This document outlines a project to improve employee engagement in the Distribution Department. The project was created in response to low engagement scores on a recent survey. Key activities will include educating managers, conducting additional surveys to establish a baseline, identifying engagement drivers, and holding managers accountable for engagement results. The project aims to create sustainable engagement practices and realize benefits like higher performance, lower turnover, and improved customer satisfaction. Challenges include gaining buy-in during a time of change and providing support given constraints, but opportunities exist to clarify expectations and priorities.
Employee engagement adds value to any organization. It can make a difference to the individual employee as well as the business as a whole. HR has a significant role in promoting the linkages between the company’s leadership, objectives, and employees. In these slides, we discuss HR’s role in employee engagement.
Future of Performance Management: 2015 and Beyond7Geese
Performance reviews have long been on every employee and manager’s hate list. Yet we still conduct them.
Why? Because we know performance management is critical to business. The problem however is that for many years we viewed performance reviews as the only way to manage and improve performance.
Thankfully times are changing. We are no longer willing to accept a process and system that isn’t working. We now have expectations, and we all want more. More involvement, more transparency, and more accountability. This is making way for a whole new philosophy on performance management--one that questions a lot of assumptions we previously had.
In this webinar we have discussed:
--The two philosophies of performance management
--Performance Management trends for 2015 and beyond
--What used to work but no longer does
--How to transition from an annual review process to a model of continuous coaching
Talent management and its impact on employee engagementShoaib Lalani
The purpose of this research is to find out how important is the relationship between the talent
management strategies and employee engagement. This paper is based on the academic literature
review of the popular research studies therefore it is a conceptual paper. The paper also includes
perception and opinion of Head of the Human Resource Department regarding the topic.
Employee engagement adds value to any organization. It can make a difference to the individual employee as well as the business as a whole. HR has a significant role in promoting the linkages between the company’s leadership, objectives, and employees. In these slides, we discuss HR’s role in employee engagement.
Future of Performance Management: 2015 and Beyond7Geese
Performance reviews have long been on every employee and manager’s hate list. Yet we still conduct them.
Why? Because we know performance management is critical to business. The problem however is that for many years we viewed performance reviews as the only way to manage and improve performance.
Thankfully times are changing. We are no longer willing to accept a process and system that isn’t working. We now have expectations, and we all want more. More involvement, more transparency, and more accountability. This is making way for a whole new philosophy on performance management--one that questions a lot of assumptions we previously had.
In this webinar we have discussed:
--The two philosophies of performance management
--Performance Management trends for 2015 and beyond
--What used to work but no longer does
--How to transition from an annual review process to a model of continuous coaching
Talent management and its impact on employee engagementShoaib Lalani
The purpose of this research is to find out how important is the relationship between the talent
management strategies and employee engagement. This paper is based on the academic literature
review of the popular research studies therefore it is a conceptual paper. The paper also includes
perception and opinion of Head of the Human Resource Department regarding the topic.
“You can download this product from SlideTeam.net”
Use this employee engagement PowerPoint presentation to increase the compatibility and gelling between the colleagues. With the help of this PPT, employees can plan and engage in different activities which helps to break the ice for newbies and helps them to settle in the new environment. Also, the bonding activities in this PowerPoint presentation example are very helpful to create a warm and familiar environment for the employees to open up. Employees can cooperate better with their co-workers with the help of these techniques mentioned in this slideshow. Also, the icebreakers mentioned in this PPT are also very useful to create a cordial relationship between the boss and the employees as employee engagement is very necessary for a successful company’s becoming. Employee satisfaction can be achieved with the help of this PowerPoint theme in order to successfully create a stress-free environment for all the employees with openness. This PPT is really helpful for employee engagement in today’s stressful corporate world. Bare the truth with our Employee Engagement Powerpoint Presentation Slides. Your thoughts will dig up the facts. https://bit.ly/30FwCbM
Most firms talk about the need to engage employees, yet most of them approach the goal in random, ad-hoc ways. Employee engagement is sometimes interpreted as middle managers buying drinks for their team once a month at the local pub and setting up special, disassociated, interest groups like Women in Technology or doing CSR.
This random, uncoordinated, IMHO, approach yields ineffective results.
