Employee engagement2[1]
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    Employee engagement2[1] Employee engagement2[1] Presentation Transcript

    • EMPLOYEE ENGAGEMENTSUBMITTED TO SUBMITTED BYMS POONAM SHARMA MUKTAABS, MANESAR YOGENDER YADAV
    • EMPLOYEE ENGAGEMENTEmployee engagementis an individual’s senseof purpose, evident toothers in the display ofpersonalinitiative, effort andpersistence directedtowards organizationalgoals.
    • EMPLOYEE ENGAGEMENT :A HISTORICALPRESPECTIVE EMPLOYEE ENGAGEMENT IS A RECENT CONCEPT IN HR, THOUGH IT HAS BEEN EVOLVING SINCE INDUSTRIALISAATION. ENGAGEMENT WAS ATTEMPTED THROUGH THE LOWER ORDER NEEDS IN MASLOW’S ‘HIERARCHY OF NEED MODEL’. PRODUCTION INCENTIVES, PIECES RATE WAGES ETC., WERE USED TO DRIVE INDIVIDUAL PERFORMANCE AND EMPLOYEES WERE REWARDED WHEN THEIR BEHAVIOUR HELPED ACHIEVE THE GOAL OF THE COMPANY. JAPANESE WORK METHODS LIKE tqm BASED ON CONCEPTS SUCH AS PROCESS OVER OUTCOME, GROUP DYNAMICONVER INDIVIDUAL PEEERFORMANCE AND CONSTANT CHANGE AS PART OOOF ACCEPTED REALITY, BOUGHT EMPLOYEES CLOSER TO ORGANISATIONAL ISSUES. SO, IN THIS CHANGING SCENARIO, EMPLOYEE ENGAGEMENT BEGAN TO TAKE NEW MEANING. MEETNG THE LOWER ORDER NEEDS OF MASLOW’S NEED HIERARCHY WAS NOT ENOUGH TO RETAIN EMPLOYES ANY MOR, BUT ADDRESSING THE HIGHER ORDER NEEDS BECAME THE NEED OF THE HOUR.
    • Employee EngagementThe extent that an employee believes in the mission purpose and values of an organization anddemonstrates that commitment through their actions as an employee and their attitudetowards the employer and customers.What is Employee Engagement ?Engagement is the energy, passion, or ‘fire in the belly’ employees have fortheir employer.Employee engagement is 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’
    • TYPES OF EMPLOYEE ENGAGEMENT•Engaged•Not Engaged•DisengagedScary Statistics29% Engaged54% Not Engaged17% Disengaged
    • COMPONENTS OF EMPLOYEE ENGAGEMENT•Cognitive•Emotional•Behavioural
    • EMPLOYEE ENGAGEMENT IS INFLUENCED BY•Employee perceptions of job importance.•Employee clarity of job expectations.•Career advancement/improvement opportunities.Regular feedback and dialogue with superiors•Quality of working relationships withpeers, superiors, and subordinates•Perceptions of the ethos and values of the organization
    • ENGAGED EMPLOYEES•Strong Relationship - Manager•Clear Communication•Clear Path•Strong Relationship - Coworkers•Strong Commitment
    • TYPES OF ENGAGEMENT ACTIVITIESCommunication activitiesReward schemesActivities to build the culture of the organizationTeam building activitiesLeadership development activities
    • 10 C’sConnectCareerClarityConveyCongratulateContributeControlCollaborateCredibilityConfidence
    • RECENT TRANDES IMPACTING EMPLOYEE ENGAGEMENT NO FIXED WORK SCHEDULES TWO MAJOR RECESSION TALENT WAR NOW THE DEFINATION OF EMPLOYEE ENGAGEMENT HAS EXPANDED FROM MEETING TANGIBLE NEEDS OF EMPLOYEES TO STRENGTHENING THEIR EMOTIONAL BONDS WITH THE ORGANISATION.
    • KEY INNOVATION IN EMPLOYEE ENGAGEMENT  FOCUS ON PERFORMANCE MANAGEMENT  FACILITATING EMPLOYEE LIVES  STRENGTHENING TIES WITH FAMILIES  BRIDGING GAP BETWEEN TOP MANAGEMENT AND EMPLOYEES  INTERNAL COMMUNICATION  FUN AT WORK  CARE AND SUPPORT FOR EMPLOYEE WELL-BEING  ENGAGING THROUGH CSR  HARNESSING THE SOCIAL MEDIA TO ENGAGE EMPLOYEES
    • FOCUS ON PERFORMANCE MANAGEMENTPM IS TODAY A PROCESS OF ALIGNMENT, WHERE INDIVIDUALGOALS ARE SET IN COLLOBRATION WITH SUPERVISORS.EMPLOYEES FEEL VALUED AS THEY SEE THEIR ROALIMPACTING THE ORGANISATION .INITIATIVES LIKE CAREER PLANNING AND DEVLOPMENT HELPENGAGE AN EMPLOYEE IN HIS ASPIRATIONAL GOAL.E.G.:- 3M AT 3M THE CONTRIBUTION AND DEVELOPMENTPROCESS IS A YEAR LONG DIALOGUE BETWEEN EMPLOYEESAND THEIR SUPERVISORS, WHERE GOAL FOR CONTRIBUTIONAND METRICS FOR PERFORMANCE ARE JOINTLY DISCUSSEDAND ADHERED TO.
    • FACILITIATING EMPLOYEE LIVESWorking beyond the office hours leaves an employeewith very little time for personal life. Things like flexibleworking hours, remote working or working from homeoption, and employee concierge play a significant role inmaking lives convenient at work.e.g.:- Google, yahoo These companies are providing their employeesthe option of working from home.
