Koegel PowerPoint Presentation

Evaluating Human Resources

Evaluating Human Resources

Evaluating Human Resources Project: Part II

Rischonda Forsythe

Cody Abbey

Nicolaza Ascencio

HRM3150

Performance Management of Human Resources

September 20, 2020

Introduction

This second part of the project will deal with the evaluation of the survey data that was collected from the employees of KOEGEL Company. It will also focus on the importance and satisfaction of employees. The information which was gathered from the employees that will be at the center of this data evaluation will specifically revolve around KOEGEL Company employees’ well-being.

Employees Survey Results

The total number of surveys distributed in this project was 115 surveys which covered the total number of employees in the KOEGEL Company. However, according to the results, the usable surveys amounted to 50, implying that 65 surveys remained un-used. Therefore, from this results, the participation rate of the employees to this exercise can be calculated as; this participation rate is not much satisfactory since it doesn’t specifically portray the real picture of the Company employees bearing in mind that a larger number didn’t participate in this survey. This results into an implication of the possibility of having ineffective data at the end of the project since the result will not even be giving half the opinion of the employees.

Summery Table

HR Services	Average Importance	Average Satisfaction	Gap
Award & Recognition Program	4.72	2.74	-1.98
Healthcare Insurance	4.28	5.80	1.52
Flexible Work Schedule	5.62	3.58	-2.04
Incentive Pay Program	3.36	4.72	1.36
Leadership Development	5.80	5.62	-0.18
Vacation & Holiday Pay	2.74	4.28	1.54
Career Development Opportunities	4.66	3.36	-1.30
Performance Appraisal System	3.58	4.66	1.08

Importance Evaluation

The services provided at Koegel that are of top importance for employees are:

1) Leadership Development

2) Flexible Work Schedule

3) Award and Recognition Program

4) Career Development Opportunities

Let me break each one down and identify why they are important and how they contribute to HR trends.

Leadership development being at the top of the list is no surprise.  A company cannot be successful without the help of their employees work performance and the leaders that motivate and contribute to the employees. Leadership development equips leaders with the skills that help them enhance the productivity of their team (London School of Business and Finance Staff, 2018).  This service is a win-win for both the company and employees as it contributes to the goals and objectives of the company by enhancing leadership skills that are used to train and improve employee work performance, and it helps employees reach their individual goals improving their performance and compensation.  

Flexible work schedule is an important service to employees as it allows employees to feel they have the ability to pursue higher education, accommodate for their families and improve their performance by increasing happiness and dedication. When employees feel their needs are being met, in return they want to be loyal to a company and help it succeed. By providing flexible work schedule, HR will notice the ability to retain and attract qualified employees, boost productivity, and accommodate peak demand times in the business. 

Next, the award and recognition program are rated third most important service to employees.  It is a proven fact that employees use feedback to help increase motivation and work productivity and by being awarded and recognized for their work performance they can maintain a more consistent productivity level.  This contributes to HR trends by increasing morale of the employees and having more stable productivity which adds to the success of the company.

Finally, career and development are listed as a top important service to employees because employees want to feel they can commit and grow with a company.  By providing an atmosphere where employees can recognize opportunities for advancement, it increases motivation and productivity.  By hiring employees and guiding them in a path that is seen more of a career than just a job, companies can retain talented employees and discourage job hopping.

Satisfaction Evaluation

There are many different focuses behind employee satisfaction and it should always be viewed as an essential task to find out what areas are held to the highest standard when it comes to employees. Overall, we found four main areas that employees said they value most. This includes healthcare, leadership development, an incentive pay program, and a performance appraisal system. While this may not be the top four or even in that order for every employee, this is the average of what employees thought was most important when it comes to their satisfaction. Merher (2015) explained that studies show what employees’ value is changing. For example, a recent survey by MetLife found employees value choice and the ability to personalize benefits. So, while we may have thought we knew what employees wanted in the past, it is now more important than ever to survey employees and get their input on what is important to them. 

