Introduction to HRM Research Paper 2022
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Running head: INTRODUCTION TO HRM
Introduction to HRM
Name of the Student
Name of the University
Author Note
Introduction to HRM
Name of the Student
Name of the University
Author Note
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1INTRODUCTION TO HRM
Table of Contents
Introduction:...............................................................................................................................3
Organizational Summary:..........................................................................................................4
Analysis of the Survey Results:.................................................................................................5
Identification of the Issues:........................................................................................................6
Recommendations:.....................................................................................................................8
Conclusion:................................................................................................................................8
References:...............................................................................................................................10
Appendix:.................................................................................................................................12
Table of Contents
Introduction:...............................................................................................................................3
Organizational Summary:..........................................................................................................4
Analysis of the Survey Results:.................................................................................................5
Identification of the Issues:........................................................................................................6
Recommendations:.....................................................................................................................8
Conclusion:................................................................................................................................8
References:...............................................................................................................................10
Appendix:.................................................................................................................................12
2INTRODUCTION TO HRM
Introduction:
The concept of the efficient human resource management is observed to get notable
amount of prominence in the modern world of business. The companies are facing the
necessity to retain their skilled and experienced workforce in an efficient manner. The
necessity faced by the companies for the effective management of the human resources are
observed to be based on the impact of the globalization as the effect of globalization is
playing a significant role in decreasing the market monopoly (Lingard & Sellar, 2013). With
the increasing number of new entries in the modern world of business, the companies are
seen to face considerable amount of competition and that is forcing majority of the companies
towards managing their business in an appropriate manner. With a detailed emphasis on the
intense level of competition, the senior management of the business groups are observed to
be more tending towards the effective management of their resources where the prime
objective for the senior management is to make sure that the company is achieving larger
revenue with the consumption of least possible amount of resources (Cascio, 2015).
However, the inappropriate management of the resources has the capability to deviate
the companies from the achievement of the desired objective and under such situation, it
becomes important for the companies to manage the success and grievances of their
employees in an efficient manner. The paper is focused in the evaluation of human resource
management of a renowned company named as Integrity Life. The paper is based on a survey
conducted on 5 employees of the mentioned company and with a precise understanding of the
findings of the survey results, the paper identifies two major issues that are affecting the
success of the company in managing their resources in an efficient manner. With a precise
focus on the identified issues, the paper develops a set of significant recommendations for
managing the detrimental impact of the identified human resource challenges.
Introduction:
The concept of the efficient human resource management is observed to get notable
amount of prominence in the modern world of business. The companies are facing the
necessity to retain their skilled and experienced workforce in an efficient manner. The
necessity faced by the companies for the effective management of the human resources are
observed to be based on the impact of the globalization as the effect of globalization is
playing a significant role in decreasing the market monopoly (Lingard & Sellar, 2013). With
the increasing number of new entries in the modern world of business, the companies are
seen to face considerable amount of competition and that is forcing majority of the companies
towards managing their business in an appropriate manner. With a detailed emphasis on the
intense level of competition, the senior management of the business groups are observed to
be more tending towards the effective management of their resources where the prime
objective for the senior management is to make sure that the company is achieving larger
revenue with the consumption of least possible amount of resources (Cascio, 2015).
However, the inappropriate management of the resources has the capability to deviate
the companies from the achievement of the desired objective and under such situation, it
becomes important for the companies to manage the success and grievances of their
employees in an efficient manner. The paper is focused in the evaluation of human resource
management of a renowned company named as Integrity Life. The paper is based on a survey
conducted on 5 employees of the mentioned company and with a precise understanding of the
findings of the survey results, the paper identifies two major issues that are affecting the
success of the company in managing their resources in an efficient manner. With a precise
focus on the identified issues, the paper develops a set of significant recommendations for
managing the detrimental impact of the identified human resource challenges.
