Staff Engagement
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This document discusses staff engagement and how to unleash the talent and energy of employees. It notes that increasing customer complaints, staff turnover, and falling profits could indicate a lack of employee happiness and engagement. The document recommends measuring employee engagement through anonymous surveys at least once a year to understand their level of engagement and intent to stay. It lists various factors that could impact engagement, such as strategies and goals, roles and responsibilities, leadership, communication, ethics, pay and benefits, training, support, recognition, work-life balance, and satisfaction. Measuring these factors can help analyze engagement and identify strategies and goals to improve it.
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Customer loyalty continues to elude us and “Customer advocacy” remains a distant dream. More often than not its sheer “inertia” that prevents customers from switching.
One key aspect that could perhaps unlock the door to conquering the above challenge is by having a robust set of practices that will boost the level of “Internal Customer Centricity”.
This is because empirical research conducted by leading industrial psychologists clearly establish the link between the two aspects. In other words, it emphatically states that the extent of external customer centricity can never exceed the extent of internal customer centricity.
As a part of our endeavor to constantly partner with organizations such as yours to create customized customer centric solutions to business challenges. I am pleased to share a framework that I believe will serve as a useful filter to evaluate the relevance and efficacy of the numerous employee engagement efforts you are already making.
The framework is a synthesis of the best research that has been conducted in this area.
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1) A local training seminar to introduce recruits to AIESEC's vision and impact.
2) Mentorship meetings to help recruits become proficient and develop well-rounded skills.
3) Department allocation using AIESEC's competency model to place recruits in the right positions.
4) A members training seminar providing practical and theoretical training on portfolio operations and goals.
5) A long-term mentorship module for ongoing competency development and personal mentoring. The induction process aims to make new recruits feel welcome, confident, optimistic, excited and
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Expectancy theory
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2. The theory was developed by Victor Vroom and suggests that motivation is determined by expectancy, instrumentality, and valence.
3. Expectancy refers to an employee's belief that effort will lead to performance, instrumentality is the belief that performance will lead to rewards, and valence is the value the employee places on those rewards.
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While organizations make all kinds of efforts to enhance the experience of their external customers by investing in numerous training programs and marketing initiatives, the outcome is most often disappointing to say the least.
Customer loyalty continues to elude us and “Customer advocacy” remains a distant dream. More often than not its sheer “inertia” that prevents customers from switching.
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This is because empirical research conducted by leading industrial psychologists clearly establish the link between the two aspects. In other words, it emphatically states that the extent of external customer centricity can never exceed the extent of internal customer centricity.
As a part of our endeavor to constantly partner with organizations such as yours to create customized customer centric solutions to business challenges. I am pleased to share a framework that I believe will serve as a useful filter to evaluate the relevance and efficacy of the numerous employee engagement efforts you are already making.
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Customer loyalty continues to elude us and “Customer advocacy” remains a distant dream. More often than not its sheer “inertia” that prevents customers from switching.
One key aspect that could perhaps unlock the door to conquering the above challenge is by having a robust set of practices that will boost the level of “Internal Customer Centricity”.
This is because empirical research conducted by leading industrial psychologists clearly establish the link between the two aspects. In other words, it emphatically states that the extent of external customer centricity can never exceed the extent of internal customer centricity.
As a part of our endeavor to constantly partner with organizations such as yours to create customized customer centric solutions to business challenges. I am pleased to share a framework that I believe will serve as a useful filter to evaluate the relevance and efficacy of the numerous employee engagement efforts you are already making.
The framework is a synthesis of the best research that has been conducted in this area.
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This document summarizes Pia-Maria Thorén's presentation on implementing an agile performance management framework. Some key points include:
- The traditional performance management process did not increase performance or support managers. A new framework is needed that focuses on empowerment, coaching, feedback and continuous improvement.
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1) A local training seminar to introduce recruits to AIESEC's vision and impact.
2) Mentorship meetings to help recruits become proficient and develop well-rounded skills.
3) Department allocation using AIESEC's competency model to place recruits in the right positions.
4) A members training seminar providing practical and theoretical training on portfolio operations and goals.
5) A long-term mentorship module for ongoing competency development and personal mentoring. The induction process aims to make new recruits feel welcome, confident, optimistic, excited and
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This session will provide you with new insights on how ‘best in class’ organisations are improving productivity, growth and shareholder value.
Engagement The Other Side
The document discusses the importance of employee engagement for organizations. It notes that disengaged employees can lead to negativity, low productivity, attrition, and mistakes. Companies with engaged employees perform 202% better and are 26% more productive. The document outlines five factors that contribute to engagement: commitment, pride in the organization, exerting discretionary effort, enthusiasm, and passion for work. It also provides suggestions for improving engagement, such as learning opportunities, recognition, communication, and building trust in leadership. Barriers to engagement mentioned include poor management, lack of career growth, and not feeling valued in one's work.
