Page 2 - hrr.agcareerssurvey.com

CareersInFood.com’s HRA Pt 2- 2015

Thank you for completing Part One of the CareersInFood.com’s Human Resource Assessment!
You have been selected to participate in Part Two of our survey. These additional questions will help provide more insight on HR practices and trends within our industry.
To thank you for completing this second portion of the survey, you will receive a complimentary copy of the final report.

Please commit 20 minutes to filling out this survey in its entirety; responses are only recorded once you click ‘Submit’.

If you have questions or for further assistance please call the CareersInFood Team at 1-877-329-1693, ask for Andi.

Engagement & Retention

Do you measure employee satisfaction and engagement? *
Yes

No

How often do you measure employee satisfaction and engagement? *
Once a year

Every 2 years

Every 3 years

More than every 3 years

By what method do you measure employee satisfaction and engagement? (Please select ALL that apply) *
Internal survey

External survey (ie. climate study, engagement survey, etc.)

Productivity

Staff retention

Management review

Other (please specify)

Other method of measuring employee satisfaction:

Do you conduct exit interviews with employees? *
Yes

No

Development

What is your training expenditure per employee? (All Training Expenditures/# Average Employee Count) *
Please make the calculation and enter this number in the textbox below (whole number value)

We do not offer training to employees

I am unable to provide/calculate this value

What is your training expenditure per employee - Calculation Number

How does your company determine your spending on training?
% of total employee remuneration

% of total revenue

% of net profit

Other

How does your company determine your spending on training? - Other

What system(s) does your company have in place for staff development and training? (Please select ALL that apply) *
Financial assistance for external study/tuition reimbursement

Study leave

Formalized on-the-job mentoring or coaching

Mandatory training

Certificate courses

Orientation/induction

Scholarships

Staff rotation between areas within your organization

Formal/accredited training

Cross training

Other (please specify)

Other system for staff development and training:

What career advancement policy initiatives do you have in place? (Please select ALL that apply) *
Traineeship

Succession Planning

External Rotation

Tracking Systems and Resources

None

Apprenticeship

Other (please specify)

Other career advancement policy initiative:

How do you motivate employees in order to keep them productive and challenged by their role? (Please select ALL that apply) *
Succession/Career Planning

Bonus

Remuneration

Promotion

Additional Benefits

Training and Development

Other: (please specify)

Other ways to motivate employees:

Has overtime in your company changed in the last 12 months? *
Increased

Decreased

Stayed the same

Flexible staffing

Has your company adopted a flexible staffing approach? *
Yes

No

What approaches to flexible staffing have been most commonly used? (Please select ALL that apply) *
Job sharing

Work from home

Compressed work week

Flexibility in schedule

Core hours, with flexibility outside of those core hours

Temporaries/contractors (through employment agency)

Employment of part-time staff

Employment of temporary staff (on your payroll)

Other (please specify)

Other approach to flexible staffing:

How often do you employ Temporary/Contract Staff? *
Never

Less than 3 months per year

3 to 9 months per year

More than 9 months per year

In the next 12 months, do you expect your use of Temporary/Contract staff to: *
Increase

Decrease

Stay the same

Does your company employ skilled seasonal staff? *
Yes

No

What is the average length of employment for skilled seasonal staff? *
Less than 1 month

1 to 3 months

3 to 6 months

6 to 12 months

Longer than 1 year

Other (please specify)

Other length of skilled seasonal staff employment:

Performance Rewards

Are rewards linked to staff performance? *
Yes

No

Is there a structured staff performance system in place? *
Yes

No

What best describes the staff performance reward?

Bonus/Incentive Profit Share Commission Share/Stock Options Long Term Incentive Other (Please specify below) >No performance reward

Executive
Bonus/Incentive

Profit Share

Commission

Share/Stock Options

Long Term Incentive

Other

No Performance Reward

Other Executive performance reward:

Middle Management
Bonus/Incentive

Profit Share

Commission

Share/Stock Options

Long Term Incentive

Other

No Performance Reward

Other Middle Management performance reward:

Sales Staff
Bonus/Incentive

Profit Share

Commission

Share/Stock Options

Long Term Incentive

Other

No Performance Reward

Other Sales Staff performance reward:

Salary/Exempt Staff
Bonus/Incentive

Profit Share

Commission

Share/Stock Options

Long Term Incentive

Other

No Performance Reward

Other Salaried/Exempt Staff performance reward:

Hourly/Non-Exempt Staff
Bonus/Incentive

Profit Share

Commission

Share/Stock Options

Long Term Incentive

Other

No Performance Reward

Other Hourly/Non-Exempt Staff performance reward:

What factors are performance rewards based on? (Please select ALL that apply) *
Company Performance

Individual Performance

Team Performance

Business Unit Performance

Global Performance

Company Values

Other (please specify)

Other factor for performance rewards:

How often is the performance system implemented? (Please select ALL that apply) *
Annually

Biannually

Quarterly

Monthly

Manager discretion

Other (please specify)

Other performance system implemented:

