员工意识调查EmployeeSatisfactionSu
员工满意度调查报告(附表)
关于员工满意度的调查报告引言何为员工满意度所谓员工满意，是和用户满意相对而言的。
员工满意是指一个员工通过对企业所感知的效果与他的期望值相比较后所形成的感觉状态，是员工对其需要已被满足程度的感受。
员工满意度是指员工对在组织中所扮演的角色的感受或情感体验，是员工对其工作或工作经历评估的一种态度反映。
了解员工心理和生理两方面对企业环境因素的满足感受并做适应性改变，有助于降低员工流失率，提高企业经济绩效。
人之所以产生了满意的感觉，往往是因为实现了某种目标，或需求得到了满足。
满意感有正向和负向之分，满意和不满意代表截然相反的两个方向，但却不是同一线段的首尾两端。
员工满意度的影响因素员工满意度是员工对其工作中所包含的各项因素进行评估的一种态度的反映，据权威机构的研究表明，员工满意度每提高3个百分点，企业的顾客满意度将提高5个百分点；员工满意度达到80%的公司，平均利润率增长要高出同行业其他公司20%左右。
主要从五个方面进行分析：工作环境⑴工作空间质量：对工作场所的物理条件、企业所处地区环境的满意程度；⑵工作作息制度：合理的上、下班时间、加班制度等；⑶工作配备齐全度：工作必需的条件、设备及其它资源是否配备齐全、够用；⑷福利待遇满意度：对薪资、福利、医疗和保险、假期、休假的满意程度。
工作群体⑴合作和谐度：上级的信任、支持、指导，同事的相互了解和理解，以及下属领会意图、完成任务情况，得到尊重；⑵信息开放度：信息渠道畅通，信息的传播准确高效等。
工作内容⑴兴趣相关度：工作内容与性格、兴趣相吻合，符合个 人职业发展目标，是否能最大限度的发挥个人的能力，从自己的工作中获得快乐；⑵工作强度：对工作强度的要求和容忍度，因人而异。
一方面是否能满足个专业：人力资源管理本科 学号：2012011B0108 姓名：蔡青燕 二〇一五年三月十六日人工作的需要，一方面是否超出了个人能承受的负荷量.企业背景⑴企业了解度：对企业的历史、企业文化、战略政策的理解和认同程度；⑵组织参与感：意见和建议得到重视，参加决策，企业发展与个人发展得到统一，有成就感和归属感等。
Employee Satisfaction Survey 员工满意度调查表
员工满意度调查Employee Satisfaction Survey第1页，共2页各位同事：Dear colleague:在我们的共同努力下，公司不断发展进步。
我们相信公司的发展是由全体员工的共同参与而实现的。
为此，我们将在全体员工中做一次满意度调查。
具体如下：With our corporation and endeavors, our company gets continuous growth. Company believes that this development is on dedication of all our employees. So, an employee satisfaction survey will be held. The details are as follow:●调查时间为2012 年10月25日至11月5日The survey will be held on 25th Oct to 5th Nov. 2012●适于人员: 全体员工It applies to all employees●本调查问卷是以无记名方式进行。
This survey could be done without name on the questionnaire.●注意事项Please attention请认真阅读该份问卷并给出你的答案。
没有正确或错误的答案，您的建议对公司是最重要的。
Every employee should read the survey carefully and give the answer. There is no right or wrong answer. Your opinion is the most important for the company.该份调查问卷由两部分组成：A部分，B部分。
The survey consists of two parts: Part A, Part B.请务必完成每道题目，并且选出您的职位类别，打上“ ”.Please make sure that you tick “ ”your position and complete each question.1Part B 第二部分你认为最影响员工积极性的1个因素？What is the most critical factor to motivate employee?□企业发展Company Development □工作环境Work Environment □薪酬福利Salary & Benefit □内部沟通Internal Communication □职业发展Career Development □公司文化Company Culture你最喜欢公司的哪些方面？What do you most like in the company?你认为公司在哪些方面最需要改善？What are the improvements that most need to be made by company?2。
Employee Satisfaction Survey员工满意度调查英文
Score
Score
Score
Score
ห้องสมุดไป่ตู้
Score
e. Self-Example HR performs good self-example in HR rules, like attendance, travels, employee manul, etc. HR performs good self-example in Riverwood culture. f. We appreciate your comments and suggestions.
