SHRM Shiksha Urvashi Disha

7/28/2019 SHRM Shiksha Urvashi Disha

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Presenter(s):

Disha (005)

Urvashi (043)

Shiksha (059)



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



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.





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.



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.



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.



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.



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.



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











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



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.



Work/Job

Work Environment/Organization Culture

Rewards and Recognition Learning and Training Oppurtunities

Performance Management

Leadership

Other Factors



JOB/ROLE

ClearRole

Definition

Paint theLargerPicture

JobRotation

GoalSetting

JobLoading





WHY ?

• Top and Middle

management• Increased

Number ofWomenEmployees

HOW ?

•Meaningful Tasks

•Challenging Tasks

• FlexibleEnvironment

•

Collaborativeand InnovativeEnvironment



•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





Ease of Attracting New Employees

Low Employee Turnover Rates

Better Financial Platform



Documents

SHRM Shiksha Urvashi Disha