The document discusses employee engagement and retention. It notes that replacing employees can cost companies up to 400% of the employee's annual salary. Only 29% of employees are actively engaged in their jobs. Employee engagement is defined as encouraging employees to achieve higher levels and helping the organization reach its goals. The company Archer Bahari provides services to measure employee engagement, identify reasons for low engagement, and design and implement strategies to improve engagement.
Best Practices in Creating Employee EngagementBambooHR
This slideshare walks you through 16 elements that create or detract from employee engagement. From getting the space you need to right alignment, we help you think through these aspects of what your employees may be feeling.
A roadmap that details key considerations and best practices for employee engagement - which drives worker productivity, loyalty, innovation and advocacy.
Best Practices in Creating Employee EngagementBambooHR
This slideshare walks you through 16 elements that create or detract from employee engagement. From getting the space you need to right alignment, we help you think through these aspects of what your employees may be feeling.
A roadmap that details key considerations and best practices for employee engagement - which drives worker productivity, loyalty, innovation and advocacy.
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
6 Ways to change human resources in the millennial ageConduent
Work is changing faster than ever before. HR professionals know and live this every day. The head-on collision of digitization, disruptive business models, technology advances and powerful socio-economic forces are transforming every company in every market. Here's how to adapt and thrive.
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
#FIRMday London 28/04/16 - SMRS 'Talent Pools are they right for your company?'Emma Mirrington
Jennifer Cunningham, new Head of Employer Marketing at SMRS (previously Director of Talent Acquisition at Adidas group) presents a session on the different strategies an activities you can adopt for your talent pools and how social media can support your goals in engaging and attracting future talent.
We help customer led leaders, CEO's, CCO's, COO's and HR Directors substantially improve the success and retention of their new hires. Saving you time and money. Find out more in this digital brochure. Douglas Jackson Management Consultants for Talent Acquisition
Employee Engagement Strategy: Getting to the Roots of Your Employee ExperienceBambooHR
Worrying about employee engagement and empowerment may seem like a shallow concern, but Gallup estimates that actively disengaged employees cost the U.S. $483 billion to $605 billion each year in lost productivity. Meanwhile, highly engaged businesses achieve a 21% increase in profitability and a 59% decrease in turnover when compared to less-engaged companies.
If your organization is going to grow and accomplish its mission, you need to ensure that your employees are engaged, empowered, and connected from the roots of daily interactions up to your top-level vision. Join BambooHR and Lattice to explore how HR and management can develop employee engagement throughout your organization.
You will learn:
• The difference between top-down and bottom-up engagement strategies
• The role of data in measuring and adapting engagement programs
• How to balance implementing employee feedback with maintaining your ideal culture
• How individual engagement management fits into an overarching engagement strategy
Infographic: 6 Ways Disengaged Employees are Harming your BusinessGlyn Luckett
The fallout of employee disengagement goes further than dampening company morale, it impacts several key business outputs, from productivity to profit. 6 troubling ways employee disengagement could impact your business, and how to tackle it.
No matter what business you’re into, what products or services you cater to, it’s essential to know that your most important inventory walks in and out of your office door every day and if you want to remain competent, hiring and retaining the best people is paramount. This is where ‘onboarding’ comes in picture. Contrary to the conventional approach, onboarding is not all about getting a few forms filled, orienting new hires about organization’s hierarchy, rules, regulations, reimbursement procedures, leave policy etc., it is more about the strategic orientation of the organization (especially HR) to decrease turnover by increasing engagement.
https://thinktalentindia.com/practice-land.html?practiceid=26&practicing=engage
Strategic Onboarding is an approach to Talent Onboarding that addresses the long-term needs of
the employee while also addressing the business needs of the organization. It creates a win-win
situation, providing value to both the business and the employee.
Why Can't All My Recruiting Tools Get Along?CareerBuilder
Is your HR technology causing you headaches instead of solving your recruitment problems? Are your different HR systems refusing to talk to each other and get along? HR experts Kris Dunn and Tim Sackett can help.
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
6 Ways to change human resources in the millennial ageConduent
Work is changing faster than ever before. HR professionals know and live this every day. The head-on collision of digitization, disruptive business models, technology advances and powerful socio-economic forces are transforming every company in every market. Here's how to adapt and thrive.
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
#FIRMday London 28/04/16 - SMRS 'Talent Pools are they right for your company?'Emma Mirrington
Jennifer Cunningham, new Head of Employer Marketing at SMRS (previously Director of Talent Acquisition at Adidas group) presents a session on the different strategies an activities you can adopt for your talent pools and how social media can support your goals in engaging and attracting future talent.
