Vulnerability Assessments and Employee Focus Groups A union vulnerability assessment is one of the most effective union avoidance tools for management to employ to identify your problem areas before they become toxic or can be exploited. A union vulnerability assessment allows management to make strategic decisions to develop positive employee relations programs towards rewarding employee and organization development while achieving union prevention. Conducted in a controlled environment, one method is "employee focus groups" which are powerful tools to ascertain employee and manager attitudes about the organization and its readiness for change. This provides the quickest and most economical means of an organizational assessment.
A union vulnerability assessment is one of the most effective union avoidance tools for management to employ to identify your problem areas before they become toxic or can be exploited. A union vulnerability assessment allows management to make strategic decisions to develop positive employee relations programs towards rewarding employee and organization development while achieving union prevention. Conducted in a controlled environment, one method is "employee focus groups" which are powerful tools to ascertain employee and manager attitudes about the organization and its readiness for change. This provides the quickest and most economical means of an organizational assessment.
Management Audit The management/supervisory audit is used to ascertain the perceptions and assess the capabilities of the managers, their understanding of employee issues, and the presence or potential for union activity. Properly utilized, the management audit is a valuable strategic and tactical tool that provides insight into organizational issues and the employee relations climate. We determine employee issues, concerns, and the client's vulnerability to union incursion. The assessment will highlight employee relations and the organization’s strengths and weaknesses. The analysis will highlight the ability of the organization to withstand an organizing drive and management's ability to be successful in remaining UNION FREE. KEY TOPICS The data collection phase centers on the following topical areas: Communication Discipline Performance Management Employment Law Compliance Policy/ProcedureFunctions Recommendations for Improvement Total Compensation Benefit UtilizationComplaint Resolution TurnoverManagement Style Support Organization Culture BENEFIT TO PARTICIPANTS: Viewed as an expression that top management is interested in their comments and suggestions Allows participants the opportunity to tell a neutral party how they really feel, knowing their comments will be conveyed to management with anonymity. BENEFIT TO MANAGEMENT: Management is perceived as caring enough to solicit participants opinions Enables top management to get an overall view of the organization and how their employees feel. Eliminates information filtration that exists in most organizations.
The management/supervisory audit is used to ascertain the perceptions and assess the capabilities of the managers, their understanding of employee issues, and the presence or potential for union activity. Properly utilized, the management audit is a valuable strategic and tactical tool that provides insight into organizational issues and the employee relations climate. We determine employee issues, concerns, and the client's vulnerability to union incursion. The assessment will highlight employee relations and the organization’s strengths and weaknesses. The analysis will highlight the ability of the organization to withstand an organizing drive and management's ability to be successful in remaining UNION FREE.
KEY TOPICS
The data collection phase centers on the following topical areas:
Communication Discipline Performance Management Employment Law Compliance Policy/ProcedureFunctions Recommendations for Improvement
BENEFIT TO PARTICIPANTS:
BENEFIT TO MANAGEMENT:
Employee Opinion Survey DESCRIPTION: The Employee Opinion Survey is a formal confidential, individual employee input program utilizing a questionnaire developed in conjunction with the organization's management group. to determine organization climate at all levels and in all areas. Specific issues and concerns can be highlighted using quantifiable questions and employee responses. It is a customized approach that is organization specific and designed to obtain feedback from a large cross section of employees. The questionnaire results are computer tabulated and analyzed, and are enforced by feedback sessions with participants to elicit in-depth causes of particular questionnaire responses. Employees are guaranteed individual confidentiality. In addition, management receives participants' verbatim comments and a comprehensive report from The Burke Group summarizing the survey results and outlining corrective recommendations.This instrument has a core group of questions (15) to which the client can add, which will ensure a customized, quantifiable survey that will become a working document that allows the organization to measure progress and develop a more effective communications process. Working with a consultant, the client will determine and design the best questions to ask and, most importantly, what questions NOT to ask.
DESCRIPTION:
The Employee Opinion Survey is a formal confidential, individual employee input program utilizing a questionnaire developed in conjunction with the organization's management group. to determine organization climate at all levels and in all areas. Specific issues and concerns can be highlighted using quantifiable questions and employee responses. It is a customized approach that is organization specific and designed to obtain feedback from a large cross section of employees. The questionnaire results are computer tabulated and analyzed, and are enforced by feedback sessions with participants to elicit in-depth causes of particular questionnaire responses. Employees are guaranteed individual confidentiality. In addition, management receives participants' verbatim comments and a comprehensive report from The Burke Group summarizing the survey results and outlining corrective recommendations.This instrument has a core group of questions (15) to which the client can add, which will ensure a customized, quantifiable survey that will become a working document that allows the organization to measure progress and develop a more effective communications process. Working with a consultant, the client will determine and design the best questions to ask and, most importantly, what questions NOT to ask.
KEY TOPICS:
The survey questions are assigned to ten categories:
This is their opportunity to "talk" directly to top management and they perceive management is sufficiently interested in their opinions and feelings.
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