    • STRENGTHENING TIES WITH FAMILIESINCLUSION OF FAMILIES IN THE EMPLOYEES’ WORK LIFETHROUGH PROACTIVE INITIATIVES FOR INCREASINGEMPLOYEES’ BONDING WITH THE ORGANISATION. FAMILY DAYSRECOGNITION IN THE PRESENCE OF SPOUSES DURING COMPANY AWARD
    • BRIDGING GAP BETWEEN TOP MANAGEMENT AND EMPLOYEESCOMMUNICATION HAS TODAY BECOME A3 TWO WAY DIALOGUEBETWEEN EMPLOYEES AND THE MANAGEMENT.IT CAN BE DONE THRUOGH FEEDBACK MECHANISMS LIKESURVEYS, INTRANET, ETC.E.G.:- 3M, 3M INDIA CONDUCTS A QURTERLY SESSION WITH CEOCALLED ‘BETWEEN US’.BREAKFAST WITH MD SERIES IS ANOTHER PLATEFORM, WHERETHE MANAGING DIRECTOR GETS AN OPPORTUNITY TO INTERACTWITH EMPLOYEES FROM ALL LEVELS.
    • INTERNAL COMMUNICATION• INTERNAL COMMUNICATION PLAYS A VERY IMPORTANT ROLE IN BRINGING THE STAKEHOLDERS OF THE ORGANISATION ON THE SAME PAGE.• THEY COMMUNICATE IMPORTANT MESSAGE THAT DRIVE THE TOP MANAGEMENT STRATEGIES, AND THE KEY ISSUES CONCERNING EMPLOYEES.• NOW A DAYS INTERNET IS USED WIDELY FOR DISCUSSION, SHARING IDEAS, FEEDBACK, ETC.• E.G.:- 3M AT 3M INTERNAL COMMUNICATION ADDRESS ISSUES LIKE LEADERSHIP,CAREER DEVLOPMENT ETC., THROUGH STORYTELLING.
    • FUN AT WORK• THIS CONCEPT WAS INTRODUCED TO REDUCE THE WORK STRESS AND ENCOURAGE BETTER CO-WORKER BRIDGING WITHIN AN ORGANISATION.• INFORMAL GETTOGETHER, CULTURAL PROGRAMES AND INVITING EMPLOYEES TO SHOWCASE TALENT• E.G.:- GOOGLE, GOOGLE EUROPEAN ENGINEERINGHEADQUATERS AT ZURICH IS A REFLECTION OF THE FUN AND CAMARADERIE THAT EMPLOYEES ENJOY AT WORK,WITH INNOVATIONS LIKE LEISSURE ROOMS, SLIDES TO MOVE BETWEEN FLOORS, ETC.
    • CARE AND SUPPORT FOR EMPLOYEE WELL-BEING• TO BE PERCEIVED AS CARINGORGANISATION, THE MANAGEMENT FOCUSES A LOT ON IMPORTANT ISSUES OF EMPLOYEE WELL BEING LIKE HEALTH AND FITNESS, SAFETY, INVESSTMENT PLANNING.• COMPANIES HAVE INTRODUCED INITIATIVES LIKE MEDICLAIMS, GYMING, AND RECREATIONAL FACILITIES, HEALTH RELATED SUPPORT ETC.• E.G.:- 3M, 3M RECENTLY CONDUCTED A STOP SMOKING PROGRAMME.• ‘PHILIPS INNOVATION CAMPUS’ CREATIVELY COMMUNICATED THE EFFECTS OF REPETITIVE STRAIN INJURY(RIS) AND WORK RELATED HAZARDS FOR THE BENEFIT OF EMPLOYEES.
    • ENGAGING THRUOGH CSR• CORPORATE SOCIAL RESPONSIBILITY IS A RECENT INNOVATION IN ENGAGING EMPLOYEES WITH THE ORGANISATION.• A STRONG COMMITMENT TOWARDS THE SOCIAL RESPONSIBILITY HAS A MEANINGFUL IMPACT ON THE ATTITUDE OF THE EMPLOYEES RESULTING IN HIGHER ENGAGEMENT AT WORK.• E.G.:- TEXAS INSTRUMENTS COMPANY HAS A ROBUST EMPLOYEE VOLUNTEERING PROGRAMME AROUND THEIR CHILD EDUCATION INITIATIVE. IN THIS EMPLOYEES SPEND A COUPLE OF HOUR EACH MONTH AT THE NGO’S SUPPORED BY THE COMPANY.
    • CONCLUSION• TODAY, EMPLOYEE ENGAGEMENT HAS BECOME A HOLISTIC WAY OF STRENGTHENING EMPLOYEES’ BOND WITH THE ORGANISATION.• TRULY ENGAGED EMPLOYEE BECOME AMBASSADORS OF THE RESPECTIVE BRADNS THEY WORK FOR AND COMMUNICATE WITH CONFIDENCE AND PASSION.• “HEALPING EMPLOYEE TO FEEL GOOD ABOUT HIMSELF IS A KEY TO GET MORE DONE”
    • You can buy a man’s time, you can buy a man’s physical presence at a given place;you can even buy a measured number of skilled muscular motions per hour or day;but you cannot buy enthusiasm, you cannot buy initiative;you cannot buy loyalty; you cannot buy devotion of hearts, minds and souls.You have to earn these things.Mr. Clarence FrancisChairman- General foods
    • THANK YOU