Can anybody helpme for employee engagement.? How to start employee engagement for a organisation? what is HR Role?
From India, New Delhi
From India, New Delhi
Hi Latika kumar,
Employee Engagement is most important role of HR. Employee engagement which makes your new employee to understand about your organization environment, work culture and also can make good understanding with employees and Team lead.
Employee Engagement taking care by HR person. As an HR should make good relationship with the new joining employee.. they give induction and introduction to our company employee and norms and policies of organization, ensure the communication gap and Benifit and recognation from the organization.
Employee engagement reduce fear of new work environment.
You can start with Conducting Induction process and give an intro to team members and team leads..
From India, Chennai
18Employee Engagement is most important role of HR. Employee engagement which makes your new employee to understand about your organization environment, work culture and also can make good understanding with employees and Team lead.
Employee Engagement taking care by HR person. As an HR should make good relationship with the new joining employee.. they give induction and introduction to our company employee and norms and policies of organization, ensure the communication gap and Benifit and recognation from the organization.
Employee engagement reduce fear of new work environment.
You can start with Conducting Induction process and give an intro to team members and team leads..
From India, Chennai
Dear Latika,
Employee Engagement is also done by starting with small festival celebration , fun activities at work place.
You can have decorative desk contest during diwali time & give a gift, traditional day during dusshera etc...
Training is a n essential part of Employee enggagment. You can have fun team building exercise by organizing a third party trainer etc...
As an HR person you have to be very creative & keep think of new ideas to keep employees enggaged & motivated.
Regards,
Sonia.
From India, Mumbai
Employee Engagement is also done by starting with small festival celebration , fun activities at work place.
You can have decorative desk contest during diwali time & give a gift, traditional day during dusshera etc...
Training is a n essential part of Employee enggagment. You can have fun team building exercise by organizing a third party trainer etc...
As an HR person you have to be very creative & keep think of new ideas to keep employees enggaged & motivated.
Regards,
Sonia.
From India, Mumbai
Hi Latika,
The term employee engagement itself suggests keeping the employee engaged with the organization.
Most employees leave organization not just for money but also for the lack of enthusiasm. Employee engagement helps in keeping the enthusiasm of employee up.
The purpose of employee engagement is to make work interesting by involoving employees in different activities which are not part of routine work.
There are several activities, some listed below.
1. Doing small cultural programs
2. Involving families of employees
3. Competition for children of employees
4. Outbound training programs
5. Celebrating festivals in office
6. Keeping open communication channels
and many more such activities.
From India, Hyderabad
The term employee engagement itself suggests keeping the employee engaged with the organization.
Most employees leave organization not just for money but also for the lack of enthusiasm. Employee engagement helps in keeping the enthusiasm of employee up.
The purpose of employee engagement is to make work interesting by involoving employees in different activities which are not part of routine work.
There are several activities, some listed below.
1. Doing small cultural programs
2. Involving families of employees
3. Competition for children of employees
4. Outbound training programs
5. Celebrating festivals in office
6. Keeping open communication channels
and many more such activities.
From India, Hyderabad
Employee retention:- Employee retention refers to the ability of an organization to retain its employees. Employee retention can be represented by a simple statistic (for example, a retention rate of 85% usually indicates that an organization kept 85% of its employees in a given period). However, many consider employee retention as relating to the efforts by which employers attempt to retain employees in their workforce. In this sense, retention becomes the strategies rather than the outcome.
In a Business setting, the goal of employers is usually to decrease employee turnover, thereby decreasing training costs, recruitment costs and loss of talent and organisational knowledge. By implementing lessons learned from key organizational behavior concepts employers can improve retention rates and decrease the associated costs of high turnover. However, this isn't always the case. Employers can seek "positive turnover" whereby they aim to maintain only those employees who they consider to be high performers.
Employee engagement:- Employee engagement, also called worker engagement, is a business management concept. An "engaged employee" is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization's interests. According to Scarlett Surveys, "Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization that profoundly influences their willingness to learn and perform is at work".
