do the same work repeatedly and without any authority there by leading to frustrations and disengagement from the organizational goals in the longer run.
Hence it is very necessary for the organization to ensure that the employees are trained in the area of decision making and then provided with certain effective decision making authority to boost the motivation of employees.