Employee Satisfaction Survey
We are conducting an employee satisfaction survey to measure your satisfaction level at HR service so as to enhance partnership & improve performance. This survey is aimed at providing us an opportunity to communicate your opinions. We assure that your responses will be held in confidence. 1. Instruction for survey: Kindly rate your satisfaction level on the questions given below. Kindly add your comments with the questions, if any. Send this form back to ONLY XXX. 2. Rating scale of survey: Strongly satisfied: 5 Satisfied: 4 Neutral: 3 Unsatisfied: 2 Strongly unsatisfied: 1 3. Content of questions: a. Recruitment The process implementation for recruitment is systematic, well-organized & efficient. I am satisfied with the deliverables/result of recruitment. I was fully communicated with the recruiting background, recruiting process, measuring criteria, candidates profile, etc.. Recruitment is conducted in a professional way in planning, implementation, efficency, etc.. I think HR is quite professional when I was interviewed. b. Training The process implementation for training is systematic, well-organized & efficient. I am satisfied with the deliverables/result of training. I was fully with the training training courses, training contract, etc.. Training is communicated conducted in a professional way demand, in supplier selection, implementation, organization, etc.. I think HR is a good trainer in new employee orientation, company policy introduction, etc. c. Employee Relationship HR is reachable for all my questions/concerns and I got the effective and satisfactory answer from HR each time. I am satisfied with all routine conversation, team building activities, outing, etc. both from the activity freqency and from the activity itself. HR shows professionalism in dealing with employee relationship. d. Office Administration HR is responsive in all my request and tasks are completed timely. I acquire good service in office administration.
员工满意度调查
员工满意度调查员工满意度调查（Eployees Satisfaction Survey）是一种科学的管理工具，它通常以调查问卷等形式，收集员工对企业各个方面的满意程度。
简介 员工满意度调查（Employee Satisfaction Survey） 是一种科学的人力资源管理工具，它通常以问卷调查等形式，收集员工对企业管理各个方面满意程度的信息，然后通过后续专业、科学的数据统计和分析，真实的反映公司经营管理现状，为企业管理者决策提供客观的参考依据。
员工满意度调查还有助于培养员工对企业的认同感、归属感，不断增强员工对企业的向心力和凝聚力。
员工满意度调查活动使员工在民主管理的基础上树立以企业为中心的群体意识，从而潜意识地对组织集体产生强大的向心力。
调查理念 现代企业管理有一个重要的理念：请把员工当“客户”。
员工是企业利润的创造者，是企业生产力最重要和最活跃的要素，同时也是企业核心竞争力的首要因素。
企业的获利能力主要是由客户忠诚度决定的，客户忠诚度是由客户满意度决定，客户满意度是由所获得的价值大小决定的，而价值大小最终要靠富有工作效率、对公司忠诚的员工来创造，而员工对公司的忠诚取决于其对公司是否满意。
所以，欲提高客户满意度，需要先提高员工满意度，前者是流，后者是源。
没有员工满意度这个源，客户满意度这个流也就无从谈起。
调查意义 企业进行员工满意度调查可以对公司管理进行全面审核，保证企业工作效率和最佳经济效益，减少和纠正低生产率、高损耗率、高人员流动率等紧迫问题。
员工满意度调查将分别对以下几个方面进行全面评估或针对某个专项进行详尽考察。
1．薪酬：薪酬是决定员工工作满意的重要因素，它不仅能满足员工生活和工作的基本需求，而且还是公司对员工所做贡献的尊重。
2．工作：工作本身的内容在决定员工的工作满意度中也起着很重要的作用，其中影响满意度的两个最重要的方面是工作的多样化和职业培训。
3．晋升：工作中的晋升机会对工作满意度有一定程度的影响，它会带来管理权利、工作内容和薪酬方面的变化。
员工满意度调查及解决方案
The topic of employee satisfaction surveys and solutions is an important aspect of maintaining a healthy work environment. Many companies conduct regular surveys to gauge their employees' satisfaction levels and identify any potential issues that may be affecting their morale. These surveys typically cover a range of topics such as job satisfaction, work-life balance, communication within the company, opportunities for advancement, and overall workplace culture.员工满意度调查及解决方案是维持良好工作环境的一个重要环节。
许多公司定期进行调查，以衡量员工的满意度水平，并确定可能影响其士气的潜在问题。
这些调查通常涵盖一系列主题，如工作满意度，工作与生活的平衡，公司内部沟通，晋升机会以及整体职场文化。