We help customer led leaders, CEO's, CCO's, COO's and HR Directors substantially improve the success and retention of their new hires. Saving you time and money. Find out more in this digital brochure. Douglas Jackson Management Consultants for Talent Acquisition
Employee Engagement Strategy: Getting to the Roots of Your Employee ExperienceBambooHR
Worrying about employee engagement and empowerment may seem like a shallow concern, but Gallup estimates that actively disengaged employees cost the U.S. $483 billion to $605 billion each year in lost productivity. Meanwhile, highly engaged businesses achieve a 21% increase in profitability and a 59% decrease in turnover when compared to less-engaged companies.
If your organization is going to grow and accomplish its mission, you need to ensure that your employees are engaged, empowered, and connected from the roots of daily interactions up to your top-level vision. Join BambooHR and Lattice to explore how HR and management can develop employee engagement throughout your organization.
You will learn:
• The difference between top-down and bottom-up engagement strategies
• The role of data in measuring and adapting engagement programs
• How to balance implementing employee feedback with maintaining your ideal culture
• How individual engagement management fits into an overarching engagement strategy
Infographic: 6 Ways Disengaged Employees are Harming your BusinessGlyn Luckett
The fallout of employee disengagement goes further than dampening company morale, it impacts several key business outputs, from productivity to profit. 6 troubling ways employee disengagement could impact your business, and how to tackle it.
No matter what business you’re into, what products or services you cater to, it’s essential to know that your most important inventory walks in and out of your office door every day and if you want to remain competent, hiring and retaining the best people is paramount. This is where ‘onboarding’ comes in picture. Contrary to the conventional approach, onboarding is not all about getting a few forms filled, orienting new hires about organization’s hierarchy, rules, regulations, reimbursement procedures, leave policy etc., it is more about the strategic orientation of the organization (especially HR) to decrease turnover by increasing engagement.
https://thinktalentindia.com/practice-land.html?practiceid=26&practicing=engage
Strategic Onboarding is an approach to Talent Onboarding that addresses the long-term needs of
the employee while also addressing the business needs of the organization. It creates a win-win
situation, providing value to both the business and the employee.
Why Can't All My Recruiting Tools Get Along?CareerBuilder
Is your HR technology causing you headaches instead of solving your recruitment problems? Are your different HR systems refusing to talk to each other and get along? HR experts Kris Dunn and Tim Sackett can help.
We have been instructed to create a presentation on pitching our concept so I have put together a PowerPoint with all our mood boards, our talents biography, screen testing and the lyrics of our chosen song (annotated). We have to present it next lesson.
Shenzhen Litkconn Technology (LITK) is one of the leading providers of precision connector solutions in China. We pride ourselves on providing our customers with the best connector products available and our customer service is second to none. We’re dedicated to helping our clients find the products best suited to their needs. Our partners are some of the biggest names in a diverse range of industries, including mobile and wireless communications, digital entertainment, hardware and peripherals, security, medicine, networking, heavy industry and many more.
50 ans d'anticipation n°5 : le journal de TNS SofresKantar
Voici le 5e numéro de notre Journal "50 ans d'anticipation". Dans cette 5e édition, vous découvrirez les tendances qui traversent la consommation, les stratégies des industriels et des annonceurs à partir de cas d'études concrets.
http://www.tns-sofres.com/notre-offre/nos-publications
The Employee Engagement Handbook | WorkStrideWorkStride
Learn how creating a positive employee experience can help increase engagement, retention, and productivity. In this guide, we’ll go over five areas to focus on in order to create a positive employee experience: employee engagement, learning and development, company culture, workplace environment, and tools and technology.
Talent attraction for the modern recruiterSoraya Lavery
Learn some simple methods to develop a strong talent attraction brand that attracts the "right fit" candidates for your company. Also how to retain key staff and provide a positive return on investment for your organisation.
Building Trust: A Strategic Approach to Employee ExperienceAggregage
Delivering a great employee experience is the key to a better customer experience, higher productivity, and greater profitability. Join Natasha Persad, CEO of The HRXperts, and learn the fundamentals of a great employee experience.
The CareerCENTRE helps to define the right career path for an individual based on self assessment. Organisations that invest in career management have greater levels of employee engagement.
Organisations with high employee engagement are more productive, more profitable and generate greater shareholder value.
Progressive - Building a compelling employer brandMark SThree
The ability to attract and retain the best talent in the market is key for any organisation, but never more so than in highly competitive sectors where niche skill sets are in high demand. Our guide to employer branding examines
how organisations can strengthen their relationship with existing and potential employees, and external
stakeholders through the effective communication of the brand’s values, personality and culture and creating a
strong employer brand.
