Your SlideShare is downloading. ×
Training and  Employee Retention  Strategies
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×

Introducing the official SlideShare app

Stunning, full-screen experience for iPhone and Android

Text the download link to your phone

Standard text messaging rates apply

Training and Employee Retention Strategies

3,288
views

Published on

JFPS 23rd Spetmeber 2010_ver 1 Park Royal Hotel

JFPS 23rd Spetmeber 2010_ver 1 Park Royal Hotel

Published in: Business

0 Comments
2 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
3,288
On Slideshare
0
From Embeds
0
Number of Embeds
12
Actions
Shares
0
Downloads
223
Comments
0
Likes
2
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. Learning and Employee Retention: Leadership Development Laurence Yap Sr Training & OD Manager
  • 2. Learning and Employee Retention What’s the Correlation Towards Leadership Development
  • 3. Leadership
  • 4.
      • The correlation of Learning, Employee Retention and Leadership
      • Development
      • Gen-X, Gen-Y and Baby Boomers – Do they require separate
      • learning initiatives?
      • Understanding the varying level of importance these generation
      • place on a commonly shared wants
      • Creating a challenging environment to keep them thinking
      • and learning constantly to progress through the corporate
      • Ladder
      • Acknowledging learning and professional growth as one of
      • the core dimensions irrespective of generations
    Agenda Agenda
  • 5. Are there correlation of Leadership Development, Learning, and Employee Retention ?
  • 6. Conclusion
    • Higher Learning Opportunities in Leadership Development, Higher Employee Retention and Engagement
    • War of Talent: Manager engaged in leadership development has 5X less likely to leave the organizations
    Findings
  • 7.
    • Leadership Learning – Employee Retention
    • A. Role Modeling
    • Komag – Best Manager of Malaysia and Sg Experience
    • Komag MD
    • Pfizer HR Director
    • Carsem COO – Iain Meikle
    Personal Experience
  • 8.
    • Learning
    • Zenger Miller – Interpersonal & Communication
    • 7 Habits
    • One Minute Manager
    • Situational Leadership
    • C. Reading
    • Leadership Challenges
    Personal Experience
  • 9.
    • 100 staff – highly motivated and low resignations
    • 3 rules:
    • a. No scolding
    • b. Solve problems together
    • c. Use your strengths
    Personal Experience
  • 10. Top Priority
    • involvement in decision making,
    • more appreciation,
    • better communication,
    • more team building,
    • flexible work conditions,
    • more autonomy and better coaching.
    What Employee Wants from Leaders
  • 11.
    • Gallup results tell it all
    • ↑ Better leadership
    • Management ↑Employee engagement
    • ↑ EPS 3.8 Times
    • (150 organizations)
  • 12. Employee Engagement work
    • more than 30 years of in-depth behavioral economic research involving more than 17 million employees worldwide
  • 13.  
  • 14.  
  • 15.  
  • 16. http://www.gallup.com/consulting/52/employee-engagement.aspx
  • 17.
    • Within the U.S. workforce, Gallup estimates this cost to be more than $300 billion in lost productivity alone.
  • 18.
    • Actively Disengage Employees
    • In world-class organizations, the ratio of engaged to actively disengaged employees is 9.57:1. 10%
    • In average organizations, the ratio of engaged to actively disengaged employees is 1.83:1. 50%
  • 19. Gen-X, Gen-Y and Baby Boomers – Do they require separate learning initiatives?
  • 20.  
  • 21.  
  • 22.  
  • 23.
    • Training - Class rooms
    • Assignment - Work Projects
    • Coaching - OJT
    • Exposure - Exhibitions, Conference
    • Learning - Books, Webs, People
    Learning Approaches: TACEL
  • 24.
    • Pfizer: Mobile learning (Gen Y)
    • Online learning (Gen Y)
    • Carsem: Supervisors (Gen Y)
    • Leadership Dev (Gen X)
    • Team Bonding (Gen BM vs Gen X/Y)
    • Komag: Zenger Miller (Gen X)
    Experience
  • 25. Do these three generations have a commonly shared wants in Leadership Learning?
  • 26.  
  • 27. Physiological needs
    • The physiological needs of the organism, those enabling homeostasis, take first precedence. These consist mainly of: The need to breathe . The need for water. The need to eat. The need to dispose of bodily wastes. The need for sleep. The need to regulate body temperature. The need for protection from microbial aggressions (hygiene).