The role of HRD in Employee Engagement
Employee perceptions of job importance
* Employee clarity of job expectations
* Career advancement/improvement opportunities
* Regular feedback and dialogue with superiors
* Quality of working relationships with peers, superiors, and subordinates
* Perceptions of the ethos and values of the organization
* Effective Internal Employee Communications
* Reward to engage
With Regards
From India, Ranchi
In a Business setting, the goal of employers is usually to decrease employee turnover, thereby decreasing training costs, recruitment costs and loss of talent and organisational knowledge. By implementing lessons learned from key organizational behavior concepts employers can improve retention rates and decrease the associated costs of high turnover. However, this isn't always the case. Employers can seek "positive turnover" whereby they aim to maintain only those employees who they consider to be high performers.
Employee engagement:- Employee engagement, also called worker engagement, is a business management concept. An "engaged employee" is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization's interests. According to Scarlett Surveys, "Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization that profoundly influences their willingness to learn and perform is at work".
The role of HRD in Employee Engagement
Employee perceptions of job importance
* Employee clarity of job expectations
* Career advancement/improvement opportunities
* Regular feedback and dialogue with superiors
* Quality of working relationships with peers, superiors, and subordinates
* Perceptions of the ethos and values of the organization
* Effective Internal Employee Communications
* Reward to engage
With Regards
From India, Ranchi
HI,
Both these go hand in hand to be able to retain an employee the organization must ensure he /she is engaged. Employee engagement is related to how the employee feels at work with co-workers, with the supervisor and with the assignments.
The book " Break all the Rules" provides an engaged HR executive/ manager with the tools to evaluate employee engagement.
Please buy this book it is very helpful.
Regards
Ronald
From India, Hyderabad
Both these go hand in hand to be able to retain an employee the organization must ensure he /she is engaged. Employee engagement is related to how the employee feels at work with co-workers, with the supervisor and with the assignments.
The book " Break all the Rules" provides an engaged HR executive/ manager with the tools to evaluate employee engagement.
Please buy this book it is very helpful.
Regards
Ronald
From India, Hyderabad
Hi Latika, Please find attached a project done by one of my students on Employee Engagement.
From India, Hyderabad
From India, Hyderabad
Hello Lathika,
My first appreciation goes out to you for this query.
The next is of course for the contributions that have come in so far especially the last one by 81827 (I guess this person was born on Aug 27, 1981), for the lovely links attached which spells out in a nutshell "employee engagement" that leads you to the website empxtrack.com and the super contribution of Maj. Gen. B.K. Bhatia.
To make my limited points on the topic.
I must confess that this is one of the most fascinating subjects that occupies the minds of the best known people in business.
Many of us may have heard the term “employee engagement” floating around for a while; at least I've been hearing this since 1997, and it has become the prime human resources topic of the moment, but I really wonder if people do really know what it is?
I for one take some lessons on this from several young mother's for instance who are really having to face challenging times engaging children - be it at home or outside. Children can get excited quickly and can get bored equally quickly. All mother's, from time immemorial and in the times gone by when we were growing our grandfathers, and grand mother's had a knack of keeping us engaged. It was not a small task at all, and all of us know that well as to how naughty each of us when we were growing, but what a pity that we can appreciate this only when we have grown up now and have had to go through this 'engagement' exercise with our own children and children of friends in the neighborhood. You can think of employee engagement in a similar way as you would of other relationships: you know, the relationships with your acquaintances, friends, spouse, or family. You know the people with whom you have that connection with and those that you don’t — the relationships that prosper the most are the ones where that emotional connection and where commitment exists. There are people for whom you would do almost anything, and then there are those that you merely tolerate out of necessity. The same goes for employees and the organization, you don’t want employees to just tolerate you, but be engaged with your organization and your goals.
Taking that analogy forward, employee engagement is more than gathering employees around for group team building sessions or office lunches or entertaining them on every possible occasion and pampering them with lavish gifts every now and then .
