Talent Management in Manufacturing Sector Questionnaire

1. What were the reasons for you to leave your previous organization?
=> Inadequate Compensation
=> Dearth of Job Challenges and opportunity
=> Lack of Career Development
=> Lack of Rewards and Recognition
=> Lack of Work life balance
=> Lack of Training and Development opportunities
=> Lack of Job Autonomy and Decision making authority
=> Poor Supervisory Relationship

2. As you think to the future, which of the following best describes your careers plans at this time?
=> Seek employment in a sector other than manufacturing.
=> Seek employment in another organization in the manufacturing sector itself.
=> Seek employment in another organization irrespective of the industry sector.
=> No plans to leave employment in the foreseeable future
=> Other plans, please specify

3. How often do you review your career plans?
* Every quarter
* Half Yearly
* Annually

4. What at were the factors that influenced you most while considering your current employment?
=> Compensation
=> Benefits
=> A Challenging Role
=> Learning opportunities
=> Brand Image
=> Leadership Style
=> Easier to commute to workplace

5. What turnover rate do you think is acceptable in the manufacturing sector?
a) 5 – 10 %
b) 11 – 15 %

6. What would be the deciding factor when it comes to choosing your next employment? Please prioritize.
=> The Brand Image of the company
=> The Job profile (Job Challenges)
=> The prospects of Career Development
=> The Compensation and Benefits offered
=> Others( Please Specify)

7. What is the most challenging aspect in retaining employees in the manufacturing sector?
=> Convincing employees to pursue careers in manufacturing sector
=> Manufacturing has a negative image in the eyes of many younger workers
=> It is no longer seen as the only source of stable, high-rewarding career opportunity.

8. In managing employee turnover, which of these questions should employers be most concerned about? Please prioritize.
a) Who is leaving?
B) How many are leaving?
C) Why are they leaving?

9. Which of the following consequences of employee turnover are organizations most concerned about?
1. Loss of productivity
2. Degradation in service quality
3. Loss of expertise
4. Loss of business opportunities
5. Administrative problems
6. High financial costs through recruitment
7. Image of the organization
8. Disruption of social and communication networks

10. Which of these are the most profound effects of Employee turnover on individuals?
=> Loss of employee benefits
=> Stress associated with the transition and change
=> Financial Difficulties
=> Loss of social network
=> Relocation costs
=> Wasted efforts and uncompleted projects
=> Career problems

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