Human resource surveys not only enhance a work setting, but also increase efficiency as well as job preservation rates. HR subdivisions within even small companies can implement these surveys in various ways including exit interviews, entrance interviews, hiring process, 360 degree reviews, annual reviews and overall status of company review. Gathering feedback from company stakeholders and employees is important to augment a person, team and company performance. By conducting various key-feedback mechanisms like employees attitude surveys, salary survey or a study to amass employee’s training feedbacks, you will be able to get strategic details required to be competitive in the industry, and gauge the strength of your organization’s human capital. Industry benchmarks can be a tremendous way to settle on what KPIs (key performance indicators) such as probability to recommend, overall satisfaction and employee turnover should be for the firm. Once you have recognized your key performance indicators, it will be very easy to build up a chronic schedule of online surveys required to make sure you have usual metrics to assess. For instance, if your short term objective is to boost up employee’s productivity by 10%, then, you can conduct a survey that includes asking questions regarding workers’ problem area, tasks, usage and frequencies to take base-line dimension. You can then also create a follow up survey five or six months later in order to perceive if changes you introduced have had desired effect. Conducting human resource surveys is not that difficult. You are free to refer to professionally written workers satisfaction survey queries available online, or implement survey templates created previously by others in your company. You also need to make yourself well acquainted with some essential human resource survey tips, such as leading with positive end of rating scale. So, if you want to improve the overall performance of your organization, you should consider conducting human resource surveys.