ANTONY_XAVIER
Human Resources
Miss Perfectionist
Hr Generalist
KayBee2008
Team Manager
Sonam1
Hr Manager
Ralstonraz
Human Resources
Anurag Jain
Hr Manager
Vijay Shitole
Hr & Admin
Suhritaguin
Working As Hr Exe.
Sandeep.twins
Manager (hr)
Bhartendu
Hr Executive
Gr619
Hr Executive
Anshumal
Human Resource Professional
Ramya.g
Member - Hr
+1 Other

I am doing project on Employee Engagement...Employee satisfaction survey was conducted in our company by external consultants and based on the results we have to plan some activities to engage employees.
Compensation,Career planning,Rewards & Recognition & Inter Departmental communication are the four major areas of improvement...
can somebody plz help me regarding this?
so many views but not a single reply????
2nd August 2008 From India, Mumbai
Hi,
For inter department communication you can arrange team lunches for every team. in this way you can improve communication with in team.
you can also have brain stroming sessions on technical / non techical topics
Rewrads & recognition
you can device a recognition program for employees. this may me quarterly or half yearly like pat on the back award, Excellence award ect,.
--
Pavithra
5th August 2008 From India, Madurai
For Recognition you can provide thr Certificates to the Employees of Best Performer of the Month or praising him among other staff members.
For Inter deptt. Communication, you need to change their attitude first if they are not happy talking to others or do some get together party.
Regards,
Rimgim
5th August 2008 From India, Chandigarh
Thanks Rimgim....but a lot of conflict arises between departments which communicate on day to day basis and they are not able to resolve it......for eg finance & purchase...then what to do in that situation..there is so much workload that they donot prefer get togthers or parties
5th August 2008 From India, Mumbai
I have suggestions to improve upon all the four areas in a specific format.. kindly give me you ID Miss Perfectionist i will mail it you...
5th August 2008 From India, Jalandhar
hai Sonam
Can u mail the same to my mail ID.
I am searching this for long time as this will help me to teach
my id is
reguards
susmita bhaumik
lecturer,P.G.I.H.A.
7th August 2008 From India, Calcutta
Dear Ms. Perfectionist,
I presume your name is monica - I can discuss this with you on a call and also help you put up a template - in my current role as head of learning and dev in a service sector organisation ,i have just completed this activity in detail
my mail id is
rgds...anshumal
8th August 2008
Hi Sonam
Please mail me the same.
I am working under employee welfare. I think it will be of great help.
My Id is
Regards,
Ramya.
8th August 2008 From India, Madras
hi,
I would suggest every body to post details in this site rather than mailing personally. If you post here evryone can c n implement those policies in their organization. So a humble request pls post ur forum here.
Regards,
Suhrita
8th August 2008 From India, Pune
Hai,
I am pooja working with a architecture company,i need a daily,weekly,monthly format to maintain data of employees who work on holidays and late hours
Plzzzzzzz help me outtttt, its veryyyyyyy urgentttt
Regards,
Pooja
8th August 2008
Hi
Brainstorm with some of your colleagues on what theythink are the top employee engagers at work ? ( 'Employee engagers' are those factors,other than work, that gets your most attention and could bind you to the organisation )
I have listed a few.You might like to add or even rank them !
Facilities
Cafeteria
Peer bonding
Fun culture
High energy atmosphere
Learn and earn potential
Positive work pressure
9th August 2008 From United States
Hi Sonam,
Can u pls mail the same to my id
thanx

9th August 2008 From India, Bangalore
Dear All, Attached please find the doc abt employee engagement recd from our esteemed HR fraternity. Best Regards VIJAY SHITOLE
9th August 2008 From India, Mumbai

Attached Files
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File Type: pdf Employee Engagement – Scaling Down Attrition.pdf (195.2 KB, 1037 views)

Hi,

This is very challenging to retain the employee but we can do the followings:
A. Rewards
1. Abilities and achievement: Best Employee, Outstanding Performance
2. Incentives for the best execution of work.
3. Referal Incentives
B. Working Condition
1. Good place for work
2. Automation
3. Proper scheduling of work and time mgmt
4. Proper Estimation of time to execute the work.
C. Payments
1. Payment of salary on time
2. Tax Friendly salary structure
3. Modern and industry matching salary structure
4. Proper employee ID and Cards
5. Salary Slips
6. Proper deduction of PF and ESI and registration therein
7. Bonus
D. Job Role
1. Challenging job profile to the performers
2. Notices to the poor performers
3. Training and development sessions to the new comers
4. Team Building Activities and ideas to be invited to improve the processes
E. Motivation
1. Decision making authority to a certain extent
2. Week end parties
3. Celebrating the departmental and organisational results.

