员工意识调查EmployeeSatisfactionSu

2004年员工意识调查报告2004 Employee Satisfaction Survey Report2005年2月1日目录目录(catalog)调查目的调查目的Purpose方法说明方法说明Methodology满意度满意度ESI意识维度意识维度Dimension职级差异分析职级差异分析Seniority Gap AnalysisA&R差异分析差异分析A&R Gap Analysis部门差异分析部门差异分析Department Gap Analysis员工建议和意见员工建议和意见Suggestions&Opinions调查概述调查概述General Introduction提高员工满意度行动提高员工满意度行动Action on ES一、调查目的一、调查目的(Purpose)员工满意员工满意Employee Satisfaction员工敬业员工敬业Employee Engagement经销商满意经销商满意Dealer Satisfaction顾客满意顾客满意Customer Satisfaction返回目录Catalog二、调查概述二、调查概述(General Introduction)调查对象：课长及以下职全体员工Respondent:All the staff including Kezhang and lower seniorities调查方式：不记名Anonymous调查时间：2004年11月30日-12月6日Time:Nov.30,2004-Dec.6,2004返回目录Catalog二、调查概述二、调查概述(General Introduction)问卷题型Question Mode单选题：36道题 36 Options问答题：5道题5 Essay Questions有效答卷率:68%Response Rate:68%返回目录Catalog二、调查概述二、调查概述(General Introduction)填写问卷Question-naire统计分析S&A改善提案KaizenProposal提交报告Release Report返回目录Catalog方法说明方法说明(Methodology)分析维度(Analysis Dimension)统计分组(Group Classification)分析角度(Perspective)满意度(Interpretation of ESI)返回目录Catalog分析维度分析维度(Dimension)经营策略Business Strategy沟通Communication管理Management报酬Compensation职业发展Career Development基本意识General attitude工作Work返回目录Catalog统计分组统计分组(Group)业务职/一般职/技能职clerk专2职Specialist专1/上专/课长Supervisor职级Seniority目前忠诚度Current A&R部门Department财务部Financial管理/广报Admin./PR车辆/达路MPD/Dario网络部DDD售后服务部ASD分支机构Branches留Plan to Stay不确定Not Decided离Plan to Leave三年忠诚度3Y A&R返回目录Catalog分析角度分析角度(Analysis Perspective)职级差异分析Seniority Gap Analysis忠诚度差异分析Attraction&Retain GAP Analysis部门差异分析Department Gap Analysis返回目录Catalog员工满意度测量员工满意度测量(Satisfaction Scale)非常同意Strongly agree5基本同意Agree4部分同意Neither AgreeNor Disagree3基本不同意Disagree2非常不同意Strongly Disagree1返回目录Catalog满意度计算满意度计算(ESI Interpretation)员工满意度职业发展Development沟通Communication薪酬Compensation工作Work管理Management+=T14(T16+T17+T18+T20)/4(T21+T23+T24)/3(T27+T28)/2T34返回目录Catalog总体员工满意度总体员工满意度(Overall ESI)：3.26返回目录Catalog意识维度意识维度-基本意识基本意识(Dimension-General attitude)HonorHonorConfidenceConfidencePossibility of Stay Possibility of Stay 返回目录Catalog意识维度意识维度-公司策略认识度公司策略认识度(Dimension-Business strategy)3 years 3 years Strategy GoalStrategy GoalDepartmentDepartmentStrategyStrategy返回目录Catalog意识维度意识维度-管理满意度管理满意度Dimension-Management*有56.3%的员工认为”责任不责任不明确，部门间互相推卸明确，部门间互相推卸“是开展跨部门工作最多的问题点*提高决策速度决策速度最难的方面：财务部有50.0%、售后服务部有51.2%的员工选择“信息沟通不完备信息沟通不完备”;车辆/达路有59.5%的员工选择”关联领导太多关联领导太多”;网络部有52.6%的员工选择“环境变化，组织对应不及时环境变化，组织对应不及时“管理/广报有58.8%的员工选择”合资双方的文化差异合资双方的文化差异”Satisfied with your supervisorSatisfied with your supervisor返回目录Catalog意识维度意识维度-工作满意度工作满意度Dimension-Workworkloadworkloadachievementachievementexpertiseexpertiseapplicationapplicationimprovementimprovement返回目录Catalog意识维度意识维度-薪酬满意度薪酬满意度Dimension-CompensationPromotionPromotionSalary&BonusSalary&BonusFringe BenefitFringe Benefit返回目录Catalog意识维度意识维度-职业发展满意度职业发展满意度Dimension-Career Development对于职业生涯发展,全员有53%的员工选择”提供更多的培训机会提供更多的培训机会”,46.1%的员工选择”提供更多的发展空间提供更多的发展空间”Career DevelopmentCareer DevelopmentCareer Goal Career Goal AchievementAchievement返回目录Catalog意识维度意识维度-沟通满意度沟通满意度Dimension-CommunicationQ31：外语沟通是否是影响您工作效率的主要原因吗？