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TITLE: TO DEVELOP AN EFFECTIVE EXIT QUESTIONNAIRE PROCESS, THAT WILL PROVIDE THE UNIVERSITY OF BRADFORD WITH QUALITATIVE AND RELEVANT INFORMATION REGARDING EMPLOYEE OPINION WHILST ALSO BENEFITING THEIR EMPLOYEE RETENTION POLICIES.

代写英国硕士论文HELEN JOHNSON
CONFIDENTIALITY:
Please note that the information discussed within this research project must be treated confidentially and only be discussed externally for the purpose of marking. Employees were ensured confidentiality upon participating in this research; furthermore the results of the Staff Satisfaction Survey 2007 have yet to be release to all employees of the organisation.
ACKNOWLEDGEMENTS:
Human Resource Management in Practice - 1 -
The researcher wishes to acknowledge all persons who participated in the research, without whom this research could not have been completed.
The following people who kindly assisted the researcher with their time and resources throughout the research process deserve particular mention:
Janet Jones- Director of Human Resources, University of Bradford, who provided the researcher with the working environment and resources needed to complete the project, Janet provided continuous support throughout the researcher’s CIPD placement and life span of the project.
Personnel Department, University of Bradford. All members of the department must be acknowledge for the support they gave the project and the time spent responding to the researcher’s queries and with the provision of much needed information quickly and effectively.
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1. EXECUTIVE SUMMARY:
• The aim of this report is to effectively analyse the University of Bradford’s exit questionnaire procedure, highlighting any patterns and trends which are occurring with regards to exiting employees’ perception of the University and the reasons stated for leaving.
• A triangulation approach was adopted to gather the research data: questionnaires, semi- structured interviews and document analysis.
FINDINGS:
• The rate of return for the exit survey is 8.9%.
• The response rates for the questions being asked are consistently high, highlighting that the questions asked are appropriate and that the survey is fit for purpose.
• The data gathered from the questionnaire analysis correlates to the information collected from the organisation’s Staff Satisfaction Survey 2007, with similar issues being identified in both sources.
• The main primary reason listed as to why employees choose to leave the organisation is to enhance their career prospects.
• The main secondary reasons listed can be directly linked to dissatisfaction with the organisation’s management style and processes.
• The main identified reason behind non-completion is due to the information not being utilised.
RECOMMENDATIONS:
• Administrative changes to the process will increase its efficiency.
• Collate the information gathered on to a database which will allow for easy report generation.
• Information must be generated and feedback given on an annual basis to individual schools/departments. Employees can then recognise that the information is being utilised, improving future completion rates.
• Future procedural developments include online survey and compulsory exit interviews as a method of generat本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。