1. QUICK INTRODUCTION ABOUT
EMPLOYEE SURVEY

2. About our employee survey services
© NVM Group 20152

3. Our services
• Syndicated
• Student and career – annually from 2008
• HR Facts and Figures - 2010
• Ad-hoc
• Employee satisfaction
• Employer branding assessment
• Employee engagement
• Culture fits and engaged values
• Attitude Audit and disaster check
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4. Our approach
• Technically:
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Qualitative
• Focus on the quality of information
and insight of it
• Help to explore things and
assumption
Interview approach:
In-depth interview
mini focus group discussion
Quantitative
• Measure up things by put things in
quantity.
• By statistical analysis, we project
concerns in form of the scale and
scope of each issue itself
Interview approach:
Paper & pencil interview
Computer-assisted interview
Inter-person interview is still the better way to identify and detect any
concerns from staff during the process while the computer-assisted
interview being more on convenient side.

5. Our approach
“Each corp. has its own expectation and sets of action standards
that need to be addressed properly. Let share with us and together
we figure them out.”
“Most critical thing to employee survey is not in the methodology
itself but on how the data collected and the way each interviewee
receives feedbacks after that.”
“Employee survey is a critical way to build trust based on the way we
set up the communication and feedback channel to staff”
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Thus the close cooperation between Client and project team is critical to
the project.
Upon the specific needs from client, the research approach will be tailor-
made for each of the assumption from BOD as well as HR team.

6. Our approach
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Satisfaction
Motivation Effective
ENGAGEMENT
The aspects to be assess are listed but
not limited within this list:
• Collaboration & Cooperation
• Commitment & engagement
• Communication & Information
• Growth & Development, Training
• Diversity of cultural backgrounds
• Efficiency of work and structure
• Working environment; Fairness & Respect in
relations and at work; Feedback on work,
performance
• HR policies
• Job satisfaction, variety and scope
• Leadership; Management attitude and
behaviors
• Motivation; Pay & rewards, compensation,
benefits
• Individual performance
• Quality of work process, products & services
• Reaction to survey
• Recognition of work
• Working resources; Workload
• Business strategy; Company Vision, Mission
& Values
• Teamwork & colleagues

7. Our approach
• In partnership with you throughout the process
 Questionnaire Development & Distribution
 Response Rate Advisory
 Survey Communication – Aims, Confidentiality, Results/Findings
 Survey Host – invitations/reminders, Presentations/workshops, Action
planning
 In case the PAPI required, the key personnel from NVM will handle the process
of information collection to ensure the maximum confidentiality
 Reports delivery – Individual teams/Departments/Regions
 Benchmarking Advisory
 Management commentaries for actions
 Trend information, track results over time
 Online data access to create customized charts/tabulations combining with
statistical approach to understand deeper about the drivers and reasons
behind the figures
 Key Driver Analysis on engagement/retention/satisfaction index
 Strictly follow the Code of Conduct from ESOMAR for social research.
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• Briefing and discussing with internal team for understanding the circumstances as
well as key business objectives and expectations
Focus
• Exploring assumption by observing and exploratory interviews
Gathering information
• Designing processes and questionnaires
Design
• Test, check, test, check, …..
Pilot and Review
Rolling out
• Processing raw data
• Formulating models and influencing factors
Analysis
• Presenting Draft reports and findings
• Discussing on key finding for understanding the causes and their impact
Result communication
• Checking facts again.
• Identifying problems
Signing up
• Proposing ideas for actions
Measuring outcomes

9. Our clients
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10. Sample report and our tools
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Data processing procedure
Data coding
•Based on the finished questionnaire to generate the code frame and then the
code frame for all the open-ended answer
•The code frame will be used during the data inputing step
•All finished questionnaire should be coded and hidden the interviewees.
•Code all the open ended answers. In case there are some new codes from the
existence code frame , contact the HR team for new codes.
Data inputing
•Setup the input framework (SPSS, QPS)
•Data input. Checking on the code frame and recon
•Data cleaning
Data
processing
•Check on the tab-spec
•Create the syntax
•Generating tabulars

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13. Overall satisfaction
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[your comment…]
4.3
2.4
2
Total Group Head Office Factory
Overall satisfaction
Ref: Q1R1 (
Data: table 1

14. Detailed factors for the staff satisfactory (sorted)
14
Ref: Q1R2..R14
7.38
7.44
7.20
8.00
6.72
7.00
8.19
7.00
7.17
6.12
7.60
6.46
7.20
Satisfaction score
0.8
00.7
90.7
80.7
40.7
30.7
30.7
00.6
90.6
20.5
90.5
70.4
5 0.3
3
Weight factor
Leadership
nature of work
Direct management
Relationship
Fair treatment
Feedback
Relationship to customer
Personal regconition
Senior management
Pay and reward
Facilities and equip
Personal development
Work life balance
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15. Understanding of ….
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76%
47%
35%
47%
29%
Support for chains
Brand bulding
Customer service
Revenue generation
Support for staff
Satisfaction score
30% 40%
70% 60%
HO Factory
No
Yes

16. Perception toward communication channels
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1
2
3
4
5
Individual face to
face meeting -
Mean score
A personal memo
or note - Mean
score
E-mail - Mean
score
Telephone - Mean
score
Group meeting -
Mean score
Notice board -
Mean score

17. Tools support for the Survey
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www.questionpro.com www.SurveyMonkey.co
m
Qualtrics

18. THANK YOU!