hi all this is shivani. i want some suggestions about the employee engagement activities which can be made aplicable in manufacturing companies for their blue collar employees.
From India, Gurgaon
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From India, Gurgaon
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Employee engagement approaches for new employees
Best practice recommends starting right at the selection or recruitment stage with:
· The right person and giving them a realistic job preview
· A strong induction and orientation programme
· Rigorous training and development, from technical to soft skills to leadership development programmes.
· Regular technical/soft-skill updates.
From India, Indore
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184Best practice recommends starting right at the selection or recruitment stage with:
· The right person and giving them a realistic job preview
· A strong induction and orientation programme
· Rigorous training and development, from technical to soft skills to leadership development programmes.
· Regular technical/soft-skill updates.
From India, Indore
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Employee engagement approaches for all employees
Beyond initial recruitment and induction, employee engagement activities can be broken into a number of groups. These include:
· Communications activities
· Reward schemes
· Activities to build the culture of the organisational
· Team building activities
· Leadership development activities
From India, Indore
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Beyond initial recruitment and induction, employee engagement activities can be broken into a number of groups. These include:
· Communications activities
· Reward schemes
· Activities to build the culture of the organisational
· Team building activities
· Leadership development activities
From India, Indore
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TPM, KAIZEN, 5S, TQM, skill development training, technical training, process development training, etc. We provide all types of training free of cost; you only have to bear TA, DA, and lodging.
Best Regards,
Sajid Ansari
Delhi
From India, Delhi
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Best Regards,
Sajid Ansari
Delhi
From India, Delhi
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Dear Shivani,
In our organization (a manufacturing company), we have launched various initiatives for our blue-collar employees:
1. We provide food coupons to all our employees (once a year) to take their family out for dinner. We have tied up with many prominent restaurants in the city that accept our coupons and also offer our employees good discounts.
2. We have organized regular health check-ups (dental, orthopedic, eye, etc.) for our employees. Additionally, we have arranged medical check-ups for the spouses of our employees.
3. During school vacations, we help organize painting competitions and hobby classes for the children of our employees.
4. We felicitate the children of our employees who have scored 80% and above in their board exams.
5. During important festivals, we distribute sweets to our employees.
6. We have also organized marriage counseling sessions for our newlywed employees or their children.
7. We operate a small shop on our premises where our employees can purchase household items at subsidized prices.
8. Vocational guidance is provided to the children of our employees as well.
9. Employees are involved in TQM & TPM related activities. They are encouraged to participate in improvement projects, and their initiatives are showcased to the top management through exhibitions.
10. If any employee, as part of any improvement team, achieves significant cost savings, they will receive a certain percentage of those savings as a reward.
Thanks,
Lijo
From India, Mumbai
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In our organization (a manufacturing company), we have launched various initiatives for our blue-collar employees:
1. We provide food coupons to all our employees (once a year) to take their family out for dinner. We have tied up with many prominent restaurants in the city that accept our coupons and also offer our employees good discounts.
2. We have organized regular health check-ups (dental, orthopedic, eye, etc.) for our employees. Additionally, we have arranged medical check-ups for the spouses of our employees.
3. During school vacations, we help organize painting competitions and hobby classes for the children of our employees.
4. We felicitate the children of our employees who have scored 80% and above in their board exams.
5. During important festivals, we distribute sweets to our employees.
6. We have also organized marriage counseling sessions for our newlywed employees or their children.
7. We operate a small shop on our premises where our employees can purchase household items at subsidized prices.
8. Vocational guidance is provided to the children of our employees as well.
9. Employees are involved in TQM & TPM related activities. They are encouraged to participate in improvement projects, and their initiatives are showcased to the top management through exhibitions.
10. If any employee, as part of any improvement team, achieves significant cost savings, they will receive a certain percentage of those savings as a reward.
Thanks,
Lijo
From India, Mumbai
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Dear friends,
I would like you to share with me some of the good practices you are implementing in your company to create a happy work environment. I am seeking details for both staff and workers, with a particular focus on staff.
Regards,
CHITRA PRASAD
From India, Bangalore
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I would like you to share with me some of the good practices you are implementing in your company to create a happy work environment. I am seeking details for both staff and workers, with a particular focus on staff.
Regards,
CHITRA PRASAD
From India, Bangalore
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Dear All,
I am working on a project for my company wherein I need to collect some data from different companies related to the improvement of the overall organizational structure through an HR point of view. Hence, I would like to request you to share the different kinds of strategies/methods you use for your organization's improvement, especially in this market scenario. The topics in which you can help me out are Recruitment, Career Growth, Retention, Motivation, and Exit.
I would really appreciate it if you could help me with my project. Thanks a lot.
Regards,
Mousumi
From India, Delhi
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I am working on a project for my company wherein I need to collect some data from different companies related to the improvement of the overall organizational structure through an HR point of view. Hence, I would like to request you to share the different kinds of strategies/methods you use for your organization's improvement, especially in this market scenario. The topics in which you can help me out are Recruitment, Career Growth, Retention, Motivation, and Exit.
I would really appreciate it if you could help me with my project. Thanks a lot.
Regards,
Mousumi
From India, Delhi
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Here is the corrected version:
---
https://www.citehr.com/63008-employe...ctivities.html
Here is the link that can help you.
Regards, Arti
---
I have corrected the spelling, grammar, and formatting of the text. The message now maintains its original meaning and tone while being more polished and easier to read.
From India, New Delhi
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---
https://www.citehr.com/63008-employe...ctivities.html
Here is the link that can help you.
Regards, Arti
---
I have corrected the spelling, grammar, and formatting of the text. The message now maintains its original meaning and tone while being more polished and easier to read.
