The company provides the cake and ice cream and the birthday employees are given a company sponsored gift certificate for a dinner for two at a local restaurant.
In addition to the birthday day each month we have a potluck each month. Many companies have annual potlucks or holiday parties only, but we believe more frequent affairs help to maintain the bond of friendship among the workers, thereby insuring a higher retention rate. Emplyees who are happy with co-workers and have friends on the job are less apt to seek other employment.
Each month, the first Friday of the month, each department has a department wide potluck. We allow a 90 minute lunch period instead of the usual 30 minutes and management rotates which departments they join each time. Employees bring dishes to the affair and the company provides the napkins, forks, plates and cups.
4. How does your organization access the level of employee satisfaction/dissatisfaction?
We have a unique system at this company for doing that. Of course we have the standard suggestion box, exit interviews, and other methods that help us determine how happy or unhappy the employees are, but we also have a system on the time clock. Each morning when they clock in the machines asks them to push a button that describes their mood. The choices are happy, angry, sad, unhappy, stressed. Each day when the employee clocks out the same question is asked.
We have a computer program that records the answers and periodically analyzes the data to see if there is a growing dissatisfaction in any area of the company. It has worked well for several years and we are actually being talked to by other companies about purchasing the right to use it for their workers.
The indicator as they come on duty helps us to know if things are happening at work causing the moods, or if they were angry before they began work.
Does your organization have any type of grievance procedure for non-unionized employees? If so, describe.
A described it in the last question. Okay, if they have a grievance they are asked to take it to their immediate supervise first. If that does not resolve it to their satisfaction they can come to my department. We have an open door policy and I will set up a mediation to resolve the situation.
5. What is the primary reason that employees leave your organization?
The number one reason that they leave is relocation. We have 30 manufacturing plants nationwide and many employees transfer to other parts of the nation to work. The second reason is to gain better retirement packages. Unfortunately at this point we do not have a very competitive retirement program. We are working on resolving that but we have lost several employees recently to companies that had stronger retirement programs.
6. What policies and practices do you...
The current business climate being what it is, it is likely that employees and labor organizations will understand the necessity of certain cuts, but the inclusion of employees and/or their representatives in the decision making process is still very important and highly beneficial to any organization. It will also, of course, make other aspects of the human resource manager's job less difficult, as it will then be possible to
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