A better approach is holistic, and one that is based in the personality, context, and state of mind of its customers: the employees themselves.
Pepsi Co Pakistan Human Resource Management Department Zain Ali
it include Pepsi Co Pakistan information, and Human Resource Department process and the main focus is on Recruiting, Selection Process and Performance Appraisal
Reward management introduces policies and strategies that reward every employee within the business fairly and consistently across the board. Rewarding employees for outstanding work makes them feel valued and can prove to be a powerful motivational tool that boosts productivity. The most successful reward management programs provide employees with opportunities to elevate themselves and allow businesses to recognize good workers.
Rewards can come in many forms, with the most effective supporting your business’s overall strategy, purpose, culture and performance, and employee requirements. If you are thinking about implementing a reward management scheme, you should give serious consideration to how you are going to manage it. What rewards will your employees appreciate – will these rewards benefit your employees financially, add to their lifestyle or improve their lives? Will the rewards benefit your company’s culture and boost its performance? Are you recognizing and responding to changes in reward expectations of employees?
A compelling reward management program promotes a healthy work-life balance that allows your employees to feel at and perform at their best. It can also contribute to thriving business culture and foster a compassionate environment and caring community. Whilst pay and benefits are significant, research has identified that non-financial rewards can be just as incentivizing for employees.
The human resource process begins with a sound Human resource planning. Forecasting the Human Resource Demand and appropriately balancing the deficiency or surplus either from the internal environment or from the external environment lays down the foundation of a sound human resource planning. Explore More!
Special thanks to all the people who made and released these awesome resources for free:
Presentation template by SlidesCarnival
Photographs by Unsplash
HR Business Partner: Roles and ResponsibilitiesCreativeHRM
Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept.
The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients.
What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?
“You can download this product from SlideTeam.net”
Use this employee engagement PowerPoint presentation to increase the compatibility and gelling between the colleagues. With the help of this PPT, employees can plan and engage in different activities which helps to break the ice for newbies and helps them to settle in the new environment. Also, the bonding activities in this PowerPoint presentation example are very helpful to create a warm and familiar environment for the employees to open up. Employees can cooperate better with their co-workers with the help of these techniques mentioned in this slideshow. Also, the icebreakers mentioned in this PPT are also very useful to create a cordial relationship between the boss and the employees as employee engagement is very necessary for a successful company’s becoming. Employee satisfaction can be achieved with the help of this PowerPoint theme in order to successfully create a stress-free environment for all the employees with openness. This PPT is really helpful for employee engagement in today’s stressful corporate world. Bare the truth with our Employee Engagement Powerpoint Presentation Slides. Your thoughts will dig up the facts. https://bit.ly/30FwCbM
Most firms talk about the need to engage employees, yet most of them approach the goal in random, ad-hoc ways. Employee engagement is sometimes interpreted as middle managers buying drinks for their team once a month at the local pub and setting up special, disassociated, interest groups like Women in Technology or doing CSR.
This random, uncoordinated, IMHO, approach yields ineffective results.
A better approach is holistic, and one that is based in the personality, context, and state of mind of its customers: the employees themselves.
Pepsi Co Pakistan Human Resource Management Department Zain Ali
it include Pepsi Co Pakistan information, and Human Resource Department process and the main focus is on Recruiting, Selection Process and Performance Appraisal
Reward management introduces policies and strategies that reward every employee within the business fairly and consistently across the board. Rewarding employees for outstanding work makes them feel valued and can prove to be a powerful motivational tool that boosts productivity. The most successful reward management programs provide employees with opportunities to elevate themselves and allow businesses to recognize good workers.
Rewards can come in many forms, with the most effective supporting your business’s overall strategy, purpose, culture and performance, and employee requirements. If you are thinking about implementing a reward management scheme, you should give serious consideration to how you are going to manage it. What rewards will your employees appreciate – will these rewards benefit your employees financially, add to their lifestyle or improve their lives? Will the rewards benefit your company’s culture and boost its performance? Are you recognizing and responding to changes in reward expectations of employees?
A compelling reward management program promotes a healthy work-life balance that allows your employees to feel at and perform at their best. It can also contribute to thriving business culture and foster a compassionate environment and caring community. Whilst pay and benefits are significant, research has identified that non-financial rewards can be just as incentivizing for employees.
