MEASURING JOB SATISFACTION FORMAT
Name of the Employee/Group
Designation/Group Designation:
Period of Measurement: From: To:
(May be taken as Appraisal Period/Project-based)/Target-based)
Guidelines:
Rating: (Definition) in the scale of 5 to 0
To Measure:
Job Satisfaction/No Job Dissatisfaction/No Job Satisfaction/Job Dissatisfaction
(While giving rating, please remember
1. No Job Dissatisfaction is not equal to Job Satisfaction
2. No Job Satisfaction is not equal to Job Dissatisfaction)
Satisfaction comes out of:
Money/Career Planning/Succession Planning/Time/Stress
limit/Delegation/Confidence/Learning/Sharing Knowledge &
Skill/Rewards/Recognition/Team Spirit/Training/Performance
Evaluation/environment/good sub-
ordinates/Machineries/Tools/systems/Procedures/Welfare/Good Manangers/ and
you can add any number accordingly.
Measurement:
Title Rating Scale Reasons (Be specific and
Job Related only)
Job Satisfaction
No Job Dissatisfaction
No Job Satisfaction
Job Dissatisfaction
Quantify each criteria and jot it on the Graph or any other numerical evidential methods.
Prepared by:
Action Plan: This must be prepared both by Line Managers and HR Managers to
identify and analyze the above said reasons and apprise the Management accordingly.
The data available from the above will be helpful in correcting the HR Policy,
Recruitment Procedures, Job Description Manual, Organisation Re-structure, etc.