It is crucial for companies to take these surveys seriously and act on the feedback provided by their employees in order to address any areas of concern. Some common solutions to improve employee satisfaction include implementing flexible work hours, providing professional development opportunities, fostering a positive company culture, offering competitive compensation packages, and promoting open communication channels between employees and management.企业必须认真对待这些调查，并根据员工提供的反馈采取行动，以解决任何存在问题的领域。
某公司员工满意度调查英语作文
某公司员工满意度调查英语作文Employee Satisfaction Survey Report.Introduction.Employee satisfaction is a crucial aspect of organizational success. Satisfied employees are more productive, engaged, and less likely to leave their jobs. To assess the level of employee satisfaction within our company, a comprehensive survey was conducted among all employees. The survey aimed to gather valuable insightsinto their experiences, perceptions, and areas for improvement. This report presents the key findings and recommendations derived from the survey data.Survey Methodology.The survey was conducted using an anonymous online platform to ensure confidentiality and encourage candid responses. All employees were invited to participate, and aresponse rate of 85% was achieved. The survey consisted of a combination of closed-ended questions, open-ended questions, and Likert scale items.Key Findings.1. Overall Satisfaction:The survey revealed a generally high level of overall employee satisfaction. 87% of respondents indicated "satisfied" or "very satisfied" with their overall job experience. This positive result suggests that employees are content with their work and value their roles within the company.2. Job Meaning and Purpose:Employees expressed a strong sense of job meaning and purpose. 90% of respondents agreed or strongly agreed that their work is meaningful and contributes to the organization's goals. This finding indicates that employees feel connected to their work and understand itssignificance.3. Work Environment and Culture:The work environment and culture were highly appreciated by employees. 85% of respondents reported feeling valued and respected by their colleagues and managers. Additionally, 92% agreed or strongly agreed that the company promotes a collaborative and supportive work environment.4. Work-Life Balance:Work-life balance was a significant concern among employees. Only 65% of respondents indicated they were satisfied with their work-life balance. This finding suggests that some employees may be experiencing challenges in balancing their personal and professional lives.5. Compensation and Benefits:Employees expressed mixed feelings regardingcompensation and benefits. While 75% of respondents were satisfied with their salaries, only 60% were satisfied with the overall benefits package. This discrepancy suggeststhat the company may need to review its non-salary benefits to enhance employee satisfaction.6. Career Development Opportunities:Employees expressed a strong desire for career development opportunities. 