evaluation
INCCAS

Studies & Surveys

The success of an organisation fundamentally depends on organisational, social and cultural competency. The studies and surveys run by INCCAS are based on an integrative and participation-oriented approach. This approach aims both at the structural / technical framework and the identification and support of the ‘soft’ success factors of organisations.

Our Portfolio:

Employee surveys

Patient surveys

Expert meetings

Customer surveys

Problem analysis

Evaluations

Examples of our practice you can find here

Our studies analyse problems and offer solution strategies. They are always based on the latest scientific research, on the analysis of the relevant documents and – in case you require it – on the carrying out of information gathering of primary data (surveys, expert talks etc.).

Our surveys’ aim is to draw a consolidated and differentiated picture of the perception, critique and suggestions of employees, clients and customers, which will be communicated to the organisation and helps to provide incentives and orientation for processes of change.

The surveys serve for information gathering in the context of the analysis of problems, mobilising employees’ knowledge and motivation and they can also be part of a sustainable development of an organisation. A consistent client focus is only successful when there is good knowledge of the wishes, interests and motivational factors of the clients.

Presentation of the survey results through our survey cockpit

cockpit

This development by INCCAS shows the results of a questionnaire conveniently prepared in real time on the Internet.

If desired, they can be supplemented with detailed reports. The cockpit can be used for all surveys that are carried out continuously.

You can find a demo version here: https://inccas.de/demo/cockpit.

Our Employee Surveys

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good reasons for conducting an employee survey:

  1. Qualified professionalscan only be attracted and will bind toan organisationiftheiropinions and attitudesaretaken seriously.
  2. The employeesof a companyhaveawide range of knowledgeabout the company and its products-theirperception, experienceandopinionscanbe used by the company as an importantsource ofinternalinnovation andqualification
  3. Interms of qualitymanagement, organisational and personnel development, professionally conductedsurveyscan revealproblematic areasandidentifyopportunities for improvementthrough the involvementof employees.
  4. Byinvolving employeesandtheirrepresentativessatisfaction, organisationalcommitment andmotivationcanbe improved.
  5. Fundamentalcurrent issuessuch as demographic changeanddiversity management within the companycan only beaddressed ifthemanagementknows howemployees think about these topics, andifthe latter areactively involved.
  6. In order todeveloptraining strategiesforemployees, it is essential tosystematicallyenquire, whereemployeesthemselvessee the mainbottlenecks, butalsotheirowninterestsand desires.

Our Procedure

A promising realisation of online learning and cooperation should generally include the following four steps. They will be illustrated taking the development of course offers as an example.

1. Positioning


Positionierung

INCCAS gives support for the strategic focussing and predefinition of the desired aims.

We tightly connect the survey projects with the project structure of the client. This helps to avoid unnecessary repetitions and overlap between different surveys.

We involve the employees and their representatives by informing them from the beginning. This is to assure a maximum degree of acceptance.

2. The survey

 

We compile our questionnaires using1. already formulated questions from the INCCAS-pool which are validated and which correspond to other survey-instruments for purposes of comparability,

2. questions of former surveys, in order to be able to detect time-related changes,

3. versions of questions that are newly contributed by the client and that are profoundly validated by pretests.

The analysis of the data will be realised in a short period of time so that the employees can establish an immediate relationship to the survey and in order not to let the generated stimulus for change go up in smoke.

The data will be edited and presented according to the requirements of the – relatively different – addressees, and usability in the context of measures for the development of organisations is given priority.

3. Subsequent processes


Folgeprozesse

We systematically involve the interviewed persons and invite them to contribute proposals for solutions as experts of their specific area.

The knowledge generated by surveys will be used, integrating the employees, for a long-term improvement of organisations which is divided up into different stages.

During the subsequent processes, our team will consult and support you and, if desired, communicate the achieved results (flyers, the intranet and other means) within the organisation.

4. The evaluation


evaluation

After the conclusion of the process of change, we will conduct a comprehensive evaluation of the project to effectively control its impact.The evaluation helps to gather important knowledge for future surveys.

The results of the survey project are systematically communicated throughout the organisation in order to inform members about new measures and to strengthen commitment as well as motivation.

Examples of what we do

E-learning feasibility studies


Surveys of patients, employees and private doctors in the healthcare sector


Culture of participation at Volkswagen


Surveys in the fair trade sector