Please add the above list to make a comprehensive checklist.

Thanks and regards,

Anurag Jain
11th August 2008 From India, Jaipur
Miss Perfectionist:

This is what you need to do.
This is an OD exercise which cannot be implemented without Organization Suppport.
Follow the action plan below

1. Study the weak variables that you want to improve upon i.e Leadership, Communication, Recognition etc.
2. Form Task Forces for each of the variables - comprising of leader, sub - leader and 4-5 members - preferably cross functional so that we get inputs from all areas. Nominate 1 Hr person in each or more of these task forces.
3. Assign a certain amount of responsibility to the leader of each task force.
4. Organise weekly/ fortnightly/ monthly meetings of these task forces to arrive at various ways of improving the engagement scores
5. Collect these inputs and put forth to the management giving HR views into each of these inputs. It is important that you don't curb the initiatves of the task forces and note down all the inputs however absurd they may be.
6. Management shall decide the way forward with each of these inputs.
7. Either HR implements these inputs or even better the Task Forces shall implement these initiatives.
8. Arrange a quarterly / Half yearly (udit) by a senior HR Professional from another Organization. In this Audit all the Task forces shall present their path towards achieving better engagement scores in their respective areas.
9. The External Person shall give a feedback on the progress of each area and also suggest other possible improvement areas.
10. Repeat this cycle till you come to the next Survey.

This is a continuous process.
Its worked wonders where I worked earlier - Grasim Industries - Aditya Birla Group.

You can prepare a Flowchart for doing this and present it to the Management.

Regards
S. Powar:icon6:
11th August 2008
Hi,
There is no one solution that fits all. Similarly, untill I understand the company profile and what motivates your employees, its pointless attempting an engagement programme.
While for some a family day or perhaps an annual day would do the trick, in some places a casual evening with Alcohol would do the trick.
Send across to me a few details about your company, maybe we could mutually arrive at something.
If you want to really taste success, ASK YOUR EMPLOYEES, and do not assume that A particular activity would do wonders.
Cheers
Ralston
Ralston's (FEW) words.
11th August 2008 From India, Mumbai
hi guys this what i have made as the first step any inputs?
11th August 2008 From India, Mumbai

Attached Files
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File Type: xls action plan ESS_dom.xls (40.0 KB, 697 views)

Hello Miss Perfectionist:

>I am doing project on Employee Engagement...
Employee satisfaction survey was conducted in
our company by external consultants and based
on the results we have to plan some
activities to engage employees.<

We cannot measure employee engagement with an employee satisfaction survey.

Employee engagement and employee satisfaction are two different things.

Employee engagement is what we get when an employee is motivated by the job and is successful in the job and is well managed by the supervisor and paid fairly by management.

Employee satisfaction is what we get when we give employees things they want whether or not they are engaged by their jobs.

>Compensation, Career planning, Rewards &
Recognition & Inter Departmental communication
are the four major areas of improvement... can
somebody plz help me regarding this?<

If we work to satisfy our employees we may well decrease employee engagement because we will be focusing on the wrong things. A few things to consider.
  • Good employees who are successful and managed and paid well will be engaged even if not fully satisfied.
  • Good employees who are successful but not managed well or paid well will not be engaged and will not be satisfied.
  • Bad employees who are unsuccessful even though they are well managed and well paid will not be engaged even if fully satisfied.

13th August 2008 From United States, Chelsea
Hi Miss perfectionist
You can use following Employee engagement activities at your office.
1. Informal interaction of your employeees with Top Management (may be in sessions. - Employees feel motivated 7 connected to vision, mission of organization.
2. Some health camps can be organized.
3. Birthday, annual or quarterly parties can be arranged.
4. Awarness sessions on general topics. (may be by some external agency)
5. HR policies must be properly told to employees. For this sessions cam be conducted.
This are small examples. All these activities make employees feel connected & valuable for organization plus gives them a transparent picture about the organization. Thus add a great value to employee satisfaction.
Regards
Bhartendu
14th August 2008 From India, New Delhi
Hi everyone,
If anybody wants to share suggest if he / she can upload the same in citehr.com for the benefit of the others instead of sending the same to their personal mail id's. Hope you all agree on the same.
3rd September 2008 From India, Madras
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