3INTRODUCTION TO HRM
Organizational Summary:
The selected organization for the paper is Integrity Life. The organization operates in
the insurance and financial service industry of Australia. The current headquarter of the
company is seen to be in Sydney. The mentioned Australian based company was established
in the year 2018 (Integritylife.com.au, 2019). The company currently employs 78 number of
employees and with the help of the mentioned human resource, the company is seen to serve
their customers with a wide range of services such as the Insurance Management, Financial
Services Management and Life Insurances (Integritylife.com.au, 2019). Being a
comparatively new company in the Australian market, Integrity Life is observed to achieve
significant success and that is evident with the growth of the company in becoming one of the
top most start -ups of Australia in the year 2019 (Integritylife.com.au, 2019). The largest job
functions in the company is observed to be the business development and finance. The
company’s success is significantly dependent on their skills of managing the technological
advancement in their business activities and the excellence of the company in following the
tech based approach is seen to add considerable amount of value to the business operations of
the company. The company has the expertise of increasing the diversity of their products and
service offerings and that is evident with the strong emphasis from the part of the senior
management of the company in co creating its services on the basis of the customer insights
or the preferences of the customers. Considering the product offerings of the company, it is
evident that the company has the capability to offer income insurance services, life insurance
services, critical illness services, Temporary or Permanent Disability services, Care Support
Packages. With a precise focus on the group products offered by the mentioned company, the
prominence of the services such as the salary continuance, Death Cover and TPD is evident
(Integritylife.com.au, 2019).
Organizational Summary:
The selected organization for the paper is Integrity Life. The organization operates in
the insurance and financial service industry of Australia. The current headquarter of the
company is seen to be in Sydney. The mentioned Australian based company was established
in the year 2018 (Integritylife.com.au, 2019). The company currently employs 78 number of
employees and with the help of the mentioned human resource, the company is seen to serve
their customers with a wide range of services such as the Insurance Management, Financial
Services Management and Life Insurances (Integritylife.com.au, 2019). Being a
comparatively new company in the Australian market, Integrity Life is observed to achieve
significant success and that is evident with the growth of the company in becoming one of the
top most start -ups of Australia in the year 2019 (Integritylife.com.au, 2019). The largest job
functions in the company is observed to be the business development and finance. The
company’s success is significantly dependent on their skills of managing the technological
advancement in their business activities and the excellence of the company in following the
tech based approach is seen to add considerable amount of value to the business operations of
the company. The company has the expertise of increasing the diversity of their products and
service offerings and that is evident with the strong emphasis from the part of the senior
management of the company in co creating its services on the basis of the customer insights
or the preferences of the customers. Considering the product offerings of the company, it is
evident that the company has the capability to offer income insurance services, life insurance
services, critical illness services, Temporary or Permanent Disability services, Care Support
Packages. With a precise focus on the group products offered by the mentioned company, the
prominence of the services such as the salary continuance, Death Cover and TPD is evident
(Integritylife.com.au, 2019).
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4INTRODUCTION TO HRM
Considering the mission of the company, it is evident that the organization is focused
in doing the right thing for their customers rather than the actions that will provide sole
benefits to the company. The vision of the company is to develop themselves as one of the
most trusted service providers for the Australian customers and at the same time, the value
proposition of the company is seen to be unique as well. The value proposition of the
company is based on three different factors which are the customer focus, innovation along
with people and culture. Being one of the few companies operating in the Australian financial
services with a precise application of the technology based approach, the company is able to
improve their ability in connecting with their customers in an efficient manner. In addition to
this, the transparency in their business activities and the respect towards customers’
preferences of selecting their company for the much required financial services is significant
in stating the excellent corporate culture of the company (Integritylife.com.au, 2019).
Analysis of the Survey Results:
Considering the results of the survey, it is obvious that three out of five employees
have said the equipment provided to them are bad n providing the much required safety to
them and at the same time, 2 went for the “very bad” option. Along with this, four out five
employees are observed to commit the fact that the education provided to them for the
efficient and ethical management of the business operations is very bad ad insufficient. On
the other hand, one employee is observed to consider it as average. With a precise focus on
the business processes of the groups operating in the financial services industry, the
reputation of ethical and efficient business management is seen to play a significant role in
influencing the purchase intention or preferences of the customers. Under such situation, the
companies such as Integrity Life are expected to incorporate the business ethics in the
operational activities of the employees in an efficient manner and the necessity of the
company in providing the required education for the ethical business management is pretty
Considering the mission of the company, it is evident that the organization is focused
in doing the right thing for their customers rather than the actions that will provide sole
benefits to the company. The vision of the company is to develop themselves as one of the
most trusted service providers for the Australian customers and at the same time, the value
proposition of the company is seen to be unique as well. The value proposition of the
company is based on three different factors which are the customer focus, innovation along
with people and culture. Being one of the few companies operating in the Australian financial
services with a precise application of the technology based approach, the company is able to
improve their ability in connecting with their customers in an efficient manner. In addition to
this, the transparency in their business activities and the respect towards customers’
preferences of selecting their company for the much required financial services is significant
in stating the excellent corporate culture of the company (Integritylife.com.au, 2019).