80% of respondents agreed or strongly agreed that they have clear career paths and receive regular feedback on their performance. However, 70% indicated that they would like additional training and development opportunities to enhance their skills and knowledge.7. Communication and Transparency:Communication and transparency were identified as areas for improvement. Only 67% of respondents agreed or strongly agreed that they receive timely and accurate information from management. Additionally, 72% expressed a desire forgreater transparency in decision-making processes.Recommendations.Based on the survey findings, the following recommendations are proposed to enhance employee satisfaction:1. Promote Work-Life Balance:Implement flexible work arrangements, such as remote work options or flextime.Encourage employees to take breaks and disconnect from work outside of regular hours.Provide resources and support for employees experiencing challenges with work-life balance.2. Enhance Compensation and Benefits:Conduct a market analysis to ensure salaries arecompetitive.Explore additional non-salary benefits, such as wellness programs, paid time off, or tuition reimbursement.Implement a performance-based bonus or recognition program to reward employee contributions.3. Provide Career Development Opportunities:Establish clear career paths and communicate them to employees.Offer regular performance feedback and mentorship programs.Invest in training and development programs to enhance employee skills and knowledge.4. Improve Communication and Transparency:Establish regular channels for communication betweenmanagement and employees.Provide timely and accurate updates on important company matters.Foster a culture of open dialogue and feedback.5. Address Concerns Regarding Job Security:Communicate the company's long-term plans and stability.Provide reassurance and support to employees during periods of change or uncertainty.Conclusion.The employee satisfaction survey provided valuable insights into the experiences and perceptions of our employees. The findings indicate a generally high level of satisfaction but also highlight areas for improvement. By implementing the recommendations outlined in this report,the company can create a more positive and engaging work environment, enhance employee retention, and drive organizational success.。
员工满意度定义与作用—我要调查网
员工满意度定义与作用—我要调查网在建立客户满意度指标体系时，必须遵循下列四大原则员工满意度调查（Employee Satisfaction Survey）是一种专业的人力资源管理工具，它通常由第三方或管理者通过问卷调查的形式，搜集员工对企业各方面现状的意见与看法，并通过专业的统计分析形成数据结果，最终为企业改善管理，提高生产力及降低人员流失率提供参考依据。
总的来说，进行员工满意度调查的过程，就是企业不断改进的过程。
一次成功的员工满意度调查具备如下功能：√为员工提供一个好的反馈渠道或平台；√真实的反映出企业管理现状，及员工对于企业各方面的看法；√通过“员工满意度调查”行为本身，表示出企业对员工的重视；√明确企业的管理重点，进而为改善管理，提高生产率，降低人员流失率提供客观有效的参考依据；员工满意度研究作用员工满意度调查可以对公司管理进行全面审核，能为生产率过低，人员流动率过高等迫切问题起到向导性的参考作用，同时还能有效地争端出公司潜在的问题。
具体来说，员工满意度调查有下列这些功能：√诊断公司潜在的问题：员工满意度调查是企业管理现状及未来潜在问题的晴雨表，通过满意度指数的测量，可以找出员工对企业管理及各项制度的满意或不满意程度，进而有目的性的调整公司的管理制度。
√找出先阶段存在的主要问题：若公司近一阶段受到人员流失过大，员工忠臣度下降等问题的困扰，则可以通过员工满意度调查找出发生问题的主要原因，并提出针对性的措施。
否则只能靠主观意向做无谓的猜测。
√评估企业政策对员工的影响：通过前后对比，以及问题的有效设置，员工满意度调查能够有效的评测出企业政策对员工的影响。
√促进公司与员工之间的沟通和交流：员工满意度调查为企业与员工之间提供了一个良好的交流平台。
不同于面对面的交流，由于保证了员工的自主性，员工的畅所欲言让企业主可以听到一些平时听不见的声音。
此外，员工满意度调查还能增强员工对企业的认同感，提高企业向心力与凝聚力。
员工管理--员工满意度调查(英文)(PPT 20页)
Pizza?
For our treat today, we are suggesting we
go out for pizza.
• • • • Strongly agree Agree Disagree Strongly disagree
Pizza?
3 marked Strongly Agree (30%) 5 marked Agree (50%) 0 marked Disagree (0%) 2 marked Strongly Disagree (20%)
Employee Satisfaction Surveys
Lynn Maki Director Support Services Computers Unlimited
Computers Unlimited Employees
55 50 45 40 35 30 25 20 15 10 5 0 0-2 years 2-5 years 5-10 years 10+ years
Building an employee satisfaction survey
Tips don’t repeat yourself
– examples:
don’t contradict yourself
– examples:
don’t ask 2 questions in one
Pizza?
