HR and the Annual Report

Caroliso

I am looking for some interesting trends to highlight in our company's annual report. There are the obvious, number of staff and breakdown according to certain characteristics, including level of education and so forth. Are there other areas that you highlight when it comes to describing the characteristics of the folks in your organization, for the purpose of presenting the organization to it's constituencies in an annual report? Any other HR related topics that you might hit on?

Pork

Caroliso: A question came my way from the production manager who wondered allowed as to how smart his operating facilities are ( 11 of them with a total of 96 people)! I took the opportunity to develop a survey instument with over 75 answers oriented toward the technical side of operating the facilities. He had his three complex managers take the survey cold turkey. One manager was very smart and had most of the answers, two who were relative new less than six months, their responses were less than 50% correct. We edited the survey instrument and issued it to ever operating member of the facility. We got the responses back and plug them into a excel soft wear program and sorted the information: by managers, by supervisors, by hispanic orientation, by labor to labor by labor to management/supervisor. The spreadsheet of information is truly revealing when you match up the % against operating units. Those that scored high were also the high performing units in production week after week. Those that scored low as a group were usually much younger in time in service, total years on the job (hire dates subtracted the date of the survey). Most interesting was those responses that indicated that a majority of the work force could not answer the question. We found several areas for retraining.

Hope this helps. Pork

Caroliso

Thanks for answering, Pork. We are looking for descriptive conclusions we can draw from existing data, but you've presented some interesting ideas for survey data that would be of use down the line.