The purpose of an organizational climate survey is to measure morale and employee opinion. The standardized instruments used permit comparison of a wide variety of features proven to effect productivity, safety and retention. Scores can be grouped to examine differential findings for classes of employees, as defined by function, rank, location and EEOC characteristics.
The survey process is designed to inform leadership so that needs are clearly understood. The Organizational Climate Survey reports what workers believe about their circumstances. The result is to identify corporate strengths and weaknesses, and to prioritize needs so that resources can be allocated to where they will do the most good. The procedures use standardized comparisons on factors, employee groups and work locations. Such in depth reporting provides valid findings that distinguish how different employee groups feel about their work, working conditions and the agency or organization. Because care is taken to categorize responses, analysis can be made by location, gender, ethnic origin, specialization of work, pay grade and any combinations of these identifiers. Reassessments can provide signs of change, to include improvement in morale and identify areas requiring continuing attention. Management of Employment Selection Risk
Selecting the right people for specific jobs has long been the goal of human resources professionals. In current times, the consequences of poor selection have included legal liability to the employer and the client served. Our staff is well experienced in personnel screening for a wide range of important positions, serving locations almost anywhere on the globe. The technology used to affirm reliability for specially selected positions is broad based, multidisciplinary and state-of-the-art. If your requirements include making the best selection for a special position, we can help.
Dealing With Problem Employees
Work place violence, threats, intimidation, interpersonal conflict, unwanted attention, toxic employees/toxic managers, and other risks are all liabilities. Workers have the right to expect a safe, fair place to make their contributions, a setting free of danger from the work, or other workers. Workers also have a right to be treated fairly; discrimination or perceptions of it form liability of a different yet no less expensive kind. Our practice routinely assesses claims, mediates differences and reduces risk. Whether anonymous bomb threats, worker violence or simply low morale, we are experienced in managing risk and risk makers.
Post Traumatic Incident Intervention
When bad things happen, good people are usually affected. Post traumatic intervention involves the de-traumatizing of the experience by normalizing reactions and identifying those who may require more extensive assistance. The range of available services covers the realm of emergency response and preparedness needs. These include responding immediately following a critical incident, arranging long term care, assessing suitability to return to duty and evaluating disability. We also assist in planning for emergencies. This includes developing an action plan for use in the wake of crisis and providing employee training to assure its successful use.