Employee Engagement - The Daily Telegraph supplement
1) Effective companies believe their employees are their best asset and involve people at all levels by actively encouraging feedback, ideas, and questions to improve performance.
2) Listening to employees takes courage but is important to understand how to improve, and engaged employees are more motivated and committed.
3) Measuring employee engagement shows high-engagement companies outperform low-engagement companies financially over 3 years. Elements of engagement include thinking, feeling, and acting for organizational goals.
The Well-Being Factor: Solving the Employee Productivity Equation
The document discusses how employee well-being is connected to productivity and organizational success. It summarizes that well-being depends on both work and personal life factors, and employers who support employee well-being through programs that help manage life stresses can see benefits like increased retention, engagement, and performance. The document also outlines specific programs employers can offer like childcare, backup care, educational assistance, and consulting to enhance employee well-being.
Are Your Employees Engageble?
The document discusses employee engagement and how to engage multi-generational employees. It notes that effective leaders establish clear branding, understand employee psyche, and adapt their style to different generations. Leaders must also create an organizational climate where employees feel valued through involvement in decisions, good recognition of suggestions, and concern for well-being. Coaching managers to be more emotionally engaging is important for feeling valued. Implementing a system like Scores-on-the-Board can boost engagement over 40% and reduce costs and attrition. Regular communication across generations and focusing on career growth are key to retaining younger employees.
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BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
Practical manual for National Examination Council, Nigeria.
Contains guides on answering questions on the specimens provided
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Jemison, MacLaughlin, and Majumder "Broadening Pathways for Editors and Authors"National Information Standards Organization (NISO)
This presentation was provided by Racquel Jemison, Ph.D., Christina MacLaughlin, Ph.D., and Paulomi Majumder. Ph.D., all of the American Chemical Society, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.Chapter wise All Notes of First year Basic Civil Engineering.pptx
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
How to Predict Vendor Bill Product in Odoo 17
This slide will guide us through the process of predicting vendor bill products based on previous purchases from the vendor in Odoo 17.
Wound healing PPT
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
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Staff Engagement
- 1. Staff Engagement Unleashing the Talent & Energy of Your Staff Increase your profit without increasing your payroll costs 發揮員工潛能 ‧ 增強團隊的生產力 始於了解您員工的投入感
- 2. INCREASING NUMBER OF CUSTOMER COMPLAINTS? INCREASING STAFF TURNOVER? FALLING NET PROFIT? YOU MAY WONDER: Are my employees not happy with the job they are doing?
- 3. I’m happy coz I can get off in time.
- 6. I am very happy with Frankly speaking, I’m I don’t see how I fit into the pay, having not quite clear on what the future of the considered how much they expect of me. company. work I am assigned. I don’t care. It’s My supervisor just not my business doesn’t listen. anyway.
- 8. “An organization does not succeed because it is big or long established; it succeeds because there are people in it who love it, sleep it, dream it, and build future plans for it.” -Anonymous
- 9. LET’S START BY ASKING…
- 15. THE NEXT QUESTION YOU SHOULD ASK…
- 17. TO ANSWER THIS, “No company, large or small, can win over the long‐run MEASURE the level of without energized employees ENGAGEMENT of your employees who believe in the firm’s mission and understand how to achieve it. That’s why you need to take a measure of employee engagement at least once a year through anonymous surveys in which people feel completely safe to speak their minds.” ‐ Jack Welch, Former President and CEO of GE
- 19. 2 MAJOR MATRIX Level of Engagement Intent to Stay
- 20. WISETM ENGAGEMENT SURVEY & WORKSHOPS analyse Strategies and Goals 清晰的目標及策略 Roles & Responsibilities 清晰的角色及責任 Senior Leadership 卓越領導能力 Communication 傳訊 ‧ 溝通 Ethics & Integrity 道德 ‧ 誠信 Pay & Benefits 薪酬福利 Training & Development 訓練與發展 Support & Resources 支援與資源 Recognition 工作表現的嘉獎 Work/Life Balance 工作與生活的平衡 Overall Satisfaction 整體工作滿足感 Accountability 團隊的問責性 Adaptability 團隊的適應力 Team Confidence 信任團隊能力 Teamwork 團隊合作精神 Trust 互信互助 Community Involvement 社區參與 Inclusive Culture 包容文化
- 22. Dr Terence K L WONG Kevin W K CHU