OMG Ltd. National Manufacturing: HR Data and Employee Surveys

This case study examines OMG Ltd., a national manufacturing organization, focusing on the analysis of HR data and employee survey responses. It identifies existing HR data, such as absenteeism rates, employee diversity, working hours, and turnover percentages, as crucial for understanding employee motivation and satisfaction. The study proposes various methods for survey distribution and recovery, including emails, websites, SMS, and social media, emphasizing the importance of maximizing response rates. It also addresses legal implications related to data confidentiality and protection, referencing data protection acts. Furthermore, the analysis includes the interpretation of survey data through graphs, highlighting employee preferences for rewards and satisfaction levels across different divisions. Desklib provides this and other solved assignments to aid students in their studies.

Running head: OMG Ltd. National Manufacturing Organisation Case Study 1
OMG Ltd. National Manufacturing Organisation
Student Name
Institution of Affiliation

OMG Ltd. National Manufacturing Organisation Case Study 2
OMG Ltd. National Manufacturing Organisation Case Study
1. What data does HR already hold that will assist in this activity?
The employees’ surveys are critical to organization’s strategy in the managing its
human resource (Matthaei, & Brodbeck, 2018). There are other data that the human resource
already hold that could help in this exercise. Some of these data include number of cases of
absenteeism, diversity of the employees in the firm, number of working hours and
percentages of employee turnover. These cases are critical in the process of identifying the
levels of motivation and satisfaction of the staff in the organization.
First, the data on absenteeism provides the management with the information about
the employees’ commitment and satisfaction. These can be linked with the motivating factors
which increase satisfaction (Herzberg, 2017). When employees are not motivated, then they
then to come late to work or complaint. Hence, the management will need to check on the
issues related with employee absenteeism as a sign of fatigue lack of employee satisfaction in
the company.
The diversity of the employees in the organization will also determine the way the
management must handle the staff. For example, some of the employees values bonuses and
other holidays. Their differences will demand that the management develop effective ways to
handle and manage employee diversity to improve their commitment (Luu, Rowley, & Vo,
2018). This approach promotes better performance of the workforce in the company.
The percentage of the employee turnover is another key element that the HR
department can use to address this issue. When workforce turnover provides the management
with the signs of why the staff leave the organization (Cohen, Blake, & Goodman, 2016).
This strategy helps in finding ways to increase employee retention and eliminate costs of
human resource.

OMG Ltd. National Manufacturing Organisation Case Study 3
Furthermore, the number of hours that each of the employees is working will provide a
glue on the possible issues affecting the employees in the organization. When the employee
working hours have been some of the issues that affects the lives of the workforce in the firm.
Hence, the company’s management can determine how to manage the working hours of the
employees in the organization as a way of improving their relationships with the current and
potential staff.
2. How will you distribute and recover the survey?
The method of distributing and recovering the survey will determine the quality of
responses that the leadership will get from this survey. Some of the methods that I will use to
distribute and recover them include the following: emails, websites, SMS and social media.
These approaches are key in the process receiving the maximum feedback and responses for
better decision making.
Distribution through websites allows the respondents to respond to the questions
appropriately as they are tailored by the management. The employees can log in the
websites and answer the questions online (Ipnuwati, & Mahdi, 2018). The way these
survey questions are framed will require both open and closed questions to promote better
responses.
Moreover, the use of the emails is also another way that I will use to distribute and
recover these survey. The attached survey questions can be send via emails and let the
employees send them back within a required period of time (McPeake, Bateson, &
O'Neill, 2014). This makes emails effective methods as they can be followed through to
the employees whom these emails have been administered.
Social media and SMS are other techniques that I can use in the process of
distributing and recovering these surveys. The social media is widely available and can be
accessed by the targeted employees. The survey questions are send to the employees in

OMG Ltd. National Manufacturing Organisation Case Study 4
their personal social media accounts which will help them respond whenever they receive
them (Boulianne, 2015). Furthermore, SMS also works as they survey questions are send
to the employees’ personal numbers. This method is easy to make a follow up and have
the respondents submit their responses.
3. How will you know that you have got the maximum return?
When conducting the surveys, there are a specific number of clients that are targeted by
the surveys. Therefore, when the surveys have a total number of the surveys administered and
that are which are recovered will be used to determine the returns required. For example, if
the surveys administered are about 100, then the responses should be at least 90% of the
respondents.
Documentation is key in the process distributing and collecting the responses. This is the
best approach that will help determine the maximum number of returns that shall be collected
from the population of the employee. However, before administering these surveys, a
decision has to be made on the minimum and maximum number of samples that will help
make informed decisions. Therefore, the responses must meet the established threshold set
before they are send to the respondents.
Survey planning forms the basis in which the responses shall be distributed and
recovered from the respondents. This is because the planning process will determine the
required number of responses in the organization. Hence, the responses that are received shall
be counted and a decision will be made based on the outcome of the results of the surveys.
4. Are there any legal implications you need to consider?
The legal implications of the surveys revolve around the confidentiality and protection of
employee data. The regulation on the personal data will help in protecting the employee data.
For example, the data protection act of Australia protects employee data from any form of
compromise thus maintaining the integrity of the data (Carr, & Payer, 2017). When employee

