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7/28/2019 SHRM Shiksha Urvashi Disha
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Presenter(s):
Disha (005)
Urvashi (043)
Shiksha (059)
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Employee Engagement : Introduction
Elements of Employee Engagement
Dimensions
Phases
Types of Employee Engagement
Key players 3 C’s of Employee Engagement
Process
Strategies
Benefits
Drivers
Women Employees
Trends
Zinger Model
Hewitt Employee Engagement Measure
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Employee engagement refers to a condition where the
employees are fully engrossed in their work and are
emotionally attached to their organization.
The extent that an employee believes in the mission
purpose and values of an organization and demonstrate
that commitment through their action as an employee and
their attitude towards customer and employer.
Employee engagement is therefore central to the ideologyand practice of SHRM.
Employee engagement is therefore vital to the success of
organisations.
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Commitment: Commitment means the degree to whichindividuals associate themselves with the job, theresponsibilities and the organisational objectives.
Motivation: If employees put in their 100 percentefforts to take their organisation to the next level, thisattained status motivates them more than anything.
Loyalty: Employees who are actively engaged in theirwork show more loyalty towards the organisation.
Trust: High levels of employee engagement can befostered only when trust prevails in the organisationfrom both the sides.
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The only thing that makes highly productive organisations
stand apart from rest of the companies is the quality of the
employees and the level of their commitment towards their
work.
There are different dimensions of employee engagement
that make productive organisations stand apart from the rest
and determine their destiny.
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What Do I Get: Employee engagement to an extent dependsupon what people get in exchange for performing the job. Itincludes basic compensation, benefits, organisational cultureand working environment.
What Do I Give: As it is a two way process, setting clear
expectations plays an important role. This helps employeesto understand what exactly they are expected to give theorganisation.
Do I Belong to the Organisation: Even employees would liketo stay with the organisation that treats them as their
integral part and not just the means to get the job done. How Can I Grow: Continuous growth including promotions,
salary hikes and rewards and recognition are most essentialtools to retain employees in the organisation.
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Employee engagement is a long term process and goes
through various phases describing the level of the
engagement, involvement, attachment and belongingness
between employee and employer.
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Attract:
This phase involves creating a positive impression about the
work culture and employee career as a potential employer.
Acquire:
The acquire image involves more than one thing. It includes:
(1) The way the potential candidates are interacted whileadvertising a position;
(2) Keeping the promises that were made while hiring them and
(3) Providing the new joiners a right kind of work culture.
Advance:
Continuous moving the talent is the last but an unending
phase. It not only involves promoting the employees to a
higher designation along with salary increments but also
growing them in other tangible and intangible ways.
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Employees who are passionate
connected to the company and
are innovative.
Employees who are unhappy andspread negativity, provoke and
convince other employees to
leave their job.
Majority of the employees in theorganization lies in this category.
They put in time but not Energy and
passion.
Engaged
Disengaged
Not Engaged
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Cost of Disengaged Workforce
Effect on work
Effect on Co-Workers
Effect on Customers
Effects on Productivity
Effect on Company Performance
Effect on Personal Life of Employee
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Benefits of an Engaged Workforce
Forms an emotional connect with the organization that helps
them
Go the Extra Mile to Achieve Individual and Company Success
Improved relationships & higher trust levels between
employees & the management
Innovate at Workplace
Attract customers and employees Helps with job retention
Can encourage more flexible work environments
Better use of limited resources
Infuse energy and positivity at workplace.
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Work/Job
Work Environment/Organization Culture
Rewards and Recognition Learning and Training Oppurtunities
Performance Management
Leadership
Other Factors
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JOB/ROLE
ClearRole
Definition
Paint theLargerPicture
JobRotation
GoalSetting
JobLoading
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WHY ?
• Top and Middle
management• Increased
Number ofWomenEmployees
HOW ?
•Meaningful Tasks
•Challenging Tasks
• FlexibleEnvironment
•
Collaborativeand InnovativeEnvironment
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•career opportunities .
•Band Alignment, Recognition, Pay and HR practicesAsia
Pasific
•Career Opportunities
•good HR practices.
•Brand Alignment, pay and recognition respectively.
Europeancountries
•Career Opportunities
• performance management,
•Organisation Reputation,
• brand alignment
•Recognition.
NorthAmerica
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Ease of Attracting New Employees
Low Employee Turnover Rates
Better Financial Platform
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