Post on 14-Sep-2014
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EMPLOYEE ENGAGEMENTEMPLOYEE ENGAGEMENT
EMPLOYEE ENGAGEMENT
EMPLOYEE ENGAGEMENTBy: Group-A
EMPLOYEE ENGAGEMENTEMPLOYEE ENGAGEMENT
EMPLOYEE ENGAGEMENT
GROUP -A
Sonia Agarawal 01Namrata Chavan 07Aarti Deopure 13 Shantanu Gaikwad 19Nikhil Kohok 26
Beckes Lopez 30Rameshwar Mahajan 31Rajeshkumar Mishra 36Priyanka Rane 44Sushmita Wakde 60
WHAT IS EMPLOYEE ENGAGEMENT
VIDEO 1
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What is Employee Engagement This term was conceptualized by ‘Kahn’ “A heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work".
“Employee engagement is the level of commitment and involvement an employee has towards their organization and its values.”
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What is Employee Engagement ?Its a step ahead than Employee Satisfaction:
Belief in the organization
Desire to work to make things better
Understanding of business context and the ‘bigger picture’
Respectful of and helpful to colleagues
Willingness to ‘go the extra mile’
Keeping up to date with developments in the field
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EMPLOYEE ENGAGEMENT In engagement, people employ and express themselves physically, cognitively, and emotionally during role performances.
The organization must work to develop and nurture engagement,which requires a two-way relationship between employer and employee.
Thus Employee engagement is a barometer that determines the association of a person with the organization.
Components of engagement : Rational Engagement: the involvement, understanding and motivation an employee has in his/her job.
Emotional Engagement: the attitudinal attachment an employee has to his/her company.
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Model of Employee EngagementSay : Speak positively about the organization
Stay : Desire to be a member of the organizationStrive : Go beyond what is minimally required
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EMPLOYEE ENGAGEMENTBELIEFS ABOUT EMPLOYEE ENGAGEMENT
Engagement is the primary enabler of successful execution of any business strategy Engagement is not a short-term initiative Engagement must be driven from the top. Engagement is all about right fit. No one impacts the state of engagement more than an employee’s immediate leader. Measuring engagement and demonstrating its business impact is crucial, but it’s only a small part of winning the battle. Engagement means reaching the heart.
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EMPLOYEE ENGAGEMENTAspects of Employee Engagement
The employees’ unique psychological make up and experience.
The employers and their ability to create the conditions that promote employee engagement.
Interaction between employees at all levels.
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Factors
VIDEO 2
NEED FOR EMPLOYEE ENGAGEMENT
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Need of employee engagement
HR practitioners believe that the engagement challenge has a lot to do with how employee feels about the about work experience and how he or she is treated in the organization.
In a research survey of more than 50,000 employees at 59 member organizations in 27 countries and 10 industries, done by Corporate Leadership Council, has demonstrated the real bottom-line impact of employee engagement.
Highly committed employees perform up to 20 percentile points better and are 87% less likely to leave the organization than employees with low levels of commitment.
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Need of employee engagement
The “10:6:2” Rule:
The “10:9” Rule:
When engagement is below 25 per cent, those companies suffer a negative total shareholder return.
CATEGORIES
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Categories of Employee Engagement
Engaged--"Engaged" employees are builders.
Not Engaged--Not-engaged employees tend to concentrate on tasks rather than the goals
Actively Disengaged--The "actively disengaged" employees are the "cave dwellers.
Engaged
Actively Disengaged
Not Engaged
HOW TO ACHIEVEEMPLOYEE ENGAGEMENT
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How to achieve employee engagement
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Gallup Studies
Feedback system put forward by Gallup Studies.
Basis of survey
Identification of 12 most effective questions
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From Gallup’s Q12:1. Knowing what’s Expected2. Having the Right Materials & Equipment3. Opportunity to Do What I Do Best4. Recognition & Praise5. Caring for Me as a Person6. Encourages Development
12 Things Important to Employees
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7. My opinion Counts8. Connection with Mission of Organization9. Co Workers Committed to Quality Work10. I have a Best Friend at Work11. Someone Has talked with Me About my Progress12. Opportunities to Learn and Grow
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Measurement of Employee Engagement
Step I: Listen.
Step II: Measure current level of employee engagement.
Step III: - Identify the problem areas.
Step IV: Taking action to improve employee engagement by acting upon the problem areas.
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Increasing Employee EngagementEmployees are said to be engaged when they show a positive attitude
toward the organization and express a commitment to remain with the organization.
Culture
Continuous Reinforcement of People-Focused Policies
Meaningful Metrics
Organizational Performance
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Increasing employee engagement
Provide variety. Conduct periodic meetings with employees. Indulge in employee deployment. Communicate openly and clearly. Get to know employees' interests, goals, stressors. Celebrate individual, team and organizational successes. Be consistent in your support for engagement initiatives.
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Employee engagement activitiesEmployee engagement activities / programs
1. Picnic and Movie at interval of 2 months.2. A daily column, written by CEO, on the intranet with company announcements / programs etc.3. Update via an overhead paging system, which is used to recognize employees for significant business achievements.4. Employee suggestion systems / quick responses.5. CEO spending time in face to face communication with staff.6. CEO based FAQ questions on company business.7. ONLINE “ask the CEO” mailbox.
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8. Monthly and Annual staff awards.9. Interaction with disaster management team and emergency management team.10. Problem solving committee.11. Quality assurance committee.12. Conducting soft skills training program as well as required training programs.13. Online real-time tracking of progress. Employees can view company progress towards targets / goals.14. Provide long term strategic vision for business growth.15. Indoor Games as well as Outdoor games, like Chess, Cricket, Badminton etc..16. Celebration of Employees Birthday.
IN RECESSIONARY TIME
3 Tips on Employee Engagement During a Recession
Open and honest communication
Security and certainty
Hope
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Effects: Through opening up a dialogue about the challenging time your
business may be facing, will enable you to ensure that to your team: understand the decisions you are making and the reasons for them . will be able to identify what these changes mean for them and their
roles will be better equipped to explain any changes to clients or business
partners and will undoubtedly be able to share ideas and suggestions they
have for managing through tough times.
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ADVANTAGES, DISADVANTAGES& CONCLUSION
AdvantagesWhile Hewitt Associates, has just released new
data showing the strongest link yet between engaged employees and business success.
Their analysis of 1,500 companies over a four-year period showed that companies with higher engagement levels had markedly higher total shareholder return.
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Disadvantages
Expensive.Returns are not immediate.Time consuming.Chances of error.Lots of analysis.Too much responsibility.
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ConclusionBuzz word term for employee communication. Positive attitude towards the organization and its values. Gaining popularity. Success of a business.
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Recognition of employees.
Continuous process of learning, improvement, measurement and action.
We would hence conclude that raising and maintaining employee engagement lies in the hands of an organization and requires a perfect blend of time, effort, commitment and investment to craft a successful endeavor. VIDEO 3
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Referenceswww.siescoms.edu/images/pdf/reserch/.../employee_engagement.pdfen.wikipedia.org/wiki/Employee_engagementwww.management-issues.com/.../employee-engagement-what-exactly-is-it.http://www.accordsyst.com/papers/engagement_survey.pdfhttp://retention.naukrihub.com/increase-employee-engagement.htmlhttp://www.humancapitalinstitute.org/hci/events_conference_engagement_2009_boston_main.guid
Thank You.