Executive Report - Functional Demo

Survey Questions categorized into Themes (Sample)

SATISFACTION • Overall, I am a very satisfied employee at XYZ.

RECOMMEND • I would recommend XYZ as a great place to work.

ENGAGEMENT • If I were offered a comparable position with similar pay and

benefits at another company, I would not leave XYZ

CO-WORKERS • I interact with a team of competent co-workers with whom I

can collaboratively work

WORK CONTENT

• I clearly understand the expectations of my job role

• My work content is in alignment with my skills and

competencies

WORK

ENVIRONMENT

• We have a work environment that is open and accepts

individual differences

• I have the tools and resources to do my job well

• I am happy with the amenities at XYZ

• I feel this organization values diversity and accepts people

who differ in attributes such as age, gender, ethnicity,

language, education, qualifications, ideas, and perspectives.

• I am able to maintain a healthy work life balance

SUPERVISOR

• My supervisor values me and my contribution.

• I receive adequate coaching and mentoring from my

supervisor

INTEGRITY • I feel comfortable reporting unethical behaviour or practices

without concern of retaliation

COMPENSATION &

BENEFITS

• I am compensated fairly relative to my local market as per

my skills and abilities

• I think that XYZ offers a competitive benefits package

compared to the market and the industry

REWARDS &

RECOGNITION

(R&R)

• The reward and recognition system is performance driven and

motivates me to do better

• I receive appropriate recognition (beyond my pay and benefits)

for my contributions and accomplishments from my clients

and stakeholders

COMMUNICATIO

N

• I receive regular and timely communication about the

organization's strategic goals and objectives from my leaders

• The organization communicates in a proactive manner

regarding critical policy changes and initiatives

VALUES

• The core values of XYZ are demonstrated in all the actions of

the company

• My manager and team live up to the XYZ circle of values

CAREER &

DEVELOPMENT

• The learning opportunities that I need to develop my career

and to do my job better are available to me

• I believe that my career goals can be met at XYZ

XYZ BRAND

• I am very proud to work for XYZ

• XYZ’s Identity as a global brand is well established in my

country

PERFORMANCE

MANAGEMENT

• I understand how my performance is evaluated

• I receive timely and on going feedback about my performance.

• The performance management process at XYZ does a good

job of helping me identify my strengths and development

needs

24

Overall Ratings across Themes

25

Significantly higher than Overall

Satisfaction Not significantly different

From Overall Satisfaction

Significantly lower than Overall

Satisfaction

RECOMMEND

X.X CAREER WORKPLACE

Co-Workers

4.0

Work

Environme

nt

X.X

Work

Content

X.X

Career

Developmen

t X.X Performanc

e

Manageme

nt

X.X

Supervisor

X.X

BRAND STRENGTH COMPENSATION VALUES

Integrity

X.X Values

X.X XYZ Brand

X.X

Communicati

on

X.X

Comp &

Benefits

X.X

R&R

X.X

INSIGHTS

Comparison with 2012 Survey

Attributes 2012 2014

Response Rate XX% XX%

Satisfaction X4 X4

Recommend XX XX

Engagement X2 XX

Co-Workers X4 X0

Work Content X2 X2

Work Environment XX X4

Supervisor XX XX

Integrity XX XX

Compensation and Benefits X2 X4

Rewards & Recognition X0 XX

Communication XX XX

Values XX XX

Career Development X2 X2

XYZ Brand XX XX

Performance Management XX XX

26 Note: The scores have been reworked to a scale of

100

Arrows indicate increase/decrease in 2014 survey scores with respect to 2012 survey

scores

Highest Impact Areas of Strength & Opportunity (Satisfaction)

27

Attribute Performance

T1 4

T2 4.1

T3 3.7

T4 3.9

T5 3.8

T6 3.2

T7 3.4

T8 3.8

T9 3.9

T10 3.6

T11 3.8

T12 3.8

20%

6%

Co Workers

Work Content

Work Environment

Supervisor

Integrity

Compensation Benefits

Rewards Recognition

Communication

3%

9%

8%

3%

5%

16%

Theme % importance

3%

4%

17%

5%

Values

Career Development

WNS Brand

Performance Management

AREAS OF STRENGTH AREAS OF OPPORTUNITY

Work Environment Compensation Benefits

WNS Brand Rewards & Recognition

Career Development

28

Strength and Opportunity Analysis

Areas of Strength: Continue to focus

Co-Workers Work Content Supervisor

Communication Values Integrity

New Dimensions which have become important

Work

Environment

Career

Development XYZ Brand

Key improvement areas

Compensation

& Benefits

Rewards &

Recognition

Performance

Management

Areas of Strength: Continue to focus

Co-Workers Work Content Supervisor

Integrity Values

New Dimensions which have become important

Work Environment Career Development

XYZ Brand Performance

Management

Key improvement areas

Compensation

& Benefits

Rewards &

Recognition Communication

SATISFACTION ENGAGEMENT

Engagement

Average Rating

MACRO SEGMENTS

A:EU - Finance (n=1XX)

