Nchekwa nke mmadụ na-ekwu banyere ọrụ ahịa

Ndewo, nwannem,

A na-emezi nyocha a maka ọrụ nke m na-eme, na-eche echiche etu ngwaọrụ dijitalụ si metụta usoro nchịkwa mmadụ na ụlọ ọrụ. Nnyocha a bụ nke a na-anaghị ama, na data ya ga-eji naanị nyochaa nke ọma. Ngwaahịa a ga-ewe ihe dị ka nkeji 7–9.

Ọ bụrụ na ị nwere ajụjụ, biko kparịta ụka na email: [email protected].

Daalụ maka ịbanye na nyocha a!

Nsonaazụ dị n'ịntanetị

1. Gịnị bụ ọdịiche gị: ✪

 Nzọụrụ masasị gbasara onye na-eme nnyocha (bere n'iji ya maka mmekorita, nyochaa nzaghachi n'ozuzu).

2. Olee afọ gị: ✪

Nzọụrụ masasị gbasara onye na-eme nnyocha (bere n'iji ya maka mmekorita, nyochaa nzaghachi n'ozuzu).

3. Olee ogologo oge ị na-arụ ọrụ: ✪

Nzọụrụ masasị gbasara onye na-eme nnyocha (bere n'iji ya maka mmekorita, nyochaa nzaghachi n'ozuzu).

4. Olee ọnọdụ gị ugbu a: ✪

1.   Nzọụrụ masasị gbasara onye na-eme nnyocha (bere n'iji ya maka mmekorita, nyochaa nzaghachi n'ozuzu).

5. Kedu nke ngalaba ị na-arụ ọrụ: ✪

1.   Nzọụrụ masasị gbasara onye na-eme nnyocha (bere n'iji ya maka mmekorita, nyochaa nzaghachi n'ozuzu).

6. Kedu nha ụlọ ọrụ ị na-arụ ọrụ: ✪

Nzọụrụ masasị gbasara onye na-eme nnyocha (bere n'iji ya maka mmekorita, nyochaa nzaghachi n'ozuzu).

7. Kedu ngwaọrụ dijitalụ eji na ụlọ ọrụ gị n'ịchịkwa ndị ọrụ?

(Choose all applicable options).

8. Kedu ka ị na-ahụ nrụpụta dijitalization na usoro nchịkwa ndị ọrụ na ụlọ ọrụ gị? ✪

1 – పూర్తిగా డిజిటలీకరించబడలేదు (అన్నీ ప్రొడెక్టివ్ హ్యాండల్ ద్వారా గడచుకున్న)

O zuru ezu na ọmụma (ogologo usoro niile ọrụ na-akwụghị ụgwọ)Ihe na-adịkarị mepụta site n'ịchịkwa, ma ọtụtụ na-arụ ọrụ na akaDị gịnị ihe иаҳịa na-amaghị amaghị, ma ọ dị oké mkpa na-achọtaỌtụtụ n'echiche na-arụ ọrụ, mana na ohere ọzọ na-achọ ka e ji akaỌtụtụ usoro dịka ebe na-arụ ọrụ (nhazi na-elekọta osisi)
(1 – anaghị akpọpụtakam n'eziokwu, 5 – usoro niile na-arụ ọrụ n'ụzọ dijitalụ)

9. Kedu ngwaọrụ dijitalụ ka e si n'aka gị? Họrọ niile dị mkpa.

ઇન્દ પોસાયીથ્ને ભેવું 🗆

10. Nchọta ndị ọrụ, ịwakpo oru na nhazi ✪

5 bal maka (1 – enweghị ọrụ, 5 – a na-ewere ya n'ọrụ dị ukwuu), belata na ngwaọrụ dijitalụ na-eme na mpaghara ndị a:

1 – Not applicable at all (digital tools are not used)2 – Applied very minimally (only individual solutions are used)3 – Partially applied (some processes are digitized)4 – Applied widely (most processes rely on digital tools)5 – Applied very widely (almost all processes are conducted digitally)
Na m na na-arụ ọrụ na nyocha ọrụ nchịkwa mmadụ (dịka, nke izaghachiri, usoro, ajụjụ) tink n'ụlọ ọrụ
Digital tools are applied in most HR management areas (e.g., work time planning, communication, employee information).
My organization regularly implements or updates digital systems for personnel management.
For daily work planning, task execution, or communication with managers, we use digital company systems (e.g., internal portal, HR self-service, e-training).

11. The impact of digitization on work organization efficiency ✪

On a scale of 1 to 5 (where 1 – completely disagree, 5 – completely agree), assess how digitization affects work organization efficiency in your company.

1 – Completely disagree (digitization does not work or even decreases work efficiency)2 – Rather disagree (the positive effect is very minor)3 – Neither agree nor disagree (the effect is neutral or minimal)4 – Rather agree (digitization noticeably improves work efficiency)5 – Completely agree (digitization significantly increases work organization efficiency)
Using personnel systems allows me to provide or obtain information more quickly (e.g., vacation requests, work schedules, certificates).
Digital personnel management systems have reduced the need to fill out documents manually or on paper.
Thanks to digital systems, my work tasks have become clearer structured and easier to track.
Digital personnel management and internal communication systems (e.g., intranet, performance evaluation or data reporting tools) ensure quick access to information, correction of errors, and smooth communication among employees and managers.

