Sarah is reviewing the survey recommended by the vendor. She likes the survey, b

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Sarah is reviewing the survey recommended by the vendor. She likes the survey, b

Sarah is reviewing the survey recommended by the vendor. She likes the survey, but she wants to make a few changes. Teri asks Sarah the reasons behind the changes.
A comprehensive survey program has great capabilities to inform HR professionals, supervisors, managers, and executives of so many aspects of organizational life of which they are not a part. The importance of employee survey programs should not be understated. We should also recognize that the organization will benefit most from high-performing employees and employees with high commitment. Employees with neither of these attributes are members of the organization who may or may not want to continue to be part of it.
Introduction
Knowing what employees believe and feel is essential to an organization achieving its mission, goals, and objectives. It is crucial to decision making concerning recruitment, retention, engagement, productivity, and all aspects of the employer–employee relationship. To influence organizational leaders, HR professionals must be sensitive to, and be aware of, employee attitudes.
One way to “take the temperature” of an organization is through use of an employee survey. Seemingly a simple process, it requires significant critical analysis and strategy to develop an effective and intended measurement. When the data is accurately and effectively collected and analyzed, it likely yields actionable recommendations for leaders and managers to execute. Critical steps in developing a survey include who should receive it, what it should contain, how it should be distributed, and when it should be sent to respondents. The ability to create targeted and effective surveys is vital to human resources practice.
Scenario
You are an HR professional that is on a team responsible for employee relations in a 30,000-strong organization that has been experiencing a quadrupling of turnover rate in one business unit of 2,025 employees. There have been a number of complaints about manager abuse, improper use of overtime, favoritism, and bullying. The leadership turnover in this business unit is almost negligible. Part of this business unit builds a unique national defense item and is the only maker in the nation. The company is a major contractor with the Department of Defense. The head of HR has asked for your help in figuring out the cause[s] of these issues. She has created a template for demographic information and the actual survey.
Your Challenge
In order to make an informed decision, the head of HR has tasked you with giving her a report addressing the issues. Use the Sample Employee Survey [DOC] document, as well as the Sample Demographic Data [DOC], to complete the report.
Assignment Instructions
Prepare a 3–4 page report that states your recommended course of action. Along with your recommendation, include the following:
Evaluate the role of HRIS and the role of metrics in the practice of human resources.
Analyze how the use of an employee survey supports HR in this organizational scenario.
Evaluate the survey to determine which questions would be the most useful for HR professionals in the given organization scenario.
Evaluate the survey to determine which questions would be the most useful for managers and executives in the given organization scenario.
Explain why the selected questions offer value in the given scenario to each organizational stakeholder.Provide references to support your assertions as to why they would be valuable to some groups but not to others.
Justify why some survey questions could be removed for the given scenario.Use your own rationale for this task.
References are not required but may well be useful.
Review the HR Challenge: Getting the Right Data rubric to see the criteria by which your assignment will be evaluated.
Submission Requirements
The deliverable for this assignment applies professional skills in human resource management (HRM) to workplace situations which you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace. Your assignment should meet the following additional requirements:
Length: Your report should be 3–4 typed, double-spaced pages, not including the cover and resources pages.The first page should be a cover sheet with your name, the course number, assessment title, and date. No other information is required on this page.
The last page should be the reference list.
Organization: Make sure that your assignment writing is well-organized, using headings and subheadings to organize content for the reader.
Font and font size: Times New Roman, 12-point font.
Resources: Use a minimum of four references from trade or peer-reviewed publications.
Evidence: Support your assertions with data and/or in-text citations.
References:
https://www.qualtrics.com/blog/employee-satisfacti…
https://www.opm.gov/fevs/reports/governmentwide-re…
https://web-p-ebscohost-com.library.capella.edu/eh…

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