  • 28. Safety Security
    • Security of employment. Security of revenues and resources. Physical security - safety from violence, delinquency, aggressions. Moral and physiological security. Familial security. Security of health.
  • 29. Belonging Needs
    • Care about them as a person
    • Team Bonding Activities
    • Corporate Sports Activities or Events
    • CSR
  • 30. Esteem Needs
    • Respect Others
    • Engage Employees
    • Gain recognition
    • Appreciation
    • Meaning of Work
    • Hobbies
  • 31. Self Actualization
    • Creativity and Innovation Solving problems
    • Projects Involvement to something bigger
    • Integrity
  • 32.  
  • 33.  
  • 34.  
  • 35.  
  • 36.  
  • 37. Competency
  • 38. How do we create a challenging environment to keep them thinking and learning constantly ?
  • 39.
    • Strategy Planning –
    • leadership development, Structure Tree
    • Carsem
    • Teaching culture -
    • Interpersonal and Communication, Zenger Miller
    • Komag
    Create an environment
  • 40.
    • Leaders teaching leaders
    • 5 Modules by COO
    • Carsem
    • Community of Practice, Shared Learning Culture –
    • Lean, Poka Yoke, Engineering, Technical Forun
    • Carsem
    Create an environment
  • 41. Trainer @ Vice President Manufacturing Iain Meikle
  • 42. Program Overview
    • Module 1 Best Leadership Practices (1)
    • Module 2 Best Leadership Practices (2)
    • Module 3 How to Motivate Today’s Workers
    • Module 4 Situational Leadership
    • Module 5 Business Alignment
    Program Overview
  • 43.
    • Carsem Key Values/
    • Kauzes and Posner Model
    • Recruitment, Promotion, Performance
    Create an environment
  • 44. Key Beliefs Customer 1 st
    • 1 Listen to customers
    • Treat customers as friends
    • 3 Be courteous , respectful and professional
    Speed of Execution
    • Sense of urgency.
    • Be responsive .
    • Make fast decisions
    Continuous Improvement
    • Always believe there is a better way
    • Challenge the status quo
    • Seek new ways of doing things
    Constant Respect for People
    • Focus on the issue , not the person
    • Remember -- Everyone’s role is important
    • Seek first to understand.
  • 45. Key Beliefs Uncompromising Integrity
    • Honesty
    • Keep your word
    • Maintain confidentiality
    Lead by Example
    • Be supportive
    • Say what you do and Do what you say
    • Be a coach
    Always seek win-win solution
    • Be objective
    • Be open minded
    • Collaborate and compromise.
    Carsem BOLEH!
    • CAN DO attitude
    • Determination
    • Positive mindset
  • 46.  
  • 47. Do we acknowledging learning and professional growth as one of the core dimensions irrespective of generations?
  • 48. The Evergreen Project
    • A careful examination of more than 200 well-established management practices within 160 companies over a 10-year period (1986-1996).
    • The authors point out that companies which consistently follow this formula of 4 + 2 have a 90% chance of sustaining superior business performance.
  • 49. Results (10 Years)
    • Total Return to Shareholders
    • 943% (Winners) vs 62% (losers)
    • Sales
    • 413% (Winners) vs 83% (losers)
    • Operating Income
    • 326% (Winners) vs 22% (losers)
    • Return on Invested Capital (%)
    • +5.45% (Winners) vs -8.52% (losers)
  • 50. Major 4 Factors
    • 1. Strategy : devise and maintain a clearly stated, focused strategy.
    • 2. Execution : develop and maintain flawless operational execution.
    • 3. Culture : develop and maintain a performance-oriented culture.
    • 4. Structure : build and maintain a fast, flexible, flat organization.
  • 51. Minors - 4 Factors
    • Master two of the four secondary management practices:
    • (i) Talent : hold on to talented employees and find more.
    • (ii) Innovation : make industry-transforming innovations.
    • (iii) Leadership : find leaders who are committed to the business and its people.
    • (iv) Mergers and acquisitions : seek growth through mergers and partnerships
    Minors - 4 Factors
  • 52.  
  • 53. Leadership Behaviors
  • 54. Conclusion
  • 55.
    • 1. 12 Management
    • 2. TACEL – Learning Approaches
    • 3. AMA Management Competency
    • 4. Ever Green Project
    • 5. Leadership Challenges
    Note
  • 56.