There are many misconceptions, so before we take a look at what employee engagement is, let’s first start with what it isn’t.
The first thing that comes to my mind is boredom, which is an unpleasant transient state, characterized by “disinterest,” ”disengagement,” and an inability to concentrate on the task at hand. Factors that increase boredom include,
Monotony of job
Repetitiveness of the tasks and adding to all this the
Rules and limitations, leaving no scope for experimentation or creativity though many companies will make tall claims that they encourage and promote "creativity." With adherence to processes and deliverable, there is hardly any time for mass producers be it in IT or Consumables to make the job interesting.
Happiness May Not Equal Employee Engagement: While the truth is engaged employees are generally show they are happy at work. We should also know that happy employees are all not engaged employees. A happy employee may still be disengaged from the organization, they might outwardly appear to enjoy the benefits and perks of the organization and position, but they could be flat lining on engagement and working below their productivity ability. To explain this point, at a generic level, take the jobs of teachers, who all do a good job of teaching the subjects they are proficient in, but the compulsion of finishing the portions, completing the syllabus, and getting through the examination invigilation and corrections leaves them with hardly any scope to spend time with the children to help them increase their hunger for knowledge, by way of making them work on problems and asking them to research for solutions.
In many organizations seniors, managers and supervisors are deemed to be very engaged employees, as though there is an invisible, but highly potent dividing line between “us” as managers/supervisors and “them” as employees/workers. Employee engagement affects the whole organization and sensible managements are not immune to this fact, therefore, the leadership, the management and the managers/supervisors need to lead as an example of engagement to the organization.
A Textbook Definition of Employee Engagement
Employee engagement is “the degree to which workers feel job satisfaction and an emotional connection to the success of their business, resulting in improved productivity, innovation and retention” (Richelle Taylor, Excellence In Motion, Inc.).
Another popular definition of what employee engagement means is: “Personal engagement is the simultaneous employment and expression of a person’s ‘preferred self’ in task behaviors that promote connections to work and to others, personal presence (physical, cognitive, and emotional), and active, full role performances” (Denise M. Rousseau, Carnegie Mellon University).
An engaged workforce is achieved when a high number of employees have their hearts and minds aligned to both the job they do and the organization they work for.”
Engaged employees display:
Commitment to the job and organization
Pride in the job and in the organization
Willingness to advocate the benefits and advantages of the job and organization
Satisfaction with the job and organization
Engaged employees have a genuine emotional connection with the organization and a real commitment to the organization’s goals. Whenever I think of true employee engagement I can't help but think of (Artists, Atheletes, Sportmen, Writers, Scientists, etc.) people like A.R. Rahman, Rahul Dravid, Sachin Tendulkar, Late Satyajit Ray, Late Pandit Ravi Shankar, Late Mother Theresa... to name a few, as there are many more all over the world, who all like what they do as they do it with passion, and commitment. Such people cannot be forced by anyone even with the best of intentions. Therefore employee engagment shouldn’t be used as a method to get more value from the work of the employees — that can’t work anyway produce real long-term results.
You can think of employee engagement in a similar way as you would of other relationships: you know, the relationships with your acquaintances, friends, spouse, or family. You know the people with whom you have that connection with and those that you don’t — the relationships that prosper the most are the ones where that emotional connection and where commitment exists. There are people for whom you would do almost anything, and then there are those that you merely tolerate out of necessity. The same goes for employees and the organization, you don’t want employees to just tolerate you, but be engaged with your organization and your goals.
There is an element of truth in that an employee's productivity is largely dependent on an organization’s culture and value system, — Money Doesn’t Always Motivate. The factors that might affect employees’ motivation levels, thought this can vary from to another, however, there are a few aspects that apply equally well to almost any business, any profession. Ensuring that these aspects are adequately taken care of can help you a great deal in enhancing the overall productivity of your employees.