Comments • I just had pizza last night but it would be okay with me • Sounds great, but how about Pizza Hut instead of Dominos this time • All we ever do around here is pizza. Doesn’t management realize that we might like something else for a change? Our sales and marketing stinks and this is just another example of not knowing what to do to please people. My pc needs to be upgraded and I hate my chair.
员工意识调查EmployeeSatisfactionSu课件
MPD/DARIO
DDD
ASD
Branches
返回目录Catalog
Admin.&PR
部门差异分析
Department Gap Analysis
Finance
MPD/DARIO
DDD
ASD
Branches
返回目录Catalog
Admin.&PR
部门差异分析
Department Gap Analysis
(Dimension-Business strategy)
3 year’s Strategy Goal
DepartmentStrategy
返回目录Catalog
意识维度-管理满意度
Dimension-Management
*有56.3%的员工认为”责任不明确，部门间互相推卸“是开展跨部门工作最多的问题点*提高决策速度最难的方面：财务部有50.0%、售后服务部有51.2%的员工选择“信息沟通不完备”;车辆/达路有59.5%的员工选择”关联领导太多”;网络部有52.6%的员工选择“环境变化，组织对应不及时“管理/广报有58.8%的员工选择”合资双方的文化差异”
Satisfied with your supervisor
返回目录Catalog
意识维度-工作满意度
Dimension-Work
workload
achievement
expertise
application
improvement
返回目录Catalog
意识维度-薪酬满意度
Dimension-Compensation
Finance
MPD/DARIO
DDD
ASD
员工满意度的调查报告5篇
员工满意度的调查报告5篇（经典版）编制人：__________________审核人：__________________审批人：__________________编制单位：__________________编制时间：____年____月____日序言下载提示：该文档是本店铺精心编制而成的，希望大家下载后，能够帮助大家解决实际问题。
文档下载后可定制修改，请根据实际需要进行调整和使用，谢谢!并且，本店铺为大家提供各种类型的经典范文，如年终总结、实习报告、述职报告、事迹材料、活动方案、合同协议、应急预案、教学资料、作文大全、其他范文等等，想了解不同范文格式和写法，敬请关注!Download tips: This document is carefully compiled by this editor. I hope that after you download it, it can help you solve practical problems. The document can be customized and modified after downloading, please adjust and use it according to actual needs, thank you!Moreover, our store provides various types of classic sample essays, such as year-end summaries, internship reports, job reports, performance materials, activity plans, contract agreements, emergency plans, teaching materials, essay summaries, and other sample essays. If you would like to learn about different sample formats and writing methods, please stay tuned!员工满意度的调查报告5篇调查报告是对特定事件、情况或主题进行系统研究和分析的书面文档，调查报告对于决策制定、问题解决等方面具有重要的参考价值，下面是本店铺为您分享的员工满意度的调查报告5篇，感谢您的参阅。
- 1、下载文档前请自行甄别文档内容的完整性，平台不提供额外的编辑、内容补充、找答案等附加服务。
- 2、"仅部分预览"的文档,不可在线预览部分如存在完整性等问题,可反馈申请退款(可完整预览的文档不适用该条件!)。
- 3、如文档侵犯您的权益，请联系客服反馈,我们会尽快为您处理(人工客服工作时间：9:00-18:30)。
职级差异分析 Seniority Gap Analysis
A&R差异分析 A&R Gap Analysis
部门差异分析 Department Gap Analysis
员工建议和意见 Suggestions & Opinions
提高员工满意度行动 Action on ES
一、调查目的 (Purpose)
二、调查概述(General Introduction)