Employees are the bedrock of every organisation and are largely responsible for business success. However, many organisations lose their best hands due to the inability of leaders and senior management to appreciate and value them.
Ultimately, this leaves employees disengaged and dissatisfied – factors contributing to employee loyalty. While committed employees go above and beyond to deliver results that impact business growth, there's an evident lack of motivation and interest when you don't appreciate them or show you want the best for them.
Fostering employee loyalty is not without its challenges. At a time when employees change jobs frequently and voluntarily, as a business leader, you must develop a work environment where loyalty is factored.
In this deck, you'll uncover five (5) effective tips to foster or improve employee loyalty in your organisation.
You'll also learn
• The key factors that contribute to Employee Loyalty
• The Impact of Employee Loyalty on Business Success
• How you can measure Employee Loyalty in your organisation.
The success of your organisation depends on the talent, expertise and quality of your workforce. Irrespective of your industry or organisation size, you need to accrue a competitive workforce to align with and achieve your goals.
To get the best talent into your organisation, you must carefully gauge several parameters. Working with the right recruitment partner can make a significant difference to your hiring process and the quality of your workforce. On the other hand, getting it wrong means time, resources and funds are wasted.
However, it can be difficult to choose the partner that best aligns with your business culture and values. There are several recruitment agencies in Nigeria that are eager to provide you with smart HR solutions, but with such a wide choice, how will you make the right choice?
In this deck, you will gain perspective on how to go about selecting the right recruitment partner.
You will also learn the following;
• Vital questions to ask when choosing your recruitment partner
• Some essential factors you should consider while choosing your recruitment partner
• How you can connect with the best recruitment partner in Nigeria
What drives effective customer and employee engagement? Why is getting this right supremely important to growth and profitability? Find the right questions and answers here.
Employee Engagement, and why it matters to the Experiential Marketing IndustryGeorge Horn
A glimpse into managing people in the Experiential Marketing industry.
Whilst at Purity Productions I was asked to assess the impacts employee engagement within the company and industry. This white paper captures aspects that can be used to build an employee engagement strategy.
2. Losing an Employee in most cases means serving up your investment
in training and development on a silver plate to your competitors.
Something businesses simply cannot afford to do. The cost of
replacing one Employee runs from 150% for a mid-level Manager up
to 400% for a specialised individual—AND THAT IS OF THE ANNUAL
SALARY!
A Middle Manager on $15,000 per month will cost you at least
$270,000 to replace.
ARCHER BAHARI | UNDERSTAND YOUR EMPLOYEES AND ENGAGE THEM
“Too many companies believe PEOPLE are
INTERCHANGEABLE. Truly GIFTED people NEVER are.
They have UNIQUE TALENTS.”
- Warren Bennis
International
research shows
that only 29% of
Employees are
actively engaged
in their jobs
Voluntary
resignations
worldwide are at
their highest level
in over 20 years 68% of
Employees do not
know how their
work affects the
growth of the
company
48% of ALL
Middle Managers
are either currently
looking or are
planning to look
for another job
70% of
Managers are
shocked when
top staff resign
In 2014, an ARCHER
BAHARI survey
showed that 63% of
Employees are
disengaged and
unhappy with their
job
In monetary terms, for every
$1,000,000 an organisation
spends on payroll, $475,000 is
an unproductive overhead.
= 47.5% of your staffing costs
could be being wasted
3. Employee Engagement is a Corporate Cultural Mind-set which encourages ALL employees
to attain higher levels of achievement. Working as an integrated team, they triumph in
reaching the organisations goals and values. At the same time, creating an even greater
sense of well-being.
Basically it is the process of leading people to achieve greater performance in an
organisation by increasing their own sense of contentment.
Employee Engagement starts by building job satisfaction, followed by job motivation,
involvement and finally, truly commitment with organisation’s goals and values.
There are three important things people should know about Employee Engagement:
It can be measured
It can be correlated with performance
Employers can do a great deal to impact on employees level of engagement.
There is a big difference between Employee Retention and Employee Engagement. The
concepts of Loyalty, Engagement and Retention are interrelated but are not the same.
It is possible to retain staff by offering above market compensation and benefits, but are
those Employees really achieving? Are they an Ambassador for your organisation?
A truly engaged employee feels enthusiastic about their role and potential; enthusiasm
which is transferred to your customers, increasing satisfaction and your profitability.
It has also been proven that the more engaged your employees, the higher the calibre of
your customers and the greater your profit margin.
International reports and trends give us a Snap-Shot of typical employee engagement
programs and drivers, these help to give us ideas of what MAY help our organisation, but
how can we be sure?
