Employee Engagement Assessment to Improve Work Environment and Incite Engagement
Employee engagement assessment is based on a comprehensive 6-factor model that ensures an in-depth look into the key indicators of employee satisfaction with a company. Use the test to get honest ratings about your company’s HR practices, management and L&D processes.
Availability
Ready to use
Test Type
Psychometric
Total Questions
92
Scores Reported
English
Inside This Assessment
Mercer | Mettl’s employee engagement assessment has been designed by subject matter experts on the basis of a comprehensive 6 factor model. This model focuses on a meta-study of key organizational performance criteria. It also measures the stability index of employees based on their perception to strive for the organization.
The test consists of 92 (5 point Likert scale) questions across 6 factors or parameters and 18 sub-factors, and the stability index.
SKILL LIBRARY
This Assessment is a part of following Skills Libraries
Employee Engagement Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Competencies:
Indicator #1
Use this employee engagement assessment to understand the workforce's satisfaction with your company's HR policies, career opportunities, pay, benefits, etc.
Indicator #2
This employee engagement assessment offers insights into the employees' opinions about their coworkers, managers and leaders.
Indicator #3
Find out how your teams rate their overalls satisfaction with your company. This online employee engagement survey helps gauge individuals' sense of accomplishment and recognition while working for you.
Indicator #4
Gain honest reviews about your management, physical work environment and workplace diversity by rolling out this online employee engagement survey among your professionals.
Indicator #5
Mercer | Mettl's employee engagement assessment to measure your workforce's satisfaction levels with your work processes, tasks and other key areas necessary to ensure a healthy work environment.
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Frequently Asked Questions (FAQs)
1. How do we determine the thresholds for the proficiency levels for a norm group?
The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.
2. What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?
Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a definitive predictor of a particular type of behavior. These reports should be integrated with all other sources of information in reaching professional decisions about the person. If you find any discrepancy in the reports from actual behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. For the best combination of selection tools for your needs (i.e. psychometric assessment, job/functional tests, behavioral interviews, etc.) please reach out to us and our consultants would be happy to assist you.
3. Can we do benchmarking for an organization for a specific role?
It is possible to do so for different job roles for your organization. We follow a scientifically valid benchmarking process. Please write to us and we would be glad to assist.
4. How are norms formed for any specific psychometric test?
The data obtained through across industries and across verticals of various types of organizations is updated in the Mettl database periodically. Utmost care is taken such that the newly added data gets incorporated periodically while preparing the reports.
5. Is it possible to customize the assessment to the organizational needs?
We have an exhaustive list of satisfied clients. Please write to us for such a request and we would be glad to work out a solution for you.