When it comes to the four areas that our employee found most valuable, they were fairly straight forward. Coming in at number one, our employees believe that good healthcare options is top priority. Merhar (2015) explained that with escalating health-care costs and an increasingly mobile workforce it is no surprise that it comes in at number one for most employees. They need to know they are going to be taken care of and this is an important aspect. Second, leadership development came as the second most valuable area. Thompson (2019) mentioned that an empowered learning and development team improves employee retention. In fact, 93% of employees say they will stay longer at a company when that company invests in their career development. This is because employee want to learn and grow in their careers and they do not want to go at it alone. They want to feel that their employer is supporting them in their aspirations whatever that may be. Third, incentive pay was shown to be an important area for employees as well. This has also been seen as an important benefit at many organizations as employee value performance-based pay structures. This allows employees to be rewarded for their work while also having the ability to increase their pay. Lastly, the fourth most important area that was seen on the survey was having a performance appraisal system. Employees want to know that when they put in the work, it will be accounted for. A performance appraisal system contributes to a more standardized performance rating structure and employees value a fair and structured system that shows their efforts. Merhar (2015) also explained that employee benefits are just one tool to make your team feel valued, appreciated, and loyal. While finding out what they value most is important, it is what is done with that information afterwards that matters most to make an impact. 

Gap Determination and Next Step

Over-Performing Services

According to the results, the most over-performing services are as follows;

· Vacation and Holiday Pay Service; this service is important as it helps the employees to relax and refresh

· Healthcare Insurance service; this service is important as it ensures that the employees are always health and fit to carry out their daily chores

· Incentive Pay Program service; this services ensures that the employees are always kept fit on their financial needs

· Performance Appraisal System; this service helps in ensuring that the employees are always kept check in their performance all the time. It also helps in the arrangement of employees training program.

From the results, the point that is meeting expectations, that is less than 1-point gap is Leadership Development service which has a gap of -0.18. This implies that the company’s leadership is well maintained.

Under-Performing Services

The three underperforming services according to the result of the survey include;

· Flexible Work Schedule service; this implies that the work is always fixed, giving no room for any fix in-case there is an emergency in the company’s workforce.

· Award & Recognition Program service; the under-performing of this service implies that the employees performance may end up reducing since they aren’t rewarded and recognized for their hard work.

· Career Development Opportunities services; the underperforming of this service implies that with time, the company may end up lacking more experienced employees in future since they aren’t given an opportunity of advancing in their field of work.

Conclusion

From the survey results, it’s quite clear that a large percentage of the KOEGEL Company employees didn’t take part in the survey. This makes the survey results not to be very much efficient. To some extend the company is doing well in ensuring that the employees’ well-being is always emphasized, but there are other areas that have not been addressed, hence recording an underperforming result (Minjarez, et al. 2020). Although, the survey helped demonstrate that the top services provided that are important to employees all contribute to motivating and increasing productivity.  This is a bonus for the company as it helps align with goals and objectives. In order to keep employees happy, providing services where they feel they are being invested in can help a business succeed and increase work performance. 

References:

Minjarez, M. B., Bruinsma, Y., & Bucio, R. M. (2020). Supporting behavior, self-regulation, and adaptive skills. Retrieved from https://psycnet.apa.org/record/2019-52296-013

Merhar, C. (2018, October 9). What Are the Most Important Benefits to Employees? Retrieved

September 16, 2020, from https://www.peoplekeep.com/blog/the-most-important-benefits-to-employees

Thompson, S. (2019, December 09). 5 Reasons Why Learning and Development Is Important

In 2019: Newrow. Retrieved September 18, 2020, from https://www.newrow.com/learning-and-development-importance/

London School of Business & Finance. (2018. November 20).  Why leadership development is

important.  Retrieved from https://www.lsbf.org.uk/blog/opinion-features/why-leadership-development-is-important