Statistics views in HR surveys

Upsteem offers several statistics views in its system. Above all, the internal statistics views are meant to be viewed based on one person or department. Depending on the survey type the statistics views differ, e.g. the user views for 360 degree feedback and performance appraisal statistics.

With the 360 degree feedback the answers are based on respondent groups (Others, Employee himself, Managers, Peers, Subordinates or Colleagues and Clients or Partners). Also, there is an average for every respondent group. If applicable, the result of a previous similar survey is demonstrated (light grey line).

In regards to the performance appraisals one form is compared to the company’s general results and the employee’s unit and if possible with the job family. This sort of statistics assume scalar questions have been used in the form.












The calibration tool can be used hand in hand with the performance appraisals. This is only usable if 2D evaluation was used in the performance appraisal form. Only users with manager and HR manager rights can use this function to calibrate evaluations of managers.












An internal statistics comparison engine is built in the system which enables choosing a specific form and compare results based on departments or job families. This function is available to HR managers or managers only for the departments under their management.
















The statistics needs differ in bigger organizations. It is possible to download all the data in Excel format. Based on the spreadsheets our clients or consultants prepare more detailed analyses which provide answers to important business challenges. Below are some examples of how we present the statistics.

 













We often use the so-called “heat map” method to quickly and clearly present deflections in statistics. The heat maps - based on colors - help to visually detect on average lower and higher results. The heat map views conform based on pre-submitted data. The views can be used for comparing department results, evaluations given by managers. Below is an example of calibration of managers’ evaluations (helps to understand which managers are on average more strict in their evaluations).

 












In most HR surveys comparisons per competency level can be presented. These comparisons can be used for 360 degree surveys and performance appraisals. In addition to showing the general competency level in competency level surveys  it is possible to compare departments and markets.

 















The attention people give to questions in 360 degree surveys or performance appraisals differ. Upsteem.com’s survey module enables adding comments to scalar questions. Voluntary comments and the majority of them can be significant in analyzing results. E.g. it is possible to understand in which areas the employees feel at home and what gets them going.

 














In the free text analysis we use word cloud tools which enable emphasizing statistically repeating words in huge volume texts. This enables quickly realizing which issues are important in the ongoing evaluation process or performance appraisal. One tool for this is Vyant-Tools (http://voyant-tools.org/).

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