The human resource process begins with a sound Human resource planning. Forecasting the Human Resource Demand and appropriately balancing the deficiency or surplus either from the internal environment or from the external environment lays down the foundation of a sound human resource planning. Explore More!
Special thanks to all the people who made and released these awesome resources for free:
Presentation template by SlidesCarnival
Photographs by Unsplash
HR Business Partner: Roles and ResponsibilitiesCreativeHRM
Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept.
The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients.
What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?
This presentation was presented by Rami Barqouni on how to manage and develop your field service techs into talents benefitting your business and organizational strategy
This Case Study would showcase as to what issues did the Digital Marketing Organization face on a Strategic HR front and how Stratum Consulting has worked to not only consult, but also execute in solutioning their problem areas
Lead, Empower, Motivate! Monthly leadership workshops in Southern California for current and future supervisors, managers, and HR professionals. HRCI recertification credit.
Synergita is a cloud based performance management software which not only automates to resolve all employee performance review pain points but also enables employee engagement, employee training and development. Synergita helps create an extraordinary culture where employees unleash their potential, set new standards of excellence and create wonders. HR teams elevate their organization’s performance by eliminating the stress, time pressures and employee dissatisfaction. We call it “people MAGIC”.
CHAPTER 12PORTER NOVELLIGREG WALDRONApplying the Dro.docxbartholomeocoombs
CHAPTER 12
PORTER NOVELLI
GREG WALDRON
Applying the Drotter “results-based” Leadership Pipeline approach to create a performance management system in a professional service firm.
• Introduction
• Business Diagnosis and Assessment
• Feedback
• Program Design Considerations
• Program Implementation
• Design Considerations
• Chosen Approach, Format Development, and Introduction
• Performance Management System Development
• Tailored Leadership Pipeline Development
• Evaluation
• Business Results
• Employee Climate Survey Results
• Turnover Results
• Anecdotal Evidence
INTRODUCTION
The Drotter results-based approach is tailored to a professional services firm structure and applied in the development of a performance management system aligned with the business’s strategy. Drotter’s Leadership Pipeline approach is implemented, with the full performance definitions for each leadership level in the tailored pipeline becoming the basis for a new organization-wide performance management application. The Drotter full performance definitions subsequently become the “source code” for selection, talent management, and training planning applications. The focus of this paper is the first application, performance management.
Business Diagnosis and Assessment
In 2004, Porter Novelli, a leading global marketing communications firm, undertook a fundamental strategic assessment and visioning process to guide it through the next five years. The firm’s CEO, president, and chief strategy officer led this process. The vision focused on a new approach to client account planning, a more client-centric structure, and a greater emphasis on operating interdependence between the globally dispersed offices in the service of multinational clients. It was felt that these three initiatives would dramatically increase the firm’s capacity to win and grow large, complex, and geographically dispersed client accounts—the firm’s strategic market target.
The senior management group identified the need to upgrade and align human resources management processes to successfully communicate and implement the new business strategy. The firm proceeded to hire a chief talent officer (CTO) to assist in the strategy implementation effort by designing and installing a more systematic, business-focused human resources management process.
In the CTO’s opinion, the vision implementation challenge centered on creating the highest possible level of employee engagement with the vision in the short term—by providing people throughout the firm with a clear, specific understanding of what the business strategy meant for them.
His metaphor for engagement was specifying the “four entitlements of all employees.” The CTO’s experience with corporate change efforts had led him to the conclusion that specific answers to four fundamental questions were a reasonable baseline expectation for every employee, regardless of level or function:
1. What specifically do you expect of me?
2. How will you define succes.
CHAPTER 12PORTER NOVELLIGREG WALDRONApplying the Dro.docxcravennichole326
CHAPTER 12
PORTER NOVELLI
GREG WALDRON
Applying the Drotter “results-based” Leadership Pipeline approach to create a performance management system in a professional service firm.