填写问卷 Question
-naire
统计分 析
S&A
提交报告 Release Report
改善提案 Kaizen Proposal
返回目录 Catalog
方法说明(Methodology)
分析维度(Analysis Dimension) 统计分组(Group Classification)
*有56.3% 的员工认为” 责任不 明确，部门间互相推卸 “是开 展跨部门工作最多的问题点
*提高决策速度 最难的方面： 财务部有 50.0% 、售后服务部有 51.2% 的员工选择 “ 信息沟通不完备 ”; 车辆/达路有 59.5% 的员工选择 ”关联领导太多 ”; 网络部有 52.6% 的员工选择 “环境变化，组织对应不及时“ 管理/广报有 58.8% 的员工选择 ”合资双方的文化差异”
管理(Management) 5
34.57
沟通
3
(Communication)3.13 2
1
3.工59作(Work)
职业发展(Caree3r.34 Development)
2.65 薪酬(Compensation)
返回目录 Catalog
意识维度-基本意识
(Dimension-General attitude)
沟通 Communication
职业发展 Career Development
返回目录 Catalog
统计分组(Group)
职级 Seniority
目前忠诚度 Current A&R 三年忠诚度
3Y A&R
部门 Department
业务职 /一般职 / 技能职 clerk
专2职 Specialist
返回目录 Catalog
意识维度-工作满意度
Dimension-Work
5 4 3.72 3
3.39
3.25
3.64
专 1/上专 /课长
Supervisor
留 Plan to Stay
不确定 Not Decided
离 Plan to Leave
财务部 Financial
网络部 DDD
管理 /广报 Admin./PR
售后服务部 ASD
车辆 /达路 MPD/Dario
分支机构 Branches
返回目录 Catalog
度
管理
Management
+
工作
Work
+
=
薪酬
Compensation
+
职业发展
Development
+
沟通
Communication
= T14 = (T16+T17+T18+T20)/4 = (T21+T23+T24)/3 = (T27+T28)/2 = T34
返回目录 Catalog
总体员工满意度(Overall ESI) ：3.26
返回目录 Catalog
二、调查概述(General Introduction)
调查时间： 2004年11月30日-12月6日 Time: Nov. 30, 2004-Dec. 6, 2004
调查对象：课长及以下职全体员工 Respondent: All the staff including
Kezhang and lower seniorities
分析角度(Perspective) 满意度 (Interpretation of ESI)
返回目录 Catalog
分析维度(Dimension)
经营策略 Business Strategy
管理 Management
报酬 Compensation
基本意识 General attitude
工作 Work
调查方式：不记名 Anonymous
返回目录 Catalog
二、调查概述(General Introduction)
问卷题型 Question Mode
单选题：36道题 36 Options
问答题：5道题 5 Essay Questions
有效答卷率:68% Response Rate:68%
返回目录 Catalog
5
4
3.78
4.02
3.83
3
2
1
荣誉感
Honor
公司长期发展信心
Confidence
三年留在公司的可能性
Possibility of Stay
认识度(EAI)
返回目录 Catalog
意识维度-公司策略认识度
(Dimension-Business strategy)
5
4.13 4
4.19
3.97
3 2
2004年 员工意识调查报告
2004 Employee Satisfaction Survey Report 2005年2月1日
目录(catalog)
调查目的 Purpose 调查概述 General Introduction 方法说明 Methodology
满意度 ESI
意识维度 Dimension
分析角度(Analysis Perspective)
职级差异分析 Seniority Gap Analysis
忠诚度差异分析 Attraction & Retain GAP Analysis
部门差异分析 Department Gap Analysis
返回目录 Catalog
员工满意度测量(Satisfaction Scale)
5
非常同意 Strongly
agreeຫໍສະໝຸດ 432基本同意 Agree
部分同意 基本不同意 Neither Agree Disagree Nor Disagree
1
非常不同意 Strongly Disagree
返回目录 Catalog
满意度计算(ESI Interpretation)
员 Ｅ工 Ｓ满 Ｉ意
1 三年经营目标 3 year's Strategy Goal
TOYOTA WAY及 PDCA
部室方针 Department
Strategy
认识度(EAI)
返回目录 Catalog
意识维度-管理满意度
Dimension-Management
5
4
3.57
3
2
满意度 (ESI)
1 对上级的管理满意度
Satisfied with your supervisor