Analysis of the Survey Results:
Considering the results of the survey, it is obvious that three out of five employees
have said the equipment provided to them are bad n providing the much required safety to
them and at the same time, 2 went for the “very bad” option. Along with this, four out five
employees are observed to commit the fact that the education provided to them for the
efficient and ethical management of the business operations is very bad ad insufficient. On
the other hand, one employee is observed to consider it as average. With a precise focus on
the business processes of the groups operating in the financial services industry, the
reputation of ethical and efficient business management is seen to play a significant role in
influencing the purchase intention or preferences of the customers. Under such situation, the
companies such as Integrity Life are expected to incorporate the business ethics in the
operational activities of the employees in an efficient manner and the necessity of the
company in providing the required education for the ethical business management is pretty
5INTRODUCTION TO HRM
obvious. Having said that, the incapability of the company in providing the desired education
regarding the ethical practices to their employees is a major concern for the company in
managing the safety of the employees from the criminal prosecutions. Hence, it is evident
that the workplace health and safety is a significant concern for the company in managing
their human resources.
Other than this, 2 out of 5 employees rated the company’s ability in providing
promotional opportunities to their employees as “bad”, while 2 out of 5 claimed it to be
“average” and 1 said it to be “very bad”. On the other hand, 3 out of 5 employees of the
company rated the job design of the company in reducing the work load to be “bad” while the
rest of them considered to be “very bad”. Considering the diversity of the workplace in terms
of the culture and gender, 2 out of 5 employees considered it to be “average”, while 2 out of
the rest considered it to be “very bad” and one was observed to rate it as “bad”. Considering
the appropriateness of the training and development of the company, 2 out of 5 employees of
the company rated the training facilities of the company to be considerably appropriate.
However, rest of the staffs of the organization were observed to rate the training facilities of
the company to be very bad, bad and average. Hence, the training and developmental
facilities of the company are expected to be considered as inappropriate. Along with this, the
wage and work time characteristics of the company was observed to be rated as “very bad”
by 4 out of the 5 employees of the company while the other employee considered it to be
“average”. Hence, it is evident that the inappropriate formulation of the wage and work time
characteristics is a major topic of worry for the human resource managers of the organization.
Identification of the Issues:
With a precise understanding of the survey results, it is evident that the incapability of
the company in providing the promotional opportunities to the employees is playing a crucial
obvious. Having said that, the incapability of the company in providing the desired education
regarding the ethical practices to their employees is a major concern for the company in
managing the safety of the employees from the criminal prosecutions. Hence, it is evident
that the workplace health and safety is a significant concern for the company in managing
their human resources.
Other than this, 2 out of 5 employees rated the company’s ability in providing
promotional opportunities to their employees as “bad”, while 2 out of 5 claimed it to be
“average” and 1 said it to be “very bad”. On the other hand, 3 out of 5 employees of the
company rated the job design of the company in reducing the work load to be “bad” while the
rest of them considered to be “very bad”. Considering the diversity of the workplace in terms
of the culture and gender, 2 out of 5 employees considered it to be “average”, while 2 out of
the rest considered it to be “very bad” and one was observed to rate it as “bad”. Considering
the appropriateness of the training and development of the company, 2 out of 5 employees of
the company rated the training facilities of the company to be considerably appropriate.
However, rest of the staffs of the organization were observed to rate the training facilities of
the company to be very bad, bad and average. Hence, the training and developmental
facilities of the company are expected to be considered as inappropriate. Along with this, the
wage and work time characteristics of the company was observed to be rated as “very bad”
by 4 out of the 5 employees of the company while the other employee considered it to be
“average”. Hence, it is evident that the inappropriate formulation of the wage and work time
characteristics is a major topic of worry for the human resource managers of the organization.