• Introduction
• Business Diagnosis and Assessment
• Feedback
• Program Design Considerations
• Program Implementation
• Design Considerations
• Chosen Approach, Format Development, and Introduction
• Performance Management System Development
• Tailored Leadership Pipeline Development
• Evaluation
• Business Results
• Employee Climate Survey Results
• Turnover Results
• Anecdotal Evidence
INTRODUCTION
The Drotter results-based approach is tailored to a professional services firm structure and applied in the development of a performance management system aligned with the business’s strategy. Drotter’s Leadership Pipeline approach is implemented, with the full performance definitions for each leadership level in the tailored pipeline becoming the basis for a new organization-wide performance management application. The Drotter full performance definitions subsequently become the “source code” for selection, talent management, and training planning applications. The focus of this paper is the first application, performance management.
Business Diagnosis and Assessment
In 2004, Porter Novelli, a leading global marketing communications firm, undertook a fundamental strategic assessment and visioning process to guide it through the next five years. The firm’s CEO, president, and chief strategy officer led this process. The vision focused on a new approach to client account planning, a more client-centric structure, and a greater emphasis on operating interdependence between the globally dispersed offices in the service of multinational clients. It was felt that these three initiatives would dramatically increase the firm’s capacity to win and grow large, complex, and geographically dispersed client accounts—the firm’s strategic market target.
The senior management group identified the need to upgrade and align human resources management processes to successfully communicate and implement the new business strategy. The firm proceeded to hire a chief talent officer (CTO) to assist in the strategy implementation effort by designing and installing a more systematic, business-focused human resources management process.
In the CTO’s opinion, the vision implementation challenge centered on creating the highest possible level of employee engagement with the vision in the short term—by providing people throughout the firm with a clear, specific understanding of what the business strategy meant for them.
His metaphor for engagement was specifying the “four entitlements of all employees.” The CTO’s experience with corporate change efforts had led him to the conclusion that specific answers to four fundamental questions were a reasonable baseline expectation for every employee, regardless of level or function:
1. What specifically do you expect of me?
2. How will you define succes ...
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development, Executive Coaching and Custom interventions designed to build critical competencies for success and accelerate performance.
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The People Case: How to Convince Your Organisation to Invest in ChangeProsci ANZ
Having trouble convincing your stakeholders of the need to invest in Change Management capability? Do you face a constant challenge promoting the value of Change Management within your organisation?
Hear first-hand our practical tips on how to communicate the return on investment of Change Management.
1. Distribution Department
Employee Engagement Project
Statement of Work
Prepared and presented by Cindy Joice
Director of Training and Development | Project Manager
October 2005
2. Contents
Distribution Department Employee Engagement Project
Purpose Statement ................................................... .................... 3
Vision Statement...................................................... .................... 3
Expected Outcomes ................................................. .................... 3
Background ............................................................. .................... 4
Challenges, Opportunities, and Risks...................... .................... 5 - 6
Scope:......... ............................................................. .................... 7
• Stakeholders
• Project Constraints
• Assumptions
• Deliverables / Key Activities
• Strategies
Project Team ............................................................ .................... 8
Benefits ...... ............................................................. .................... 9
Note:
The definition of an engaged employee as the term is used in this
document is someone who:
• is 100% psychologically committed to their role
• relishes the challenge of their work every day
• is in a role that uses their talents
• knows the scope of their job
• is always looking for new and different ways of achieving the
outcomes of their role
2
3. Purpose, Vision, and Expected
Outcomes
Distribution Department Employee Engagement Project
Purpose
Create a sustainable process for the Corporate Distribution Department to
continuously improve employee engagement.
Higher levels of employee engagement result in higher profitability, increased
productivity, reduced employee turnover, and more satisfied customers.
An employee engagement survey conducted in September 2004 showed low levels of
engagement. Home Office Distribution scores were lower than the company average.
Vision
The culture of the Home Office Distribution department will be one that strives to
engage employees to ultimately benefit our customers and produce better business
results.
Outcomes
Managers in the Home Office Distribution organization will understand the elements
of employee engagement and accept responsibility for increasing engagement
measures.
Managers will have the tools and resources they need to increase their engagement
scores.
Home Office Distribution will have a cost effective way to measure and report
employee engagement at Manager level.
Employee engagement measures will be understood by Management and will be used
in their annual performance appraisals to hold them accountable for results.