Which of the following are your main objectives for introducing performance rewards? (Please select ALL that apply) *
Improve business performance

Boost team/division performance

Achieve business objectives

Enhance individual performance

Retaining top employees

Other (please specify)

Other main objectives for bonus/incentive rewards:

What percentage of employees received a bonus in the last financial year? *
0%

0.1-10%

11-20%

21-30%

31-40%

41-50%

51-60%

61-70%

71-80%

81-90%

91-100%

Benefits

Please indicate which of the benefits below are offered to each of the employee groups shown? (Please select ALL that apply)

Executive Middle Management Sales Staff Salaried/Exempt Staff Hourly/Non-Exempt Staff Not Offered

Vehicle *
Executive

Middle Management

Sales Staff

Salaried/Exempt Staff

Hourly/Non-Exempt Staff

Not Offered

Vehicle Parking *
Executive

Middle Management

Sales Staff

Salaried/Exempt Staff

Hourly/Non-Exempt Staff

Not Offered

Bonus *
Executive

Middle Management

Sales Staff

Salaried/Exempt Staff

Hourly/Non-Exempt Staff

Not Offered

Share Options *
Executive

Middle Management

Sales Staff

Salaried/Exempt Staff

Hourly/Non-Exempt Staff

Not Offered

Health Insurance *
Executive

Middle Management

Sales Staff

Salaried/Exempt Staff

Hourly/Non-Exempt Staff

Not Offered

Mobile Phones *
Executive

Middle Management

Sales Staff

Salaried Staff

Hourly/Non-Exempt Staff

Not Offered

Housing Allowance *
Executive

Middle Management

Sales Staff

Salaried/Exempt Staff

Hourly/Non-Exempt Staff

Not Offered

Wellness Programs *
Executive

Middle Management

Sales Staff

Salaried/Exempt Staff

Hourly/Non-Exempt Staff

Not Offered

Tuition Reimbursements *
Executive

Middle Management

Sales Staff

Salaried/Exempt Staff

Hourly/Non-Exempt Staff

Not Offered

401K/Retirement Savings *
Executive

Middle Management

Sales Staff

Salaried/Exempt Staff

Hourly/Non-Exempt Staff

Not Offered

Discounted Products *
Executive

Middle Management

Sales Staff

Salaried/Exempt Staff

Hourly/Non-Exempt Staff

Not Offered

Gym Subsidy *
Executive

Middle Management

Sales Staff

Salaried/Exempt Staff

Hourly/Non-Exempt Staff

Not Offered

Clothing Allowance *
Executive

Middle Management

Sales Staff

Salaried/Exempt Staff

Hourly/Non-Exempt Staff

Not Offered

Flexible Working Hours *
Executive

Middle Management

Sales Staff

Salaried/Exempt Staff

Hourly/Non-Exempt Staff

Not Offered

Anniversary/Service Rewards *
Executive

Middle Management

Sales Staff

Salaried/Exempt Staff

Hourly/Non-Exempt Staff

Not Offered

Other long term incentives *
Executive

Middle Management

Sales Staff

Salaried/Exempt Staff

Hourly/Non-Exempt Staff

Not Offered

How many paid holidays do you give employees? *
5 or less

6

7

8

9

10

11

12

13+

Other

How many paid holidays do you give employees? - Other *

How often are salaries reviewed in your organization?
Annually

Twice a year

Rolling (continuous)

Salaries not reviewed

Salaries not reviewed

New Graduate Recruitment Practices

Do you plan to do more graduate recruitment in the next 1-5 years? *
Yes

No

If you are planning to do more graduate recruitment, is this driven by: (Please select ALL that apply) *
Retirement of staff

Competition for talent

Career progression/succession planning

Lack of quality applicants

Turnover

Other (please specify)

No response

Other factors driving more graduate recruitment:

Does your company use any of the following to attract new graduates? (Please select ALL that apply) *
Formal Internship Program

Student Work Experience (General/Seasonal Labor)

Rotational Program

Campus College / University Recruiting

Affiliation with Student Organizations/Associations

Industry Advocacy / Educational Outreach

Assistantships, Fellowships, and Traineeships

Scholarships and Grants

No Response

Which of the following functional areas do you plan to hire new graduates for in the next twelve months? (Please check ALL that apply) *
Accounting/Finance

Administrative

EH&S

Engineering

Human Resources

IT

Labor/Hourly

Maintenance

Manufacturing Supervisor/Managers

Marketing

Supply Chain/Logistics

Purchasing

QA/QC

R&D

Sales

Other

Not planning to hire new graduates in the next twelve months

Other - functional areas you plan to hire new graduates for in the next twelve months

Other - functional areas you plan to hire new graduates for in the next twelve months

Finally, do you have any other general comments/industry issues you would like to add?

Final Comments

CareersInFood.com’s HRA Pt 2- 2015

Workforce

Salary Reviews & Increases

Employee Attrition

Engagement & Retention

Development

Flexible staffing

Performance Rewards

Benefits

New Graduate Recruitment Practices

Final Comments