For any engagement strategy to be truly effective, it is the characteristics of YOUR
corporate culture that sets the path to success. This is found in your teams, businesses
and your entire organisation.
A good and simple start is by asking your employees what is important to them, how they
perceive their role and the company, how they are integrated with their leaders goals,
and their ideas on what would help them to achieve more.
In any case, getting a proper diagnosis of company’s situation and understanding your
Employee Engagement Ranking should be the first step.
WHAT IS EMPLOYEE ENGAGEMENT?
EMPLOYEE RETENTION vs EMPLOYEE ENGAGEMENT
HAPPY EMPLOYEES = HIGHER PERFORMANCE =
INCREASED PRODUCTIVITY = GREATER PROFIT
HOW TO ACHIEVE GOOD EMPLOYEE ENGAGEMENT
ARCHER BAHARI | UNDERSTAND YOUR EMPLOYEES AND ENGAGE THEM
4. DETAILED REPORT AND RECOMMENDATIONS
You cannot manage what you cannot measure.
After in-depth analysis of the results of your bespoke survey, ARCHER BAHARI delivers
a detailed report that helps you to understand the weaknesses in your organisation
that are resulting in a low Employee Engagement Ranking. The reasons behind High
Staff Turnover, Poor Performance and Moral, High Absenteeism, Damaged Brand
Image, Low Levels of Customer Satisfaction are all easily identified from the report.
The real value from using ARCHER BAHARI to increase your levels of Employee
Engagement is that from our unique reporting, we make tangible recommendations
that have proven to deliver solutions to issues and help you chart a course of action.
IMPLEMENTATION OF WINNING STRATEGIES
ARCHER BAHARI works with your team to design and implement Employee
Engagement Strategies that really make an impact, making sure that they are
compelling, consistent, relevant, measurable and most importantly — that it is clearly
understood throughout your organisation.
We recognize that many companies do not have the resources or skills to implement
some of the programs. ARCHER BAHARI offers clients the opportunity to utilise our
expertise to put the strategies into practice, leaving leadership to focus on the
development and growth of the company.
ARCHER BAHARI | UNDERSTAND YOUR EMPLOYEES AND ENGAGE THEM
OURPROCESS
CONDUCT A BESPOKE DIAGNOSIS OF THE COMPANY
ARCHER BAHARI has developed a unique on-line analysis tool which provides us with
a straight forward diagnosis of the issues that lead companies to suffer from poor
Employee Engagement, low productivity, reduced profits and ultimately high staff turn
over.
Working closely with the senior management, we compile our on-line survey to
ascertain the true employee dynamics of the organisation and the Employee
Engagement Ranking. Guaranteeing employees total anonymity, our any-device
compatible tool, designed to take a minimum time to complete, gathers accurate
information from staff, aligning any future investments to the actual needs of the
business.
5. ARCHER BAHARI is an organisation built on Service Excellence, a group of time served
professionals who work in partnership with our Clients and are dedicated to delivering
innovative solutions and add real value to solve staff attraction and HR Management issues
that ensure a company stays ahead in the global Marketplace.
ARCHER BAHARI attracts and helps retain the best individuals to help an organisation grow
in this “War for Talent”. We help leading organisations to understand their employees and
build a culture of engagement that derives efficiency, retains top performers, improves
employer branding and positions the organisation as a recognised ‘Top Employer of Choice’.
At ARCHER BAHARI, all of our experienced Consulting Partners work with our Clients to not
only have an understanding of their business and its issues, but more importantly to have a
full view of the objectives that lead to a successful outcome.
We view achievements not simply as making a recommendation, but more on how we assist
our Clients to achieve greater success through the strategies they develop and implement.
“TURNED ON people figure out how
to beat the competition.
TURNED OFF people only complain
about being beaten by the competition”
- Ben Simonton
ARCHER BAHARI | UNDERSTAND YOUR EMPLOYEES AND ENGAGE THEM
Contact ARCHER BAHARI to find out more about us and how our Professional Partners can help
you Increase your Employee Engagement Ranking, how our Executive Search Services identify and
attract top performers to your organisation or for a confidential discussion on your own career.
MALAYSIA
Level 2, Tower B, The Troika
19 Persiaran KLCC
50450 Kuala Lumpur, Malaysia
Tel: +603 2178 6056
CAMBODIA
18/F Canadia Bank Tower
#315 Monivong Boulevard
12202 Phnom Penh, Cambodia
Tel: +855 2396 2361
Website: www.archerbahari.com Email: info@archerbahari.com
Facebook: www.facebook.com/archerbahari
LinkedIn: ARCHER BAHARI