Employee Survey Tool Developed By Our Blazedream Team



Going From Good To Great (G2g) Feedback Report – A Endowed Platform For Effective People Management

Employees play a critical role in driving your business to the top. In every concern, human resource professionals know that a company can become good based on employees work. That’s why it automatically become more important to get employee feedback and quick respond to their ideas, suggestions and requisites.

Advantages Of This Survey

Definitions Of Individual Report

Respondents

People Manager Index

Team Roll-up Average

Division Average

Standard Score

Dimensions Score

Statements Score

Team Report Definition

People Manager Index (PMI)

Team Roll-up Average

Division Average

Country Average

Elesevier furnishes the technology to ensure your surveys are delivered and collected accurately.

2015 dimension results

tick-mark Advantages Of This Survey:

Employee survey has the ability to boost communication, partnerships with the employees. By listening and acting to employee’s suggestion, we can considerably increase the morale, productivity, commitment and organizational clout.

It can be ideally used to identify the training requisites or learning activities. It can even used to gather perceptions on key elements of a quality service initiative such as leadership and award programs.

follow up questions

The main motto of this tool is to recognize and reward the individuals for achieving the expected results.

Going from Good to Great (G2G) initiative is to render clarity on behaviors expected in the area of effective people management for both the managers and employees. It also includes the annual feedback survey that accumulates feedback from managers and direct reports enabling managers to compare other perceptions with self-perception.

take me top

The 5 APAC (Asia Pacific) People Manager standards that are required by the managers in leading their teams are as follows:

standard results

tick-mark Being a role model
tick-mark Effective leader
tick-mark Developing others
tick-mark Performance management
tick-mark Building a high performance team

The objective of the G2G initiative is to furnish clarity on the behavior expected in the area of effective people management for both the managers and employees.

overview 2015 results

It has both Individual report and Team report that has 44 statements which forms 5 APAC people manager standards that reflect the behavior which are required by all people managers in leading their teams. Both the reports provide detailed feedback for managers to use in their journey of going from Good to Great.

This report aids you to understand the scores and feedback you receive from your direct reports and managers as well as your self evaluation.

rating scale

tick-mark Definitions of Individual Report:

tick-mark Respondents

Number of people and percentage of possible respond people who respond to the survey. This does not include ‘you’.

tick-mark People Manager Index (PMI)

The average (mean) score of all the 5 standards rated by your direct report(s) and manager(s); excluding self rating

tick-mark Team Roll-up Average

This is the average score computed for a team in a division that is visible to managers of managers alone.

tick-mark Division Average:

Division Average enrolls the average score of all the teams in a particular Division in APAC (e.g. HS & S&T).

take me top

standards dimensions

tick-mark Standard Score:

There have 5 standards that are rolled up from 44 behavior statements and 11 Dimensions such as Role Model, Effective Leader, Developing others, Performance management and Building a high performance team.

Standard scores are the average scores of the dimensions that form a particular standard with ‘0’ being the lowest (not demonstrated) and ‘4’ (highly effective) being the highest possible score.

It has shown for self evaluation, Manager and direct reports that are applicable.

take me top

tick-mark Dimensions Score:

Each of the 11 dimensions comprises of 4 behavior statements with the total of 44 and average scores from direct reports along with Dimension rating sustain from the Managers that is used to arrive at the Dimensions average score.

In the starting of 2014, next level of managers are necessary to rate just the Dimensional level definition and their scores that include in the Dimensions average.

‘0’ (not demonstrated) is the lowest and ‘4’ (highly valuable) is the highest possible score.

tick-mark Statements Score

Scores are computed for each of the 44 behavior statements, it carry out the average ratings given by direct report(s) on each behavior statement.

Here, each and every statement are needed to be rated on 5 point scale, where even 4 equals ‘Highly Effective’ and 0 equals ‘Not Demonstrated’ Respondents also can choose ‘Don’t know’ and this rating is removed for calculation purpose. These scores will be shown for Self evaluation and direct report where applicable.

take me top

tick-mark Team Report Definition:

Team report

tick-mark People Manager Index (PMI)

The average (mean) score of all 5 standards will be rated by your direct report(s) and manager(s).

tick-mark Team Roll-up Average

This is the average score computed for a team in a division is visible to managers of managers only.

tick-mark Division Average

Division Average is the average score of all the teams in a particular Division (e.g. HS & S&T).

tick-mark Country Average

Country average is the average score for all the teams in a country such as Australia, China, India, etc. There must be a minimum of 3 People Mangers’ data for an average to be displayed properly.

Hence through this tool we can practice effective performance management by setting proper goals with high standards.

take me top

role model

effective leader

developing others

performance team

high performance team

take me top

+ There are no comments

Add yours