Some of them include:
— A good business model that affords seamless growth that one may aspire to be in the "top seat"
— Ethical management, and being genuninely interested in "people as assets" not lip-service or for
the sake of balance sheets/publicity. Simple and realistic methods.
— Convenience of location/logistics
— Conducive Working Conditions
— Flexibility in timings/work from home (IT/ITES)
— Use Brand and Competition Wisely
— Variety in Work, including geographies (On-Site)
— Understanding, Guidance and Supportive , Dynamic leadership and Creation of Teams around them
— Regular Training Is Essential (Technical and Non-Technical, including Leadership)
— Recognition and Rewards
— Constant, Credible, Consistent Clear Communication and a Quick Grievance Addressing
— Combating Boredom by way of Job Rotation which decreases the likelihood of Job Boredom,
Multi–Skill Training Increases Value for an individual and Productivity for the organization
TSK. Raman
Hyderabad
08374111185
From India, Hyderabad
My first appreciation goes out to you for this query.
The next is of course for the contributions that have come in so far especially the last one by 81827 (I guess this person was born on Aug 27, 1981), for the lovely links attached which spells out in a nutshell "employee engagement" that leads you to the website empxtrack.com and the super contribution of Maj. Gen. B.K. Bhatia.
To make my limited points on the topic.
I must confess that this is one of the most fascinating subjects that occupies the minds of the best known people in business.
Many of us may have heard the term “employee engagement” floating around for a while; at least I've been hearing this since 1997, and it has become the prime human resources topic of the moment, but I really wonder if people do really know what it is?
I for one take some lessons on this from several young mother's for instance who are really having to face challenging times engaging children - be it at home or outside. Children can get excited quickly and can get bored equally quickly. All mother's, from time immemorial and in the times gone by when we were growing our grandfathers, and grand mother's had a knack of keeping us engaged. It was not a small task at all, and all of us know that well as to how naughty each of us when we were growing, but what a pity that we can appreciate this only when we have grown up now and have had to go through this 'engagement' exercise with our own children and children of friends in the neighborhood. You can think of employee engagement in a similar way as you would of other relationships: you know, the relationships with your acquaintances, friends, spouse, or family. You know the people with whom you have that connection with and those that you don’t — the relationships that prosper the most are the ones where that emotional connection and where commitment exists. There are people for whom you would do almost anything, and then there are those that you merely tolerate out of necessity. The same goes for employees and the organization, you don’t want employees to just tolerate you, but be engaged with your organization and your goals.
Taking that analogy forward, employee engagement is more than gathering employees around for group team building sessions or office lunches or entertaining them on every possible occasion and pampering them with lavish gifts every now and then .
There are many misconceptions, so before we take a look at what employee engagement is, let’s first start with what it isn’t.
The first thing that comes to my mind is boredom, which is an unpleasant transient state, characterized by “disinterest,” ”disengagement,” and an inability to concentrate on the task at hand. Factors that increase boredom include,
Monotony of job
Repetitiveness of the tasks and adding to all this the
Rules and limitations, leaving no scope for experimentation or creativity though many companies will make tall claims that they encourage and promote "creativity." With adherence to processes and deliverable, there is hardly any time for mass producers be it in IT or Consumables to make the job interesting.
Happiness May Not Equal Employee Engagement: While the truth is engaged employees are generally show they are happy at work. We should also know that happy employees are all not engaged employees. A happy employee may still be disengaged from the organization, they might outwardly appear to enjoy the benefits and perks of the organization and position, but they could be flat lining on engagement and working below their productivity ability. To explain this point, at a generic level, take the jobs of teachers, who all do a good job of teaching the subjects they are proficient in, but the compulsion of finishing the portions, completing the syllabus, and getting through the examination invigilation and corrections leaves them with hardly any scope to spend time with the children to help them increase their hunger for knowledge, by way of making them work on problems and asking them to research for solutions.