12. Employee satisfaction, engagement, and communication ✪

On a scale of 1 to 5, assess how digital tools affect your job satisfaction, engagement, and communication with colleagues and managers. (1 – completely dissatisfied / not engaged, 5 – completely satisfied / high engagement).

1 – Completely dissatisfied / not engaged, digital tools have no positive impact2 – Slightly satisfied / feel minimal engagement, the effect is very limited3 – Moderately satisfied / involvement is neither high nor low4 – Mostly satisfied / feel increased engagement and better communication5 – Completely satisfied / feel high engagement and smooth, effective communication with colleagues and managers
The digital systems used create more convenient conditions for performing my work and increase satisfaction with the work process.
Digital management or evaluation systems help me clearly understand my work goals and evaluation criteria.
Using digital systems makes me feel more involved in the organization's activities and decision-making.
Internal digital communication tools (e.g., intranet, e-platforms) have improved communication and information exchange with colleagues and managers.

13. Learning and qualification improvement ✪

On a scale of 1 to 5, assess how digital tools contribute to your learning, qualification improvement, and professional competency development. (1 – completely disagree / feel no impact, 5 – completely agree / feel a strong positive impact).

1 – Completely disagree / feel no impact (digital tools do not help improve)2 – Rather disagree (the effect is very limited or minimal)3 – Neither agree nor disagree (the effect is minimal or hard to notice)4 – Rather agree (digital tools significantly contribute to improvement)5 – Completely agree / feel a strong positive impact (digital tools significantly promote learning and competency development)
E-learning platforms help save time and learn more effectively.
Digital training allows learning at a convenient time, place and at one's own pace.
Digital learning systems provide higher quality, diverse, and interactive content.
E-learning tools increase my motivation to learn and improve professionally.
Digital training helps better understand the organization's goals and my role in achieving them.

14. Evaluation of digitization impact on employee training and qualification improvement processes ✪

On a scale of 1 to 5, assess how digital tools and e-learning systems impact your learning quality, flexibility, and professional competency improvement. (1 – completely disagree / feel no positive impact, 5 – completely agree / feel a strong positive impact).

1 – Completely disagree / feel no positive impact (digital tools do not encourage learning or improvement)2 – Rather disagree (the impact is minor, the results are limited)3 – Neither agree nor disagree (the impact is average or hard to notice)4 – Rather agree (digital tools positively affect the quality and flexibility of learning)5 – Completely agree / feel a strong positive impact (digital tools significantly improve learning quality, flexibility, and competency development)
The e-learning platforms used in my organization have changed the perception of training – they have become more attractive and easier to access.
Digital learning systems allow me to learn flexibly at a convenient time and pace.
E-learning content (courses, tests, video lessons) is relevant to my job functions and helps improve professional knowledge.
Participation in e-learning strengthens the understanding of organizational goals and promotes greater involvement in its activities.

15. Challenges and risks ✪

On a scale of 1 to 5, assess the challenges or risks you encounter using digital personnel management systems and tools. (1 – completely disagree / do not feel these challenges, 5 – completely agree / often encounter these challenges).

1 – Completely disagree / do not feel these challenges (using digital systems does not pose difficulties)2 – Rather disagree (challenges are rare or minor)3 – Neither agree nor disagree (sometimes there are certain inconsistencies)4 – Rather agree (challenges occur quite often and affect work)5 – Completely agree / often encounter these challenges (digital systems pose significant difficulties or risks)
New or updated digital systems often increase my workload during the adaptation period.
During work, I encounter technical disruptions or system performance failures that hinder effective task execution.
Using digital systems makes me feel uncertain about personal data protection and privacy.
My organization lacks clear instructions or training on how to use new personnel management systems.
Digital solutions are often implemented without sufficient employee involvement or information about changes.

16. Need for improvements

Mening tashkilotimda yangi inson resurslarini boshqarish tizimlaridan qanday foydalanish kerakligini yanada ko'proq amaliy o'qitish tashkil etilishi kerak.

1 – Completely disagree / do not see the need for improvements (systems work properly and satisfactorily)2 – Rather disagree (only minimal improvements are needed)3 – Neither agree nor disagree (some areas could be improved)4 – Rather agree (there is a clear need for significant improvements)5 – Completely agree / very necessary improvements (systems require fundamental changes or updates)
My organization should organize more practical training on how to use new personnel management systems.
Using digital systems requires clearer technical support (e.g., help center, instructions, quick assistance).
Employee opinions and suggestions should be more involved before implementing new digital systems.
I am willing to voluntarily participate in testing or evaluating new systems before their implementation.
My organization needs a clearer strategy on how digital tools will be further implemented and improved.