B:Information Technology (n=XXX)

C:Human Resources (n=XX2)

D:Admin (n=1X4)

E:Sales & Marketing (n=104)

F:APAC Sales (n=X)

G:Risk & Audit (n=XX)

H:CEO's DR (n=X)

I:COO Directs (n=4)

J:CCO (n=1X0)

K:BFS (n=14XX)

L:Utilities (n=20X0)

M:CPS (n=14X1)

MACRO SEGMENTS

N:India Domestic (n=10XX)

O:Autoclaims (n=11)

P:Insurance (n=XX10)

Q:Healthcare (n=1XX4)

R:S&L (n=1XXX)

S:Travel (n=4X01)

T:Legal & Secretarial (n=12)

U:Retail and CPG & Telecom (n=X1X)

V:DBU & Manufacturing (n=XXX)

W:XYZ - South Africa (n=XXX)

X:International Delivery Support (n=40)

A

X.X

G

X.X

M

X.X

S

X.X

B

X.X

H

4.2

N

X.X

T

X.X

C

X.X

I

O

4.0

U

X.X

D

X.X

J

X.4

P

X.X

V

X.X

E

X.X

K

X.X

Q

X.X

W

X.0

F

X.2

L

X.X

R

X.X

X

X.X

Significantly higher than Overall Theme

Average Significantly lower than Overall Theme

Average

Not Significantly different from Overall Theme

Average 29

Overall Key Action Items

BUILD ON

STRENGTHS

Work Content, Work Environment and Co-workers are strength

areas, with good practices and should continue to remain areas of

focus

REWARD &

RECOGNITION Learnings and Actions for the R&R Program

CAREER

DEVELOPMENT An important driver of engagement – explore ways to facilitate and

articulate long term career opportunities with XYZ

COMPENSATION

& BENEFITS Generally lower scores- but a significant improvement from 2012

BRAND Brand building effort required outside of Location 1 & Location 2

SPECIFIC

SEGMENTS Segment 1 , Segment 2 , Location 1 and Location 2 are segments

with significantly low scores

30

Functional Report - Functional Demo

Overall Satisfaction & Engagement

INSIGHTS

* TOP BOX: Proportion of respondents who have rated 5

** BOTTOM BOX: Proportion of respondents who have rated 1 or 2

AVERAGE RATING BOX SCORES

2012 Average 2012 Top Box 1X

%

XX

% X.X X.X 2012 Average Rating 2012 Top Box %

32

Arrows indicate increase/decrease in 2014 survey scores with respect to 2012 survey

scores

Key Drivers of Satisfaction & Engagement

INSIGHTS

33

INSIGHTS

Significantly higher than Overall Average Significantly lower than Overall Average

A1

1X0

High Performers

34

A2

4X4 B1

X01

Tools &

Resources

-XX%

Tools &

Resources

-X%

Tools &

Resources

-X%

Perf driven

Rewards

-XX%

Perf driven

Rewards

-XX%

Perf driven

Rewards

-XX%

Learning

Opportunity

-X%

Learning

Opportunity

-X%

Learning

Opportunity

-X%

Bottom Box

% A1 A2 B1

Amenities 42% XX% XX%

Compensation 4X% 41% 44%

Benefits 4X% 4X% 4X%

Rewards 2X% 2X% X4%

Macro Segment Summary

Across Macro

Segments (Across Themes)

Significantly High Significantly Low

Across Most

Macro

Segments

(Satisfaction &

Engagement)

Key Areas of Strength Key Areas of Opportunity

Other Unique

Areas of

Opportunity

Performance

Management

Work Environment Willingness to

Recommend

35

Pulse Report - Functional Demo

Continuous Tracking

37

Pulse Surveys Time Logs

Productivity

Track Needle movements in Employee Engagement using Pulse Surveys and internal data

sources

38

Measuring needle

movements in

engagement drivers

Analyze Engagement trend

using historical / dipstick

surveys

Pulse Report

Manager Report - Functional Demo

Segmentation Analysis

40

HIPOs Gen

Millennials

Women Employees

Understand Employee Behaviour by custom Employee Clusters

41

Set minimal respondent

requirements to share

results

42

Analyze Engagement by

different Employee segments

Custom Benchmarks

43

Peers Geography

Designation

Compare Performance against relevant Benchmarks

44

Interactive reports

45

Performance

Benchmarking

Key Driver Analysis

46

Career Growth

Opportunities

Rewards and Recognition

Workplace Safety

Identify Drivers of Engagement for each Employee Cluster

47

Identify Engagement

drivers by segment

48

Clear Articulation of

Strength and

Improvement areas

Verbatim Analysis

49

Internal Blogs

Helpdesk Tickets

Internal Social Media

Integrate unstructured data sources and Identify Employee Sentiment around Key themes

50

Interactive Visualization of Key

themes and sentiments

Thank You