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Methodology

HR Navigator operates on the principles and modalities of 360 degree feedback

 

Principle: the same questionnaire is submitted to a representative sample of different types of internal customers, to measure and compare their perceptions of HR practices.

 

The questionnaire

The result of several years of study and research, the HR Navigator questionnaire is structured around eight chapters, which are divided into sections and topics. It covers all HR topics, from HR administration to managerial practices, and including performance management, compensation, corporate and social responsibility, etc.

The questions are designed to produce usable results, regardless of the context or field of activity of the company. Within each chapter, a comment box enables participants to state their views more completely and freely. This naturally enriches the findings of the investigation.

The questionnaire is available as a paper or online. It takes about 30 minutes to complete.

The questionnaire’s responses are anonymous, ensuring both the confidentiality and the sincerity of the answers.

Methode

 

 

The sample of participants

HR Navigator recommends that the sample of employees invited to complete the questionnaire be approximately 10% of the total workforce of the entity in which the investigation takes place. This approach avoids mobilizing the entire workforce, while it ensures the validity and relevance of the results.

In practice, the company selects the sample, with the support of HR Navigator consultants. Consultants provide general guidelines and detailed instructions for performing an optimal selection, both quantitatively and qualitatively. In this crucial period, HR Navigator also accompanies management by helping to prepare communication with the different audiences.

 

The report

Along with the questionnaire, the report is a key component of the HR Navigator solution. It is a mirror of the opinions and perceptions. It aggregates, sorts, and cross-examines the responses to give a comprehensive picture of practices within the organization. From a general summary to detailed data, it allows for multiple viewing angles and multiple levels of analysis, for a detailed understanding and differentiated results. It highlights the main axes, differences in perception, and areas for improvement. It helps to understand and decipher the reality, but also to learn lessons and build operational corrective action plans.