Identification of the Issues:
With a precise understanding of the survey results, it is evident that the incapability of
the company in providing the promotional opportunities to the employees is playing a crucial
6INTRODUCTION TO HRM
role in increasing the frustration of the employees. At the same time, it is visible that the
company is associated to an excessive amount of demands and in managing that the job
design of the company is faltering in a notable manner. Having said that, the diversity in the
workforces of the company in terms of the gender and culture, is seen to be limited and at the
same time, the inappropriate training and developmental facilities of the company is seen to
contribute towards the decrement of the quality of the services of the employees Along with
this, the incapability of the company in formulating the wage and work time characteristics in
agreement to the industry standards, is a significant loophole in the human resource
management of the company. With a detailed emphasis on the above mentioned factors, the
reason behind the sufferings of the company in managing the employee turnover in the
company is pretty visible. Considering the Maslow’s hierarchy of needs, the company is
expected to identify the basic needs of the employees so that they be able to design the wage
and work time characteristics n an efficient manner (Taormina & Gao, 2013). Other than this,
the Herzberg theory of needs precisely highlights the need of providing efficient training and
developmental facilities to the employees for the effective skill improvement of the
employees (Alshmemri, Shahwan-Akl & Maude, 2017).
With a precise consideration towards the practical significance of the mentioned
theory, it is evident that the ability of the companies in providing the required infrastructure
and scope to the staffs for the effective management of their training and developmental
needs have the capability to motivate the employees in an efficient manner (Alfayad & Arif,
2017). Hence the success of the company in providing the required training and facilities is
much required for the success of the company in managing the detrimental impact of the
employee turnover in the company. Other than this, the company faces the need to improve
their efficiency in distributing the work in accordance to the expertise and capacity of the
employees as that has the possibility to motivate the employees in continuing their service in
role in increasing the frustration of the employees. At the same time, it is visible that the
company is associated to an excessive amount of demands and in managing that the job
design of the company is faltering in a notable manner. Having said that, the diversity in the
workforces of the company in terms of the gender and culture, is seen to be limited and at the
same time, the inappropriate training and developmental facilities of the company is seen to
contribute towards the decrement of the quality of the services of the employees Along with
this, the incapability of the company in formulating the wage and work time characteristics in
agreement to the industry standards, is a significant loophole in the human resource
management of the company. With a detailed emphasis on the above mentioned factors, the
reason behind the sufferings of the company in managing the employee turnover in the
company is pretty visible. Considering the Maslow’s hierarchy of needs, the company is
expected to identify the basic needs of the employees so that they be able to design the wage
and work time characteristics n an efficient manner (Taormina & Gao, 2013). Other than this,
the Herzberg theory of needs precisely highlights the need of providing efficient training and
developmental facilities to the employees for the effective skill improvement of the
employees (Alshmemri, Shahwan-Akl & Maude, 2017).
With a precise consideration towards the practical significance of the mentioned
theory, it is evident that the ability of the companies in providing the required infrastructure
and scope to the staffs for the effective management of their training and developmental
needs have the capability to motivate the employees in an efficient manner (Alfayad & Arif,
2017). Hence the success of the company in providing the required training and facilities is
much required for the success of the company in managing the detrimental impact of the
employee turnover in the company. Other than this, the company faces the need to improve
their efficiency in distributing the work in accordance to the expertise and capacity of the
employees as that has the possibility to motivate the employees in continuing their service in
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7INTRODUCTION TO HRM
the company for a longer period of time. Considering the “motivators” of the Herzberg theory
of needs, it is evident efficient evaluation of the performances of the employees and the
ability of the companies to reward the employees on the basis of the good work identified in
the performance evaluation, is crucial for the success of the company in retaining their
talented employees (Ozguner & Ozguner, 2014). On the other hand, the McClelland theory of
needs precisely describes the necessity that the companies face in providing the sufficient
education regarding the ethical practices for motivating the employees and at the same time,
it also highlights the necessity of the companies in providing efficient equipment to their
employees for managing their workplace safety (Nayeri & Jafarpour 2014). Hence, it is
evident that the company requires to improve their ability in managing the workplace safety
for making sure that the employees are motivated towards continuing with the company.