In many organizations seniors, managers and supervisors are deemed to be very engaged employees, as though there is an invisible, but highly potent dividing line between “us” as managers/supervisors and “them” as employees/workers. Employee engagement affects the whole organization and sensible managements are not immune to this fact, therefore, the leadership, the management and the managers/supervisors need to lead as an example of engagement to the organization.
A Textbook Definition of Employee Engagement
Employee engagement is “the degree to which workers feel job satisfaction and an emotional connection to the success of their business, resulting in improved productivity, innovation and retention” (Richelle Taylor, Excellence In Motion, Inc.).
Another popular definition of what employee engagement means is: “Personal engagement is the simultaneous employment and expression of a person’s ‘preferred self’ in task behaviors that promote connections to work and to others, personal presence (physical, cognitive, and emotional), and active, full role performances” (Denise M. Rousseau, Carnegie Mellon University).
An engaged workforce is achieved when a high number of employees have their hearts and minds aligned to both the job they do and the organization they work for.”
Engaged employees display:
Commitment to the job and organization
Pride in the job and in the organization
Willingness to advocate the benefits and advantages of the job and organization
Satisfaction with the job and organization
Engaged employees have a genuine emotional connection with the organization and a real commitment to the organization’s goals. Whenever I think of true employee engagement I can't help but think of (Artists, Atheletes, Sportmen, Writers, Scientists, etc.) people like A.R. Rahman, Rahul Dravid, Sachin Tendulkar, Late Satyajit Ray, Late Pandit Ravi Shankar, Late Mother Theresa... to name a few, as there are many more all over the world, who all like what they do as they do it with passion, and commitment. Such people cannot be forced by anyone even with the best of intentions. Therefore employee engagment shouldn’t be used as a method to get more value from the work of the employees — that can’t work anyway produce real long-term results.
You can think of employee engagement in a similar way as you would of other relationships: you know, the relationships with your acquaintances, friends, spouse, or family. You know the people with whom you have that connection with and those that you don’t — the relationships that prosper the most are the ones where that emotional connection and where commitment exists. There are people for whom you would do almost anything, and then there are those that you merely tolerate out of necessity. The same goes for employees and the organization, you don’t want employees to just tolerate you, but be engaged with your organization and your goals.
There is an element of truth in that an employee's productivity is largely dependent on an organization’s culture and value system, — Money Doesn’t Always Motivate. The factors that might affect employees’ motivation levels, thought this can vary from to another, however, there are a few aspects that apply equally well to almost any business, any profession. Ensuring that these aspects are adequately taken care of can help you a great deal in enhancing the overall productivity of your employees.
Some of them include:
— A good business model that affords seamless growth that one may aspire to be in the "top seat"
— Ethical management, and being genuninely interested in "people as assets" not lip-service or for
the sake of balance sheets/publicity. Simple and realistic methods.
— Convenience of location/logistics
— Conducive Working Conditions
— Flexibility in timings/work from home (IT/ITES)
— Use Brand and Competition Wisely
— Variety in Work, including geographies (On-Site)
— Understanding, Guidance and Supportive , Dynamic leadership and Creation of Teams around them
— Regular Training Is Essential (Technical and Non-Technical, including Leadership)
— Recognition and Rewards
— Constant, Credible, Consistent Clear Communication and a Quick Grievance Addressing
— Combating Boredom by way of Job Rotation which decreases the likelihood of Job Boredom,
Multi–Skill Training Increases Value for an individual and Productivity for the organization
TSK. Raman
Hyderabad
08374111185
From India, Hyderabad
Motivations; incentives & appreciations; encouraging promotional policies; trainings for upgrading skills; impartial, fair & sympathetic dealing with employees, understanding employee problems and helping them sort out the same; are the main criteria out of several others for employee engagement for the organisation.
From India, Delhi
From India, Delhi
#Subject List: employee retention City-India-New-Delhi employee engagement outbound training employee engaged team building traditional day fun activities diwali job satisfaction job rotation Country-India
A-Role of labour contractors in global production networks -A-1 Imp..pdf
Retention quest.doc
