ing valuable information.
Human Resource Management in Practice - 3 -
CONTENT PAGE:
1. Executive Summary ……………………………………………………..3
2. Terms of
Reference ………………………………………………………5
3. Organisational Context………………………………………………… 6
4. Literature Review……………………………………………………….. 7
4.1 Reasons for adopting an exit survey procedure…………7
4.2 Issues affecting the usefulness of exit surveys……….. ..9
4.3 Alternative methods to investigate why people leave.... 12
5. Methodology……………………………………………………………. 13
5.1 Context……………………………………………………...13
5.2 Research Sample………………………………………….14
5.3 Data Collection Methods………………………………….14
5.3.1 Secondary Research………………………..14
5.3.2 Questionnaires……………………………… 15
5.3.3 Semi- Structured Interviews………………. 16
5.3.4 Document Analysis………………………….16
6. Analysis…………………………………………………………………..17
6.1 Questionnaire Analysis…………………………………...18
6.2 Interview Analysis…………………………………………22
6.3 Document Analysis………………………………………..23
7. Conclusion………………………………………………………………..25
8. Recommendations………………………………………………………26
9. References……………………………………………………………….31
10. Appendix………………………………………………………………..34
Item A- Objectives of Exit Questionnaire Procedure……………... 34
Item B- Organisation Employee Numbers…………………………..35
Item C- Copy of Exit Questionnaire………………………………….36
Item D- Key Discussion Points of Interviews………………………..41
Item E- Staff Satisfaction Survey 2007 Results…………………... 43
Item F 1- Questionnaire Analysis- Organisation………………….. 45
Item F 2- Questionnaire Analysis- Departmental Breakdown…… 50
Item G- Questionnaire Return Rates- Departmental Breakdown.. 57
11.
Personal Statement…………………………………………………. 58
Human Resource Management in Practice - 4 -
2.TERMS OF REFERENCE:
The aim of this report is to effectively analyse the University of Bradford’s current employee exit questionnaire procedure. Furthermore, on completion of the analysis, the report aims to highlight any patterns which are occurring with regards to exiting employees’ perception of the University. Analysis will be constructed from two perspectives: those being the organisation as a whole, as well as individual departments/schools if sample numbers permit.
The investigation aims to identify what the rate of return for the questionnaire is since its introduction in September 2005. This will be calculated again from the two previously identified perspectives. Upon identification of the rate of return, the extent to which employees are using this procedure to voice their opinions can be highlighted. The report aims to recognise whether the current policy is good practice and fit for purpose, and the extent to which it is providing the organisation with valuable information.
On completion, the report aims to provide recommendations to the University of Bradford which will aid the organisation in fulfilling its original 5 objectives if implementing the exit questionnaire procedure. To date they have only fulfilled objectives 1 and 2, the full list of objectives is located in the appendix item A.
The research being undertaken with regards to the University’s exit questionnaires will provide the organisation with valuable data regarding its employees. The report aims to provide feedback to the University on a wide spectrum of topics covered in the exit questionnaire, allowing if necessary for the University to review its policies, processes and practices, potentially benefiting its employee retention
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