Implementing the employee survey |
The implementation of the survey results mainly focuses on three core tasks:
Need for action only arises when the survey results (perceived actual conditions) are compared to the defined target values of the management: the greater the target/actual deficit, the greater the resulting need for action. Without the target value, each actual value is acceptable. Where no target value is defined, it has to be formulated ex post. Prioritising the need for actionThe definition of the need for action with or without the setting of priorities is carried out on several levels from top to bottom through the company's report as well as the sectoral and sub-sectoral reports and can be continued down to the department reports. Usually, defining the need for action is one of the standard tasks of ISPA consult. Reducing the need for actionThe identified need for action is reduced by means of defined partial projects. Ideally, these are subject to a professional multi-project management with an effective project organisation, master plans and project progress checks. One has to differentiate between centrally and locally controlled partial projects. Centrally controlled partial projects are handled by expert teams, who orient themselves on one or more reports and are often directly subordinate to the company management. Primarily, suitable projects would be schemes such as remuneration, which are designed for the company as a whole. The individual departments handle locally controlled partial projects mostly autonomously. The improvement of interpersonal relations could be such a project. Regarding this sector, ISPA consult mainly assumes project management and organisational consulting tasks and participates as content and/or method consultant in the individual project teams, as and when required. ISPA consult offers:
|