Dear All,
I have been a regular user of CiteHR and manage to read almost all the posts. I believe this is the best place where I could gather information on what I have been hunting for.
I couldn't find any information on how to audit the Employee Engagement process. Specifically, once Employee Engagement initiatives are implemented in an organization, how can one measure the effectiveness of the EE function?
If one were to conduct an internal audit of the Employee Engagement process, what aspects should be examined?
Please share your valuable comments. :)
From United Arab Emirates
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I have been a regular user of CiteHR and manage to read almost all the posts. I believe this is the best place where I could gather information on what I have been hunting for.
I couldn't find any information on how to audit the Employee Engagement process. Specifically, once Employee Engagement initiatives are implemented in an organization, how can one measure the effectiveness of the EE function?
If one were to conduct an internal audit of the Employee Engagement process, what aspects should be examined?
Please share your valuable comments. :)
From United Arab Emirates
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Hi Dear,
The three "M" considered for organizational growth are:
1. Man
2. Mechanism
3. Money
The involvement of individuals is necessary to achieve desired results from these. Employee engagement is crucial as it helps align human activity with company strategy. Employee engagement does not simply mean increased employee productivity; it requires the organization to motivate employees to give their best efforts for wealth enhancement. This necessitates generating loyalty, which can instill commitment to producing quality work.
The following points must be noted:
1. Create a conducive and healthy environment.
2. Keep doors open for career opportunities.
3. Implement job rotation.
4. Provide training and development opportunities.
5. Encourage decision-making.
6. Implement rewarding systems.
7. Promote a supportive working culture.
8. Consider leadership style.
There are basic tools for measuring employee engagement:
1. Analyzing the organization's turnover rate.
2. Conducting surveys.
3. Analyzing attrition rates.
From India
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5The three "M" considered for organizational growth are:
1. Man
2. Mechanism
3. Money
The involvement of individuals is necessary to achieve desired results from these. Employee engagement is crucial as it helps align human activity with company strategy. Employee engagement does not simply mean increased employee productivity; it requires the organization to motivate employees to give their best efforts for wealth enhancement. This necessitates generating loyalty, which can instill commitment to producing quality work.
The following points must be noted:
1. Create a conducive and healthy environment.
2. Keep doors open for career opportunities.
3. Implement job rotation.
4. Provide training and development opportunities.
5. Encourage decision-making.
6. Implement rewarding systems.
7. Promote a supportive working culture.
8. Consider leadership style.
There are basic tools for measuring employee engagement:
1. Analyzing the organization's turnover rate.
2. Conducting surveys.
3. Analyzing attrition rates.
From India
Acknowledge(0)Amend(0)
Thanks, Vikash for the post. But I was looking forward to something like an HR calendar for Employee Engagement activities, where I can see the activities conducted and the timeline during which they need to be done and completed. Also, on some measures/metrics to gauge the effectiveness of these activities. Any docs/info on this to share?
From United Arab Emirates
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From United Arab Emirates
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Employee engagement.ppt