survey - Blogs - DPG Community2024-03-28T08:58:58Zhttps://community.dpgplc.co.uk/blog/feed/tag/surveyHow Future Proof is HR? Help us find outhttps://community.dpgplc.co.uk/blog/how-future-proof-is-hr-help-us-find-out2018-10-05T09:21:44.000Z2018-10-05T09:21:44.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/127864814?profile=RESIZE_400x&width=400"></div><div><p>Predicting what tomorrow’s world of work will look like has become even tougher in recent years. Already technology, Brexit, globalisation and the increasingly volatile nature of politics are having a profound impact, requiring HR directors to be more flexible, agile and innovative than ever before.</p>
<p>But are tomorrow’s HRDs equipped to deal with such radical and constant change?</p>
<p>That's the question being explored by <a href="http://bit.ly/HRBPStudy" target="_blank" rel="noopener">Gream People Inside</a> who are conducting a <a href="http://bit.ly/HRBPStudy" target="_blank" rel="noopener">study into the question</a>. The research will explore whether current HR business partners (HRBPs) have the potential to cope with new environments. They need the help of you and the rest of the DPG Community in exploring this vital topic.</p>
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<p><strong>What's in it for you?</strong></p>
<p>Completing survey's of course does take some time. But that's easily balanced with the benefit of getting your hands on an individual report sent to the email address you provide, giving you food for thought on your own future development. They won't share your report with anyone else.</p>
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<p><strong>Get involved</strong></p>
<p>So do get involved by taking their <a href="http://bit.ly/HRBPStudy" target="_blank" rel="noopener">20 minute psychometric assessment which you can find by clicking here</a>. </p>
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<p><strong>Heres's some more information for you...</strong></p>
<p><strong>A</strong>ll psychometric dimensions, used in this research, are validated for the UK working population and have validation and reliability scores that exceed those required by the British Psychological Society.</p>
<p>We want HRBPs from any type of organisation, regardless of sector, to complete this. But please <strong>don’</strong><strong>t complete it if this isn</strong><strong>’</strong><strong>t your role</strong> as we may not be able to share your report with you and your time and effort could be wasted.</p>
<p>When you register you’ll be asked your gender. This is solely so that when reports are produced, the reports refer to he/she, her/him etc rather than Susan and David all the time. This information is not used anywhere else in the process.</p>
<p><strong>Data privacy -</strong> No one but Martin Goodwill, CEO of Great People Inside (who will analyse the data), will see any individual results. They will not be shared with anyone, including <em>HR</em> magazine. For the purposes of the research and any subsequent article in <em>HR</em> magazine, all relevant responses will be aggregated.</p>
</div>Complete our Survey and win a crate of wine or a cart of clothes?https://community.dpgplc.co.uk/blog/developyourselfsurvey20182018-08-01T15:32:37.000Z2018-08-01T15:32:37.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/67339698?profile=RESIZE_400x&width=400"></div><div><p>Think back to when you made your New Year’s resolutions. <strong>It doesn’t feel long ago, but it is over half a year.</strong> How many of those have you ticked off? You’ve only got 10 weeks to do them all!</p>
<p>It’s ludicrous how fast the year passes, and how hard it can be to make space for your personal and professional development. This is why we have introduced a Develop Yourself survey. The survey gives insight into how you and others develop knowledge, skills, and behaviours.</p>
<p>To say thank you for completing it, we'll send you a complimentary copy of the final report once all the responses have been analysed and collated.</p>
<p>Whether you are looking to plan the next stage of your career, or just interested to read about what the current trends in  personal development are, we guarantee you will find the survey useful.</p>
<p><strong>We’re not naïve -- we know that it was the wine and the shopping brought you here!</strong> So to encourage you to click the big purple button below you will be entered into a draw to win a crate of wine or £100 Love to Shop vouchers in time for Christmas!</p>
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<p><a href="https://www.surveymonkey.co.uk/r/DevelopYourselfSurvey2018" target="_blank" rel="noopener"><img class="align-full" src="https://storage.ning.com/topology/rest/1.0/file/get/67339763?profile=original" width="337" /></a></p>
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</div>The Apprenticeship Levy Survey - Adoption, Perception and Opinionshttps://community.dpgplc.co.uk/blog/the-apprenticeship-levy-have-your-say2017-11-24T07:19:41.000Z2017-11-24T07:19:41.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2217420?profile=RESIZE_400x&width=400"></div><div><p>Hello everyone,</p>
<p>The Apprenticeship Levy has been in effect since May this year and with many new standards now being delivered, organisations have been able to fund these apprenticeships through their levy payments.</p>
<p>There are still many standards in development and many organisations still waiting to take advantage of their levy payments.</p>
<p>DPG are offering 4 apprenticeship standards currently around leadership & management and of course HR. </p>
<p>We're doing some research in to the apprenticeship levy and would appreciate you taking 5 mins to complete this short survey.</p>