部门差异：财务部44.4%的员工回答“是”;管理/广报17.6%的员工回答“是”communicationcommunication返回目录Catalog差异分析差异分析Gap Analysis职级差异分析Seniority Gap Analysis:忠诚度差异分析A&R Gap Analysis部门差异分析Department Gap Analysis返回目录Catalog职级差异职级差异Seniority Gap AnalysisClerkSpecialistSupervisor返回目录Catalog职级差异分析职级差异分析-北京总部北京总部Seniority Gap Analysis-BeijingClerkSpecialistSupervisor返回目录Catalog职级差异分析职级差异分析Seniority Gap Analysis22.5%27.9%28.8%13.5%7.2%17.1%25.7%41.4%41.4%4.3%26.3%31.6%36.8%5.3%ClerkSpecialistSupervisor返回目录Catalog职级差异分析职级差异分析Seniority Gap Analysis20.7%31.5%30.6%11.7%5.4%17.1%47.1%24.3%7.1%4.3%15.8%73.7%10.5%ClerkSpecialistSupervisor返回目录Catalog职级差异分析职级差异分析Seniority Gap Analysis5.1%13.6%13.6%40.7%27.0%5.6%37.0%25.9%22.2%9.3%5.6%44.4%44.4%5.6%ClerkSpecialistSupervisor返回目录Catalog职级差异分析职级差异分析Seniority Gap Analysis42.3%57.7%34.3%65.7%21.1%78.9%ClerkSpecialistSupervisor返回目录Catalog目前忠诚度差异分析目前忠诚度差异分析Current A&R Gap Analysis返回目录CatalogPlan to StayNot DecidedPlan to Leave目前忠诚度差异分析目前忠诚度差异分析Current A&R Gap AnalysisPlan to StayNot DecidedPlan to Leave返回目录Catalog目前忠诚度差异分析目前忠诚度差异分析Current A&R Gap AnalysisPlan to StayNot DecidedPlan to leave返回目录Catalog目前忠诚度差异分析目前忠诚度差异分析Current A&R Gap AnalysisPlan to StayNot DecidedPlan to leave返回目录Catalog目前忠诚度差异分析目前忠诚度差异分析Current A&R Gap AnalysisPlan to StayNot DecidedPlan to leave返回目录Catalog目前忠诚度差异分析目前忠诚度差异分析Current A&R Gap AnalysisPlan to StayNot DecidedPlan to leave返回目录Catalog目前忠诚度差异分析目前忠诚度差异分析Current A&R Gap AnalysisPlan to StayNot DecidedPlan to leave返回目录Catalog部门差异分析部门差异分析Department Gap AnalysisFinanceMPD/DARIODDDASDBranches返回目录CatalogAdmin.&PR部门差异分析部门差异分析Department Gap AnalysisFinanceMPD/DARIODDDASDBranches返回目录CatalogAdmin.&PR部门差异分析部门差异分析 Department Gap AnalysisFinanceMPD/DARIODDDASDBranches返回目录CatalogAdmin.&PR部门差异分析部门差异分析Department Gap AnalysisFinanceMPD/DARIODDDASDBranches返回目录CatalogAdmin.&PR部门差异分析部门差异分析Department Gap AnalysisFinanceMPD/DARIODDDASDBranches返回目录CatalogAdmin.&PR部门差异分析部门差异分析Department Gap AnalysisFinanceMPD/DARIODDDASDBranches返回目录CatalogAdmin.&PR部门差异分析部门差异分析Department Gap AnalysisFinance MPD/DARIODDDASDAdmin.&PRBranches返回目录Catalog部门差异分析部门差异分析Department Gap AnalysisFinance MPD/DARIODDDASDBranches返回目录CatalogAdmin.&PR部门差异分析部门差异分析Department Gap AnalysisFinanceMPD/DARIODDDASDAdmin.&PRBranches返回目录Catalog员工建议和意见员工建议和意见Suggestions and comments返回目录Catalog团队合作Teamwork沟通communication员工激励Incentive业务流程Business Process管理制度Management Regulations市场策略Marketing Strategy提高员工满意度行动提高员工满意度行动Action on employee satisfaction让员工找到在FMTS工作的意义Help employees realize their values in FTMS加强对部下的培养Coach your subordinates勇于创新和挑战Innovation&challenge返回目录CatalogThank you!谢谢大家!