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Employee Motivation and Performance Assessment, Incorporated (EMPA Inc.)
designs, administers, and analyzes customized assessments and surveys for
large businesses. Our president, Dr. Palmer Morrel-Samuels, is a research
psychologist with 20 years' experience in designing and analyzing customized
assessments for a wide array of purposes: employee surveys, performance
appraisals, program evaluations, skill assessments. Our assessments of over
one million employees have given us keen insight into the automotive, banking,
manufacturing, information technology, telecom, steel and entertainment
industries, to name but a few. EMPA is located in Chelsea, a small town just
outside Ann Arbor, Michigan.
EMPA Inc. assessments provide a high degree of reliability and validity
at an aggressively competitive price. Because we use hierarchical
modeling and multivariate inferential statistics to provide a Balanced
Scorecard Analysis Table measuring the linkages between "soft"
features of the corporate culture--leadership, teamwork, motivation,
etc.--and "hard" metrics--actual revenue, defect rate, profit, staff attrition,
etc.--our assessments allow us to bridge the gap between people and
profits.
Because of our longstanding connection with the University of Michigan, we
have access to some of the best library materials and databases in the country.
EMPA routinely checks court records using Lexis-Nexis to minimize the
likelihood of litigation. We also use databases to access publications in
behavioral science, medicine, and business, so that our assessments
incorporate recent advances from academia and the world of commerce.
Using rating scales to standardize responses, employee
surveys are administered to every employee in the organization to
evaluate morale, motivation, and job satisfaction. They also evaluate
organizational features of the corporate culture, like perceived teamwork,
leadership, and communication, and combine published psychological
research with information from the customer. By collecting objective
performance metrics on unit revenue, staff attrition, defect rate,
etc., we compile a Balanced Scorecard Analysis that identifies and
measures the causal linkages between soft features of the corporate
culture and actual corporate performance. (Although it is not possible
in all cases, we can sometimes use the customer's own preexisting
employee survey or customer satisfaction survey to run a Balanced
Scorecard Analysis).
Employee surveys typically take six weeks from design
initiation to final results. They include:
A custom-made survey examining employee attitudes
and prevalent work styles.
Evidence of the survey's reliability & validity.
A Benchmarked Map of the Corporate Culture© showing
the strengths and weaknesses of the company's business units, with
a statistical analysis that controls for chance variation.
A diagram of Differences in the Vision of the Business©
showing the extent to which executives, managers, and staff share
common goals.
A Balanced Scorecard Analysis Table©showing how
features of the corporate culture affect quality, productivity, job
satisfaction, and profit.
Performance assessments evaluate professional skills -- engineering expertise, leadership, managerial expertise, etc. A Performance Assessment (also called a Skill Assessment) is a customized questionnaire that uses job templates (i.e., work-related activities categorized by job group) to determine which tasks employees are performing, their skill level, their degree of thoroughness, and whether they prefer training for specific tasks.
Performance Assessments include:
1. A custom-made assessment.
2. Evidence of reliability & validity.
3. A set of area reports for each work unit or job group.
4. A Balanced Scorecard Analysis showing how employee skill or resource usage affects product quality, job satisfaction, productivity, and profit.
5. An executive briefing & briefing materials describing the results.
All Performance Assessments include margin-of-error statistics (e.g., 82% plus or minus 5%) so the magnitude of skill gaps and usage rates can be accurately evaluated.
Program Assessments use customized surveys to measure the impact of programs and resources, and are usually administered before and after a calendar milestone so that changes can be quantified. Designed with the needs of business in mind, they analyze the impact of a specific intervention--participation in a training program, utilization of specific equipment, reliance on specific work procedures--without jeopardizing employee anonymity. Program Assessments typically span 12 months, though other schedules can be accommodated. They include:
1. A custom-made survey of employee participation in any intervention, program, tool, resource, or work group.
2. Proof of the survey's reliability & validity.
3. A Benchmarked Map of the Corporate Culture showing how participation in or utilization of the targeted resource varies across the business.
4. A Balanced Scorecard Analysis Table showing how each portion of the resource being measured affects variables like employee motivation, staff retention, teamwork, profit per employee and revenue generated per compensation dollar.
5. An executive briefing & accompanying materials that explain the assessment's results.