Recommendations:
With a specific attention on the above discussion, it is visible that the company faces
the necessity to implement the below mentioned recommendations:
The company is in need to formulate the wage and work time characteristics for their
employees as per the industry standards.
The company is in need to introduce an efficient rewarding plan with presence of extrinsic
and intrinsic rewards for encouraging the staffs of the company towards the efficient
performance improvement.
The company has the necessity to use the work break down structure for distributing the work
load amongst their employees.
The senior management of the company is needed to spend in the infrastructural development
for the efficient management of the safety of their employees.
the company for a longer period of time. Considering the “motivators” of the Herzberg theory
of needs, it is evident efficient evaluation of the performances of the employees and the
ability of the companies to reward the employees on the basis of the good work identified in
the performance evaluation, is crucial for the success of the company in retaining their
talented employees (Ozguner & Ozguner, 2014). On the other hand, the McClelland theory of
needs precisely describes the necessity that the companies face in providing the sufficient
education regarding the ethical practices for motivating the employees and at the same time,
it also highlights the necessity of the companies in providing efficient equipment to their
employees for managing their workplace safety (Nayeri & Jafarpour 2014). Hence, it is
evident that the company requires to improve their ability in managing the workplace safety
for making sure that the employees are motivated towards continuing with the company.
Recommendations:
With a specific attention on the above discussion, it is visible that the company faces
the necessity to implement the below mentioned recommendations:
The company is in need to formulate the wage and work time characteristics for their
employees as per the industry standards.
The company is in need to introduce an efficient rewarding plan with presence of extrinsic
and intrinsic rewards for encouraging the staffs of the company towards the efficient
performance improvement.
The company has the necessity to use the work break down structure for distributing the work
load amongst their employees.
The senior management of the company is needed to spend in the infrastructural development
for the efficient management of the safety of their employees.
8INTRODUCTION TO HRM
Conclusion:
On an ending note, Integrity Life is seen to be one of the renowned companies
operating in the Australian financial service industry. However, the company is observed to
be affected by the detrimental impact of the increasing employee turnover and inappropriate
management of the workplace safety of their employees. Having said that, the company has
the capability to resolve the mentioned HR challenges with the efficient introduction of the
rewarding plan, development of the WHS infrastructure, development of appropriate wage
and work time characteristics along with the implementation of the work break down
structure for the effective allocation of the workload.
Conclusion:
On an ending note, Integrity Life is seen to be one of the renowned companies
operating in the Australian financial service industry. However, the company is observed to
be affected by the detrimental impact of the increasing employee turnover and inappropriate
management of the workplace safety of their employees. Having said that, the company has
the capability to resolve the mentioned HR challenges with the efficient introduction of the
rewarding plan, development of the WHS infrastructure, development of appropriate wage
and work time characteristics along with the implementation of the work break down
structure for the effective allocation of the workload.
9INTRODUCTION TO HRM
References:
Alfayad, Z., & Arif, L. S. M. (2017). Employee voice and job satisfaction: An application of
Herzberg two-factor theory. International Review of Management and Marketing,
7(1), 150-156.
Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017). Herzberg’s two-factor theory. Life
Science Journal, 14(5), 12-16.
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
Integritylife.com.au (2019). Group - Integrity Life. (2019). Retrieved 26 September 2019,
from https://www.integritylife.com.au/products/group/
Integritylife.com.au (2019). The life insurer that's all about you - Integrity Life. Retrieved 26
September 2019, from https://www.integritylife.com.au/
Lingard, B., & Sellar, S. (2013). Globalization, edu-business and network governance: the
policy sociology of Stephen J. Ball and rethinking education policy analysis. London
Review of Education, 11(3), 265-280.
Nayeri, N. D., & Jafarpour, H. (2014). Relationship between clinical competence and
motivation needs of nurses based on the McClelland theory. Nursing Practice Today,
1(2), 86-92.
Ozguner, Z., & Ozguner, M. (2014). A managerial point of view on the relationship between
of Maslow's hierarchy of needs and Herzberg's dual factor theory. International
Journal of Business and Social Science, 5(7).
Taormina, R. J., & Gao, J. H. (2013). Maslow and the motivation hierarchy: Measuring
satisfaction of the needs. The American journal of psychology, 126(2), 155-177.