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<p><a style="font: 12px Helvetica, sans-serif; color: #999; text-decoration: none;" href="https://www.surveymonkey.com">Create your own user feedback survey</a></p>
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<p>Alternatively you can click the link below <a href="https://www.surveymonkey.com/r/Preview/?sm=pZDHxA_2F8fDHKOnHIwq40vyMp_2FG7bIUqfgmemVHov14EVwynkZL84F8YICxRumjOU" target="_blank">https://www.surveymonkey.com/r/Preview/?sm=pZDHxA_2F8fDHKOnHIwq40vyMp_2FG7bIUqfgmemVHov14EVwynkZL84F8YICxRumjOU</a></p>
<p>Thank you</p>
</div>What is the state of curation in learning? Share your thoughtshttps://community.dpgplc.co.uk/blog/what-is-the-state-of-curation-in-learning-share-your-thoughts-12017-08-31T12:41:59.000Z2017-08-31T12:41:59.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2217351?profile=RESIZE_400x&width=400"></div><div><p>It was the talk of conferences four or five years ago and then it went quiet.</p>
<p>What happened to curation in learning? Has it been widely adopted or not adopted at all?</p>
<p>These are some of the questions I’ll be exploring in a forthcoming webinar on curation in learning for the Learning and Performance Institute.</p>
<p>To get a better sense of what learning professionals are (and are not) doing with curation,</p>
<p>I have created a short survey, which you can take <a href="http://www.surveygizmo.com/s3/3768726/The-state-of-curation-in-learning" target="_blank">here</a>.</p>
<p>All answers are anonymised and results will be shared with survey respondents.</p>
<p>It should take less than five minutes to complete. Please take part and share as I’m hoping this survey will shed some light on whether/how/if people are using curation in learning.</p>
<p>Many thanks!</p>
</div>Always on employee engagement – what is it and what are the key drivers?https://community.dpgplc.co.uk/blog/always-on-employee-engagement-what-is-it-and-what-are-the-key-dri2017-03-31T13:15:00.000Z2017-03-31T13:15:00.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2217242?profile=RESIZE_400x&width=400"></div><div><p>Organisations are always looking to improve the way they manage employees and employee engagement continues to be one of hottest topics, but also one of the major challenges for businesses. As outlined in this post on <a href="https://www.forbes.com/sites/joshbersin/2014/04/10/its-time-to-rethink-the-employee-engagement-issue/#29a0ab586cf3">Forbes</a>, as the workplace continues to evolve to a more fluid and less structured environment, and the demands and expectations of today’s multi-generational workforce change, the relationship between employer and employee is changing. But one area that persists for many organisations is the concept of the annual review. Stubbornly resistant to change, many employers are locked into the idea of the once-a-year survey sent out by a manager or by HR who can then use it to benchmark performance year on year or as part of a box-ticking exercise.</p>
<p>There are those who champion the need to move away from a backward-looking, once-a-year mindset that is both time-consuming and unpopular. In an era when people want a more flexible, agile approach to work, the annual approach does not allow an employer to have a real-time view of things or to take real-time action. Feedback is old or just focuses on what an employee can remember, and the opportunity is more often than not used to vent grievances rather than for positive forward-looking discussions. This rear-view mirror approach to employee engagement is no longer fit for purpose. To maintain high levels of engagement and productivity and to encourage a culture of openness and honesty, employers should focus on continuous engagement with their workforce through an ‘always on’ approach.</p>
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<p><b><br> So, what does “always-on” mean?</b></p>
<p>‘Always-on’ engagement means building initiatives directly into the way your organisation operates and communicates. Putting procedures and systems in place to enable you to create a vocal and transparent culture could be the most impactful change you will ever make. Employees want a permanent voice in the business and to be able to influence the things that impact them day to day. An ‘always-on’ approach gives employees the opportunity to share ideas, concerns and feedback in a regular and timely way. This way, employers can gather critical feedback in a streamlined and efficient way making it easier for them to make decisions when they matter most and to tackle issues or concerns immediately.</p>
<p>In the last 5 years alone, organisation’s have seen major steps forward in the development of technologies and techniques to help improve the way that they can engage with employees. The latest technology focuses on micro surveys that provide employers with the ability to measure their workforce’s engagement frequently and continuously.</p>
<p>To get the most out of an always-on survey, you need to make them accessible, timely and something that people want to get involved in. There can be as many as five generations working in our organisation’s and in an always-on world of social media and mobile apps, it is becoming normal and accepted behavior to want to share thoughts and opinions and have feedback instantly. With regular micro surveys, employees can share ideas as soon as they have them, recognise colleagues as soon as they do something worth recognising, and contribute towards key business decisions when they really matter. </p>
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<p><b>Interpreting the Data</b></p>
