QUESTIONNAIRE (TALENT CRUNCH)

1. Select your gender :

a. Male

b. Female

2. Select your age group :

a. 18-25

b. 25-40

c. >40

3. Work experience :

a. 0-1 year

b. 1-5 years

c. >5 years

4. Select your qualification :

a. B.E / Btech

b. Arts & Science

c. Doctorates

d. Masters degree
5. What were the reasons for you to leave your previous organization?

e. Dearth of Job Challenges and opportunity

f. Lack of Career Development

g. Lack of Rewards and Recognition

h. Lack of Training and Development opportunities

i. Lack of Job Autonomy and Decision making authority

6. As you think to the future, which of the following best describes your careers
plans at this time?

a. Seek employment in a different sector other than manufacturing.

b. Seek employment in another organization in the manufacturing sector

itself.

c. Seek employment in another organization irrespective of the industry

sector.

d. No plans to leave employment in the foreseeable future

7. How often do you review your career plans?

a. Every quarter

b. Half Yearly

c. Annually

8. What at were the factors that influenced you most while considering your
current employment?

a. Benefits
 b. A Challenging Role

c. Learning opportunities

d. Brand Image

e. Leadership Style

9. What turnover rate do you think is acceptable in the manufacturing sector?

a. 5 – 10 %

b. 11 – 15 %

10.What would be the deciding factor when it comes to choosing your next
employment? Please prioritize.

a. The Job profile (Job Challenges)

b. The prospects of Career Development

c. The Compensation and Benefits offered

d. Others( Please Specify)

11.What is the most challenging aspect in retaining employees in the

manufacturing sector?

a. Convincing employees to pursue careers in manufacturing sector

b. Manufacturing has a negative image in the eyes of many younger

workers

c. It is no longer seen as the only source of stable, high-rewarding career

opportunity.
12.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?

13.Which of the following consequences of employee turnover are organizations

most concerned about?

a. Loss of productivity

b. Degradation in service quality

c. Loss of expertise

d. Loss of business opportunities

e. High financial costs through recruitment

14.Which of these are the most profound effects of Employee turnover on

individuals?

a. Loss of employee benefits

b. Stress associated with the transition and change

c. Financial Difficulties

d. Wasted efforts and uncompleted projects

e. Career problems

Yes /No questions

15.BPO is a industry where there is high competition for talented people in

market

A. Agree B. Strongly agree C. Disagree D. Strongly disagree

16.Your organization has undergone set backs in the recent past due to lack of
competent people:

A. Agree B. Strongly agree C. Disagree D. Strongly disagree

17.Organization miss business opportunities due to lack of competent people to

handle any one or more functions or territories or lines of business etc:

A. Agree B. Strongly agree C. Disagree D. Strongly disagree

18.Competencies can be developed by top management through continuous

effort and interventions:

A. Agree B. Strongly agree C. Disagree D. Strongly disagree

19.Top management in your organization would be willing to invest time and

effort in building competencies of your employees on a continuous basis:

A. Agree B. Strongly agree C. Disagree D. Strongly disagree

20.HR department should recruit people on the basis of competencies needed to

perform each job:

A. Agree B. Strongly agree C. Disagree D. Strongly disagree

21.Talent based coaching scheme is necessary for future careers in your

organization:

A. Agree B. Strongly agree C. Disagree D. Strongly disagree

22.Success of any organization depends on having talented managers:

A. Agree B. Strongly agree C. Disagree D. Strongly disagree

23.Training based on competency needs should be practiced to avoid talent
crunch:

A. Agree B. Strongly agree C. Disagree D. Strongly disagree

24.Performance appraisal should be a measure of competencies separately for

each individual and functional levels :

A. Agree B. Strongly agree C. Disagree D. Strongly disagree

25.Promotion (or promotion policy) in your organization require some form of

talent assessment:

A. Agree B. Strongly agree C. Disagree D. Strongly disagree

26.Top management should use multi-rater assessment or 360 degree feedback

for talent management:

A. Agree B. Strongly agree C. Disagree D. Strongly disagree

27.Your organization values talent and excellence:

A. Agree B. Strongly agree C. Disagree D. Strongly disagree

28.Organizations should execute projects or idea’s, once decided, rather than

abandoning them in the middle:

A. Agree B. Strongly agree C. Disagree D. Strongly disagree

29.Organizations should encourage innovations and scientific ways of doing

things:

A. Agree B. Strongly agree C. Disagree D. Strongly disagree

30.The roles and responsibilities of your present job bring you personal
satisfaction:
A. Agree B. Strongly agree C. Disagree D. Strongly disagree

31.Your organization has adopted the best talent management strategy:

A. Agree B. Strongly agree C. Disagree D. Strongly disagree

32.Basic skill verification test for any graduate is necessary during recruitment:

A. Agree B. Strongly agree C. Disagree D. Strongly disagree

33.BPO’s should be aware of proactive techniques in order to identify talent

crunch in the near future:

A. Agree B. Strongly agree C. Disagree D. Strongly disagree

34.Considering todays business scenarios do you think employees in your

organization are provided with opportunities to explore their inner talents:

A. Agree B. Strongly agree C. Disagree D. Strongly disagree