3
4. Background
Distribution Department Employee Engagement Project
This project was created to implement the recommendations
of the 2004 Work Based Learning Project Team
Key learnings from that team were as follows:
Higher levels of employee engagement result in higher profitability, increased
productivity, reduced employee turnover, and more satisfied customers.
Employees don’t leave companies, they leave Managers.
Managers are the most important communicators at SUPERVALU.
Employee engagement should be consistently measured and managers held accountable
for improving scores.
Many of the teams recommendations stem from research done by the Gallup
Organization. The Gallup Q12 was the best measure of Employee Engagement found
because it is specific, scientific, and targeted actions can be taken to correct problems.
About the research:
o Two studies over the last 25 years
– What do the most talented employees need from their workplace?
» Over 1 Million employees surveyed
» 2500 business units
» 24 companies
– How do the worlds greatest managers find, focus, and keep talented
employees?
» Results compared with company sales, profits, customer satisfaction
scores, employee turnover figures, employee opinion data, and 360
feedback forms
» Over 80,000 1.5 hour interviews have been conducted, tape
recorded, and transcribed over the last 25 years.
o Key learnings from the Gallup studies:
– Employee focused initiatives are not unimportant, but immediate managers
are more important. They define and pervade the work environment.
» If a Manager sets clear expectations, know their employees, trust
them and invest in them, then employees will forgive the company
its lack of other benefits.
– Talented Employees need great Managers.
» They may join a company for its great leaders or benefits, but how
long they stay and how productive they are while there is determined
by their relationship with their immediate supervisor.
4
5. Challenges, Opportunities, & Risks
Distribution Department Employee Engagement Project
Home Office Distribution is unique in many ways that will
make it challenging to increase our levels of employee engagement.
Our challenges and opportunities are to …
Gain the buy-in and support of Management to engage our employees when
their levels of engagement may also be low.
Set clear expectations of employees in an ambiguous and ever changing
environment.
Understand what issues our employees feel are priority for Management to be
working on first.
Provide tools and support to our Managers when needs will vary by the
individual and specific departmental challenges.
Within the current environments that may include …
Minimal resources
Increasing responsibilities
24 x 7 shifts in Computer Aided Routing group
Heavy travel schedules
Frequent priority changes
Operational Vs. Staff demands
Risks…
Management may not accept responsibility or buy-in to solutions that may
require them to change
Implementing a process that will later be overridden by a corporate process
5
6. Project Scope
Distribution Department Employee Engagement Project
Stakeholders (names removed for internet posting)
Project Sponsor – Sr. VP of Distribution
Distribution Senior Management
Human Resources
H.O. Distribution Management
Employees
Key Customers (DC and Region personnel)
Project Constraints
Current organization culture
Time
Resources (Financial & Time for training)
Must work with existing employees and managers
Assumptions
The project manager will have support from the project sponsor and senior
management to complete the project as outlined in the statement of work.
Resources will be made available as needed to achieve project outcomes.
Project will be complete in FY06.
Deliverables & Key Activities
Define statement of work and project plan
Educate and get support from Distribution Management
Complete a project team and employee prioritization process to create an
IMPACT Plan
Create a baseline of current employee engagement level
Identify how ongoing measurement and reporting of employee engagement will occur
Strategies
Each Manager will meet with their employees to discuss survey results and establish
an action plan.
The Project team will determine best practices and methods to gain employee
feedback.
Change Control:
Changes to the project scope must be approved by the Project Sponsor before
implementing
6
7. Project Team
Distribution Department Employee Engagement Project
Project Team Leader
Cindy Joice
o Project Team Leader Role …
– Complete the statement of work and get project sponsor approval
– Build a project team to help build and execute the project plan
– Guide the overall process by making sure timelines and goals are met
Project Team -
One management and one non management employee from each department
in Distribution.
Project Team Member Role …
Help build project plan and set timelines
Generate recommendations to increase employee engagement scores
Implement
Evaluate and improve
7
8. Benefits
Distribution Department Employee Engagement Project
Tangible Benefits
Performance Improvements
Reduced employee turnover
Higher Levels of Customer Service
Intangible Benefits
Improved Employee morale
Ability to attract quality employees into department
Increased Manager/Employee trust levels
Increased awareness of employee needs, wants & thoughts via feedback tool.
8