2. In order to better understand the objective situation of the company and the real thoughts of employees, conduct a comprehensive review of the current management, absorb reasonable suggestions, further improve various management services, improve employee satisfaction, create a good corporate culture and working atmosphere, and better plan the company's future development goals, the company will conduct an annual employee satisfaction survey on its internal employees every year to find out the problems existing in the company's operation. On this day, I prepared an annual employee satisfaction survey and analysis report for your reference.
3. The purpose of investigation and analysis: to improve the company's work, improve employee satisfaction, and create a satisfactory working environment and atmosphere for employees.
4. Investigation time: 20** years 65438+February 26th-65438+February 27th.
5. Scope of investigation: all employees of the group company, passenger transport branch and its subsidiaries.
6. Survey method: employee satisfaction questionnaire was distributed to all employees, and the employee satisfaction survey was conducted anonymously.
7. Overall survey status:
In this survey, * * * distributed 57 "employee satisfaction questionnaires" and * * * took back 53. There are 52 valid answers. In this survey, 2 people were satisfied with the overall evaluation of the company, and 47 people were satisfied, accounting for 94.2% of the respondents. Three people were dissatisfied with the overall evaluation of the company, accounting for 5.8% of the respondents. According to the above data, all employees are satisfied with the company's work, and the employee satisfaction reaches 94.2%, reaching the departmental quality target (departmental quality target: employee satisfaction reaches over 90%), but some work still needs to be improved. For details, please refer to the survey data analysis.
8. Analysis of survey data: Enterprise management status: (1) It is considered that the company's system formulation and implementation status: 1 person is very good,1person is very good, 26 people are very good, and1person is average. (2) The salary and benefits of the company are considered as follows: 3 employees are higher, 36 employees are reasonable, and 65,438+04 employees are lower. (3) The specific situation of publicly soliciting company management opinions is as follows: There are five people who want to strengthen the system execution. (4) There are 3 people who think the working environment of the company is very good, 17 people are very good, 29 people are very good, and 2 people are average. (5) Think that the company's food situation: 3 people are delicious, 23 people are satisfied, 23 people need to improve, and 4 people are very poor. (6) Some people think that the accommodation environment of the company is good 1 person, good 12 person, average 3 1 person, and poor 6 people. (7) The specific situation that employees need to improve in the company is as follows: 5 people think that the food situation needs to be improved. (8) Analysis: Statistics show that in terms of system implementation, employees generally agree with the effectiveness of the company's system formulation and implementation, but the implementation of the work still needs to be strengthened.
As for the situation that there are too many managers who should get a raise, employees feel neglected and employees have too many part-time jobs, the company has adjusted its structure twice this year.
In addition, in terms of logistics management, the environment needs to be improved, which is inconsistent with the corporate image. Strengthen canteen management, strive to improve staff meals, improve canteen staff's service attitude, and rationally match meals.
9. Corporate culture atmosphere: (1) It is considered that the arrangement and implementation of the company's study and training are: 1 satisfactory, 1 satisfactory, 27 able,1unsatisfactory,1very dissatisfied. (2) It is considered that the learning cycle of the company should be 65,438+065,438+0 per quarter, 34 per month, 5 per half month and 3 per week. (3) The details of what kind of training employees are invited to learn are as follows: 6 people put forward specific training courses, such as daily etiquette, laws and regulations learning, software courses, human resource management, administrative management, enterprise management, professional skills and knowledge, financial knowledge, investment analysis, parent-subsidiary company management, etc. On the other hand, I hope that the company's internal training will clarify its functions and positioning, increase outdoor networking activities with people from other industries, and understand the ideas of people from different industries. (4) Some 1 people think that the company's cultural activities are rich and colorful, 23 people are satisfied, 25 people are average, and 4 people are dissatisfied.
10, enterprise development: (1) There are 4 people who think that the enterprise is developing well, 30 people who are striving for progress steadily, 12 people who are flat, 5 people who are expanding too fast/too wide, and 2 people who are stagnant. (2) At present, there are 14 people who have no chance to improve their potential, 1 1 people who have disharmony in interpersonal relationships, and 22 people who have no sense of accomplishment in their work. (3) There are 16 people who think that the company has confidence in its development prospects, 8 people have high expectations, 24 people have confidence and 5 people have insufficient confidence. (4) Analysis: Most employees think that the company's current development situation is good and they are interested in the company's future development.
The positive momentum proves that the company has the necessary development prospects and should still be willing to stay and serve the company.
As far as the existing problems are concerned, 26% people think that there is no opportunity to improve their potential, and 465,438+0% people think that their work has no sense of accomplishment, which reflects that the company has not given full play to its personal functions, used and trained talents, and made the best use of their talents.
1 1. Personal development: (1) There are 10 people who think the work is very challenging, 18 people who are more challenging, 20 people who are general and 5 people who are less challenging. (2) There are 6 people who think their potential has been fully exerted, 22 people who have been fully exerted, 23 people who have not been fully exerted, and 1 person who has not given me a chance. (3) At present, there are 35 people who think this position is suitable, have confidence and potential to do it well, and 7 people are interested in changing jobs internally. 1 1 people can do it well without ideal jobs. (4) In addition to salary, there are 40 people who value the opportunity to improve their potential, 1 1 person with good working environment,1person with a sense of accomplishment,1person who is concerned and praised by leaders, and1person with harmonious interpersonal relationship. (5) Analysis: A, 465,438+0% people think that most of their potential has been fully exerted, and 43% employees think that their potential has not been fully exerted. In view of this situation, the company should carefully evaluate the functions of each position, whether it has formulated an organizational structure suitable for the actual situation, whether the workload of employees is commensurate with the position, whether the potential of employees is really competent, whether they can change their positions appropriately, and whether they can be perfect.
12. In addition to salary, 75% of ZUI people pay more attention to the opportunity to improve their potential, and employees pay more attention to their expectation to improve their learning and further study opportunities, followed by intangible rewards such as "job accomplishment and harmonious interpersonal relationship". The company has always paid attention to personnel training. In order to improve the market competitiveness of enterprises, companies need to adjust employee benefits in combination with industry market research and the actual operating conditions of enterprises, formulate training and education for employees at all levels, bring opportunities for understanding and education, and instill learning concepts into every employee. In terms of recruitment, the company gradually recruits highly educated personnel, and its own internal employees are also enterprising, and many of them have participated in retraining education. By creating a good learning atmosphere, the company can show that it is more committed to the growth of its employees, rather than simply making profits. Coordinate the interests of the company and employees, and play an incentive and promotion role. Only by retaining talents and making good use of talents can the whole group really grow and develop, and all employees can make progress together with the company and move towards the goal with a firmer pace! XX group company human resources department XX year XX month XX day.