Organisational Level

What do organisational level assessments consist of?

Read more about what our organisational level assessments below.

Employee Satisfaction Surveys and Interventions

Should your company be interested to conduct an Assessment of Employee Satisfaction, we are willing and able to deliver the service. The survey results of a particular year can be utilized as a baseline from which future survey results could be benchmarked. It is important that the survey is perceived as an externally – owned process. Therefore, we as the service provider has to send out the questionnaires and has to collect the completed questionnaires.

We are of the opinion that the results of a survey could provide valuable information to direct the change initiatives and communication proactively. Ownership of the results of the survey is of the utmost importance. Therefore, we are available to provide feedback to executives on the survey results. Some clients are interested to gain information on differences and commonalities of gender perceptions to direct interventions in this regard. They usually want to gain feedback on comparisons of perceptions of tenure, job grades, gender, race etc.

There are many areas they may need information on for example: perceptions on Affirmative action, change, communication, corporate image, discipline etc.

Scoping of intervention

We propose an Assessment process consisting of a combination of:

  • An electronic survey,
  • Paper based copies,
  • Focus interviews and
  • focus groups.


We would ensure that you are satisfied that:

  • The questionnaire and focus interviews and focus groups’ questions will address your information need and,
  • that our Biographical questionnaire will provide the independent variables and protection that you deem necessary.


Therefore we will pursue an action learning approach: We will plan, then do or develop and then conduct review to enable future planning.

Ownership of line is also important to us and therefore we would request a cover letter from the CEO stressing:

  • The importance of the survey and,
  • How confidential the information is and
  • how it will be utilised to improve employee satisfaction.


We propose to integrate the information from the focus groups, interviews and questionnaire into reports. The results of the survey need to be communicated to all employees and to utilize the information to direct interventions on improving employee satisfaction.

The results will also provide input to skills development plans and to apply for grants. To ensure perception of external – source process we will undertake to print, distribute, collect and interpret questionnaires.

Overview of Assessment Process

We propose the following around the quantity of people involved:

  • an Employee Satisfaction Survey that will involve all employees
    • some facilitated by HR practitioners (only illiterate and non- English speaking employees)
    • some through the electronic version,
    • others will complete the paper based versions.


Apart from the questionnaire we propose to involve a sample of employees

  • in focus groups, in order to provide quotes as qualitative data.

We also propose

  • to conduct focus interviews with the executive members
  • influential people that may champion the process and will spearhead ownership of the results.

Preparation and Planning

We need to design and review with HR and then finalise:

  • the questionnaire and
  • focus interviews and
  • focus groups’ structured questions and
  • finalise the dimensions as well as
  • biographical data


We also need to conduct training (should there be a need) with the HR consultants to conduct the facilitated completion of the questionnaires’ sessions

Conducting Assessment

We will attempt, depending on the availability of executives, to conduct focus interviews before sending out questionnaires to all employees. We will need to allocate adequate time for questionnaires to be send back to us and the follow up to ensure completion.

We would like to involve HR Practitioners to assist with facilitation for illiterate employees and those who lack literacy in English. We would also:

  • finalise content of questionnaires
  • print questionnaires
  • send out the questionnaires
  • follow – up on completion
  • get employees to send questionnaires back to us
  • given time- constraint we request faxes to be send to us
  • send out electronic version of survey
  • get employees to send electronic survey back to our e-mail address


We then need to allocate enough time for data input and creation of graphs. We will need to capture information from focus groups in speech bulbs format etc.

Integrating results into Reports

We propose an integrated report to show strengths, development areas and recommendations. This will lead to a working document for directors to design interventions. The reports will indicate:

  • Mean: the arithmetic average, is computed adding up all the scores in the distribution and dividing the total (sum) by the number of scores. The mean for a distribution is the sum of the scores divided by the number of scores
  • Frequency: The number of responses – response rate for each question.
  • Dimension: A dimension consists of more than one item or statement.
  • follow – up on completion
  • get employees to send questionnaires back to us
  • given time- constraint we request faxes to be send to us
  • send out electronic version of survey
  • get employees to send electronic survey back to our e-mail address


We then need to allocate enough time for data input and creation of graphs. We will need to capture information from focus groups in speech bulbs format etc.

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