References:
Alfayad, Z., & Arif, L. S. M. (2017). Employee voice and job satisfaction: An application of
Herzberg two-factor theory. International Review of Management and Marketing,
7(1), 150-156.
Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017). Herzberg’s two-factor theory. Life
Science Journal, 14(5), 12-16.
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
Integritylife.com.au (2019). Group - Integrity Life. (2019). Retrieved 26 September 2019,
from https://www.integritylife.com.au/products/group/
Integritylife.com.au (2019). The life insurer that's all about you - Integrity Life. Retrieved 26
September 2019, from https://www.integritylife.com.au/
Lingard, B., & Sellar, S. (2013). Globalization, edu-business and network governance: the
policy sociology of Stephen J. Ball and rethinking education policy analysis. London
Review of Education, 11(3), 265-280.
Nayeri, N. D., & Jafarpour, H. (2014). Relationship between clinical competence and
motivation needs of nurses based on the McClelland theory. Nursing Practice Today,
1(2), 86-92.
Ozguner, Z., & Ozguner, M. (2014). A managerial point of view on the relationship between
of Maslow's hierarchy of needs and Herzberg's dual factor theory. International
Journal of Business and Social Science, 5(7).
Taormina, R. J., & Gao, J. H. (2013). Maslow and the motivation hierarchy: Measuring
satisfaction of the needs. The American journal of psychology, 126(2), 155-177.
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10INTRODUCTION TO HRM
11INTRODUCTION TO HRM
Appendix:
Employee Satisfaction Survey
Name of company: Integrity Life
Date survey completed: 25.09.2019
Person conducting the
survey:
Alex Bracken
Number of employees
interviewed:
1
Question
1 2 3 4 5
Very bad - Average - Very good
1
How Safe are the equipment provided to you at your
workplace?
2 How much would you like to rate your company’s promotional
opportunities for the staff?
3 How much would you rate your company’s job design in terms
of work load?
Appendix:
Employee Satisfaction Survey
Name of company: Integrity Life
Date survey completed: 25.09.2019
Person conducting the
survey:
Alex Bracken
Number of employees
interviewed:
1
Question
1 2 3 4 5
Very bad - Average - Very good
1
How Safe are the equipment provided to you at your
workplace?
2 How much would you like to rate your company’s promotional
opportunities for the staff?
3 How much would you rate your company’s job design in terms
of work load?
12INTRODUCTION TO HRM
4 How diverse is your workplace in terms of culture and gender?
5
Do you get appropriate training in the company?
6
Are you satisfied with the wage and work time characteristics
of the company?
7 Does the company provide you appropriate education
regarding the ethical business activities?
4 How diverse is your workplace in terms of culture and gender?
5
Do you get appropriate training in the company?
6
Are you satisfied with the wage and work time characteristics
of the company?
7 Does the company provide you appropriate education
regarding the ethical business activities?
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13INTRODUCTION TO HRM
Employee Satisfaction Survey
Name of company: Integrity Life
Date survey completed: 25.09.2019
Person conducting the
survey:
Alex Bracken
Number of employees
interviewed:
1
Question
1 2 3 4 5
Very bad - Average - Very good
1
How Safe are the equipment provided to you at your
workplace?
2 How much would you like to rate your company’s promotional
opportunities for the staff?
3 How much would you rate your company’s job design in terms
of work load?
4 How diverse is your workplace in terms of culture and gender?
Employee Satisfaction Survey
Name of company: Integrity Life
Date survey completed: 25.09.2019
Person conducting the
survey:
Alex Bracken
Number of employees
interviewed:
1
Question
1 2 3 4 5
Very bad - Average - Very good
1
How Safe are the equipment provided to you at your
workplace?
2 How much would you like to rate your company’s promotional
opportunities for the staff?
3 How much would you rate your company’s job design in terms
of work load?
4 How diverse is your workplace in terms of culture and gender?
14INTRODUCTION TO HRM
5
Do you get appropriate training in the company?
6
Are you satisfied with the wage and work time characteristics
of the company?
7 Does the company provide you appropriate education
regarding the ethical business activities?
5
Do you get appropriate training in the company?
6
Are you satisfied with the wage and work time characteristics
of the company?
7 Does the company provide you appropriate education
regarding the ethical business activities?