OMG Ltd. National Manufacturing Organisation Case Study 5
provides their responses in the regard to the questions asked, there is need to ensure that the
employee data are protected.
In addition, the use of this data must be limited to the intended us only and not any other.
Breach of data usage happens when the data collected is used in a way that is not what was
intended. This is a legal obligation that the management will adhere to ensure that the
employee responses remain within the purview and confines of the law. This calls for
collection of data with the consent of the employees. Consequently, authorized access shall
be limited to ensure that such data is not compromised.
5. The sample below shows responses to 3 questions on the survey. Use a spreadsheet to
plot and analyse the data and produce graphs to represent the findings.
South North West East West
0
0.5
1
1.5
2
2.5
Chart Showing Yes/No Responses
Yes No
Division
Yes/No Responses
In the case of the question above, it shows that the West and East department or
location is leading with denial of the question posted. This shows the needs of the employees
in this region must be addressed to ensure that the levels satisfaction of the employees is met.
This will promote better performance of the employees. On the other hand, the South

OMG Ltd. National Manufacturing Organisation Case Study 6
department or region is leading with Yes answers. This is an indication of a better-managed
employee in the organization.
South North West East West
0
0.2
0.4
0.6
0.8
1
1.2
1.4
1.6
1.8
2
Chart showing Survey Bonuses
Bonus Holiday Pension
Divisions
Number of Rewards
In our case bonuses is the leading strategy that the organization should use to serve
the employees. This is because most of the employees in these regions prefer bonuses as
compared to the rest of the firm. Holiday is another strategy that the firm should explore. This
is an indication that the employees prefer the holidays more than the pension. The rates that
are generated in the case shows the employees who are inclined towards the linkage of
current benefits. The future benefits like pension is not a high consideration for most of the
employees in the organization.

OMG Ltd. National Manufacturing Organisation Case Study 7
Scale 1 Scale 2 Scale 3 Scale 4
0
0.5
1
1.5
2
2.5
3
3.5
4
Graph showing scale rated by respondents from 1-4
South North West East West
scale 1-4
The scales rated in the employees indicates that majority of the employees have rated
one as the benefits accrued from the organization. This is an indication of the levels of
satisfaction in the organization. Employees always seek an opportunity that will offer them
the best value and creates them a chance to meet their needs. Remember that when the
employees are pleased, then they will always perform better in their workplace.
Reference

OMG Ltd. National Manufacturing Organisation Case Study 8
Boulianne, S. (2015). Social media use and participation: A meta-analysis of current research.
Information, Communication & Society, 18(5), 524-538.
Carr, S. A., & Payer, M. (2017, April). Datashield: Configurable data confidentiality and
integrity. In Proceedings of the 2017 ACM on Asia Conference on Computer and
Communications Security (pp. 193-204). ACM.
Cohen, G., Blake, R. S., & Goodman, D. (2016). Does turnover intention matter? Evaluating
the usefulness of turnover intention rate as a predictor of actual turnover rate. Review
of Public Personnel Administration, 36(3), 240-263.
Herzberg, F. (2017). Motivation to work. Routledge.
Luu, T. T., Rowley, C., & Vo, T. T. (2018). Addressing employee diversity to foster their
work engagement. Journal of Business Research.
Ipnuwati, S., & Mahdi, M. I. (2018, August). Design Model of Application Measurement
Imperfect Information to Procesing Data Surveys Level of Website Learning With
Fuzzy Query Basis Data Method. In Seminar Nasional Komputer dan Informatika.
Matthaei, B., & Brodbeck, F. C. (2018, July). Testing causality and multilevel effects in a
sound structural employee survey measurement model. In Academy of Management
Proceedings (Vol. 2018, No. 1, p. 17107). Briarcliff Manor, NY 10510: Academy of
Management.
McPeake, J., Bateson, M., & O'Neill, A. (2014). Electronic surveys: how to maximise
success. Nurse Researcher (2014+), 21(3), 24.