<p>Managing large volumes of data generated by an always-on approach can be a challenge. However, technology has made it easier to automate surveys, so employees can access them quickly and easily, and managers can analyse the data efficiently through real-time analytics tools. This means being able to segment the data; slicing and dicing feedback, comments and suggestions by team, department or even location, which will allow businesses to drive positive change in the right areas of the organisation and, crucially, save time. </p>
<p>Technology also allows for speed, so a survey question about a particular issue like a company change in direction or corporate strategy, can be sent out to pulse check employee concerns. Or bespoke questions can be integrated into regular surveys to assess current feeling or to gauge why engagement seems to lower in different parts of the business. The key here is flexibility and enabling managers and the HR department to provide timely feedback to senior decision makers.</p>
<p>It is important that employers factor in the matter of how to respond to and engage with employees throughout the process. An always-on approach should not just be one-way, or it is bound to fail. It’s important that you acknowledge, respond to and validate what employees are saying. Online tools such as <a href="https://www.glassdoor.co.uk/Reviews/index.htm">Glassdoor</a> have demonstrated that responding to employees in real time show them that they are being listened to and therefore its likely to increase buy-in to any future engagement initiatives. Forward thinking organisations can see the ability to have this two way communication and are using tools internally to gauge and gather feedback to engage their employees.</p>
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<p><b>Getting it wrong</b></p>
<p>Disengagement has a huge impact on turnover and productivity and can make it even harder to attract fresh talent if the organisational culture is wrong. According to <a href="http://www.haygroup.com/uk/press/details.aspx?id=7184" target="_blank">Hay Group</a>, disengagement has a huge impact on turnover and productivity estimated to cost the UK £340bn every year. As the competition for talent intensifies, and organisations increasing face market pressures, the need for an engaged workforce, and the ability to measure and improve upon this, will take centre stage.</p>
<p>In Darwinian terms, the winners will be those organisations that can adapt and respond to change most effectively in order to survive. Promote a culture of communication, make employee engagement core to your business and give your employees a regular voice that is heard.</p>
<p>So, is your organisation going to survive or will it thrive? Is it stuck in the same mindset as always, forever consigned to ticking the same boxes as those that have gone before, or if there another way?</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1358017?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1358017?profile=RESIZE_1024x1024" width="750" class="align-full" height="1198"></a></p>
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<p></p></div>ATD Talent Development Online Surveyhttps://community.dpgplc.co.uk/blog/atd-talent-development-online-survey2015-04-13T10:54:09.000Z2015-04-13T10:54:09.000ZDebora Figueiredohttps://community.dpgplc.co.uk/members/DeboraFigueiredo<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216477?profile=RESIZE_400x&width=400"></div><div><p>ATD is inviting you to participate in their online survey of the international talent development community. Your survey responses will help talent development professionals gain a global perspective on current topics, trends, and challenges in learning, including learning resources, content, and spending.</p>
<p>It should only take about 15 minutes and your responses will be kept confidential; they will be combined with other responses and summarized in a report to further protect your confidentiality. The survey will close on <strong>May 1st</strong>.<br />
<br />
ATD’s research staff will analyse the data and release the findings in a written report in September 2015. Other research products will include a whitepaper version of the report (free to ATD members), an infographic (free to everyone), and a webcast (free to everyone). <br />
<br />
Thank you very much in advance for your participation in this exciting research project.</p>
<p><strong><a href="https://survey.td.org/se/34B40469488BC7ED" target="_blank">Take the survey here</a></strong></p>
</div>CIPD Report - Focus on employee attitudes to pay and pensionshttps://community.dpgplc.co.uk/blog/cipd-report-focus-on-employee-attitudes-to-pay-and-pensions2015-03-09T16:59:59.000Z2015-03-09T16:59:59.000ZDebora Figueiredohttps://community.dpgplc.co.uk/members/DeboraFigueiredo<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216391?profile=RESIZE_400x&width=400"></div><div><p>CIPD have released a new focus report exploring employer pay decisions; the basis of these choices as well as employee reactions to these decisions and bonus decisions; employee pay and bonus decision forecasts for 2015. The report also explores employee attitudes towards pensions, pension reforms and retirement.</p>
<p>The survey was carried out for the CIPD by YouGov between 15th and 22nd December 2014 and is representative of the UK workforce in relation to sector, size and industry type. The findings are primarily analysed by sector, organisational size, managerial position and pay.</p>
<p>The report shows that <b>one in ten people (13%) are worried</b> that they'll never be able to afford to leave paid employment. It also shows that the majority of UK workers think they should double their pension contributions.</p>
<p><strong><a href="http://www.cipd.co.uk/binaries/employee-outlook_2015-focus-employee-attitudes-pay-pensions-winter-2014-15.pdf" target="_blank">Download the report here.</a></strong></p>
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