15INTRODUCTION TO HRM
Employee Satisfaction Survey
Name of company: Integrity Life
Date survey completed: 25.09.2019
Person conducting the
survey:
Alex Bracken
Number of employees
interviewed:
1
Question
1 2 3 4 5
Very bad - Average - Very good
1
How Safe are the equipment provided to you at your
workplace?
2 How much would you like to rate your company’s promotional
opportunities for the staff?
3 How much would you rate your company’s job design in terms
of work load?
4 How diverse is your workplace in terms of culture and gender?
Employee Satisfaction Survey
Name of company: Integrity Life
Date survey completed: 25.09.2019
Person conducting the
survey:
Alex Bracken
Number of employees
interviewed:
1
Question
1 2 3 4 5
Very bad - Average - Very good
1
How Safe are the equipment provided to you at your
workplace?
2 How much would you like to rate your company’s promotional
opportunities for the staff?
3 How much would you rate your company’s job design in terms
of work load?
4 How diverse is your workplace in terms of culture and gender?
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16INTRODUCTION TO HRM
5
Do you get appropriate training in the company?
6
Are you satisfied with the wage and work time characteristics
of the company?
7 Does the company provide you appropriate education
regarding the ethical business activities?
5
Do you get appropriate training in the company?
6
Are you satisfied with the wage and work time characteristics
of the company?
7 Does the company provide you appropriate education
regarding the ethical business activities?
17INTRODUCTION TO HRM
Employee Satisfaction Survey
Name of company: Integrity Life
Date survey completed: 25.09.2019
Person conducting the
survey:
Alex Bracken
Number of employees
interviewed:
1
Question
1 2 3 4 5
Very bad - Average - Very good
1
How Safe are the equipment provided to you at your
workplace?
2 How much would you like to rate your company’s promotional
opportunities for the staff?
3 How much would you rate your company’s job design in terms
of work load?
4 How diverse is your workplace in terms of culture and gender?
Employee Satisfaction Survey
Name of company: Integrity Life
Date survey completed: 25.09.2019
Person conducting the
survey:
Alex Bracken
Number of employees
interviewed:
1
Question
1 2 3 4 5
Very bad - Average - Very good
1
How Safe are the equipment provided to you at your
workplace?
2 How much would you like to rate your company’s promotional
opportunities for the staff?
3 How much would you rate your company’s job design in terms
of work load?
4 How diverse is your workplace in terms of culture and gender?
18INTRODUCTION TO HRM
5
Do you get appropriate training in the company?
6
Are you satisfied with the wage and work time characteristics
of the company?
7 Does the company provide you appropriate education
regarding the ethical business activities?
5
Do you get appropriate training in the company?
6
Are you satisfied with the wage and work time characteristics
of the company?
7 Does the company provide you appropriate education
regarding the ethical business activities?
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19INTRODUCTION TO HRM
Employee Satisfaction Survey
Name of company: Integrity Life
Date survey completed: 25.09.2019
Person conducting the
survey:
Alex Bracken
Number of employees
interviewed:
1
Question
1 2 3 4 5
Very bad - Average - Very good
1
How Safe are the equipment provided to you at your
workplace?
2 How much would you like to rate your company’s promotional
opportunities for the staff?
3 How much would you rate your company’s job design in terms
of work load?
4 How diverse is your workplace in terms of culture and gender?
Employee Satisfaction Survey
Name of company: Integrity Life
Date survey completed: 25.09.2019
Person conducting the
survey:
Alex Bracken
Number of employees
interviewed:
1
Question
1 2 3 4 5
Very bad - Average - Very good
1
How Safe are the equipment provided to you at your
workplace?
2 How much would you like to rate your company’s promotional
opportunities for the staff?
3 How much would you rate your company’s job design in terms
of work load?
4 How diverse is your workplace in terms of culture and gender?
20INTRODUCTION TO HRM
5
Do you get appropriate training in the company?
6
Are you satisfied with the wage and work time characteristics
of the company?
7 Does the company provide you appropriate education
regarding the ethical business activities?
5
Do you get appropriate training in the company?
6
Are you satisfied with the wage and work time characteristics
of the company?
7 Does the company provide you appropriate education
regarding the ethical business activities?
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