Employee Development Study - Further Analysis

Fairness perceptions

The fairness scale was analysed and broken up into several elements in relation to review and development initiatives:

1. Review Rapport and Interpersonal Effectiveness
2. Explanation
3. Adequacy of Review Characteristics and Format

Using correlations with other factors, it emerged that there were some issues with the formal characteristics of the development process (such as timeliness etc) however none with the explanation given. Possibly most important though, the interpersonal treatment left room for improvement.

The impact of 360 degree feedback

A between groups comparison showed that those who had experienced 360 degree feedback perceived the whole review and development process as fairer. However, the experience of 360 degree feedback did not seem to affect attitudes such as organizational commitment.

Qualitative analysis

This last section concerns the qualitative data gathered, derived from the comments section at the end of the survey and one to one interviews with volunteers. A few key issues emerged, that supplemented the 'hard data' derived from the survey. These concerned primarily issues such as employees feeling somewhat overwhelmed by the fast pace of organisational change. Another key issue were deliveries from the HR department, which were perceived to be somewhat lacking in structure and support. In addition, a lot of employees expressed a wish for better settling-in-procedures for newcomers, as well as for a more cohesive supportive company culture and more foresighted planning. On a positive note, many commented how much they enjoyed working with their peers and how unique they felt their company identity to be.

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