From India, New Delhi
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Hi Sajid,
Please share your contact information as I'll be interested in conducting some employee engagement activities. I am reachable at
. .
Regards,
Swati
From India, New Delhi
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Please share your contact information as I'll be interested in conducting some employee engagement activities. I am reachable at
Regards,
Swati
From India, New Delhi
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Hi Everyone,
What are the new techniques involved in smooth and effective employee engagement? As there are more skilled employees working with the company, which fall under huge competition down the line.
Regards,
Raghu
From India, Bangalore
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What are the new techniques involved in smooth and effective employee engagement? As there are more skilled employees working with the company, which fall under huge competition down the line.
Regards,
Raghu
From India, Bangalore
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We can initiate a few activities like month-end celebrations for birthdays and weddings, which make employee involvement and create a work environment that is friendly and active by organizing events like introducing new things and highlighting them. Additionally, talking with employees in a friendly manner rather than using official and boring gestures, as most employees expect their workplace to be an open place for sharing and exchanging ideas and information.
Employee engagement is crucial, and as HR professionals, we have to organize celebrations, events, and activities where most employees can gather in the same place. It is also essential to conduct counseling sessions where employees can openly discuss problems in the workplace.
We need to record complete information about employees and update it regularly. Furthermore, as HR professionals, we must implement new techniques to engage employees in activities and organize stress-busting events.
From India, Bangalore
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Employee engagement is crucial, and as HR professionals, we have to organize celebrations, events, and activities where most employees can gather in the same place. It is also essential to conduct counseling sessions where employees can openly discuss problems in the workplace.
We need to record complete information about employees and update it regularly. Furthermore, as HR professionals, we must implement new techniques to engage employees in activities and organize stress-busting events.
From India, Bangalore
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For employee engagement, a monthly common meeting can be arranged for one hour where management representatives can come together and share about the business vision, business success stories, individual best contributions, and failures if any. Monthly indoor/outdoor games can be organized to enhance connectivity and increase the personal touch among the employees. Additionally, knowledge-sharing sessions can be conducted where internal trainers share their knowledge and experiences.
From India, Aurangabad
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From India, Aurangabad
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Different work groups have different motivation-driven factors. But they share the common basic needs of human beings as per Maslow's hierarchy of needs.
Here are 5 elements that need improving to boost blue-collar worker engagement:
- Working conditions
Working conditions include working facilities, time, rest, schedule, health, and safety at the workplace. Nobody wants to stay to work for a long time in bad working conditions, right?
- Pay
Fair wages will ensure a quality of life for workers. In this case, labor unions play an important role in negotiating good pay and benefits for blue-collar workers.
We often think that trade workers earn less money than office workers, but it's not true. Many blue-collar jobs such as welders, oil riggers, and construction workers can earn up to a six-figure salary (USD) per year.
- Job security
As the rise of high technology machinery and automation, blue-collar workers face fiercer competition in the labor market. The most challenging aspect for them is the limited repetitive skills they have. For instance, an operator working on the same machine for 5 years will become dependent on it because he has no idea about other kinds of equipment or the next stages in production.
When having skilled workers, employers should sign agreements on assigning new tasks and offering more [on-the-job training](http://vnmanpower.com/en/when-to-use-in-house-training-for-your-employees-bl211.html) to make them feel committed to the company.
- Recognition
Similar to white-collar workers, blue-collar employees will feel more engaged when their contributions are recognized. Along with monthly and yearly rewards, [values-based recognition](http://vnmanpower.com/en/how-well-are-you-doing-values-based-employee-recognition-program-bl213.html) is needed to align blue-collar workers with the organization's goals and success.
- Communication
The last but not least important thing is communication. Managers should talk to blue-collar workers in a straightforward and transparent manner to ensure all of them understand clearly. Be sure white-collar employees and you respect them as peers, not lower-class people. As a leader, you should understand every individual to help them integrate with the team and boost their potentials. Besides [enhancing communication among workers](http://vnmanpower.com/en/techniques-to-help-increase-the-communication-between-your-employees-bl169.html), remember to take feedback from them regularly. This action will help you build trust and handle work-related issues timely and effectively. When blue-collar workers have a voice in their teams, they will be more motivated and engaged.
From Vietnam, Hanoi
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Here are 5 elements that need improving to boost blue-collar worker engagement:
- Working conditions
Working conditions include working facilities, time, rest, schedule, health, and safety at the workplace. Nobody wants to stay to work for a long time in bad working conditions, right?
- Pay
Fair wages will ensure a quality of life for workers. In this case, labor unions play an important role in negotiating good pay and benefits for blue-collar workers.
We often think that trade workers earn less money than office workers, but it's not true. Many blue-collar jobs such as welders, oil riggers, and construction workers can earn up to a six-figure salary (USD) per year.
- Job security
As the rise of high technology machinery and automation, blue-collar workers face fiercer competition in the labor market. The most challenging aspect for them is the limited repetitive skills they have. For instance, an operator working on the same machine for 5 years will become dependent on it because he has no idea about other kinds of equipment or the next stages in production.
When having skilled workers, employers should sign agreements on assigning new tasks and offering more [on-the-job training](http://vnmanpower.com/en/when-to-use-in-house-training-for-your-employees-bl211.html) to make them feel committed to the company.
- Recognition
Similar to white-collar workers, blue-collar employees will feel more engaged when their contributions are recognized. Along with monthly and yearly rewards, [values-based recognition](http://vnmanpower.com/en/how-well-are-you-doing-values-based-employee-recognition-program-bl213.html) is needed to align blue-collar workers with the organization's goals and success.
- Communication
The last but not least important thing is communication. Managers should talk to blue-collar workers in a straightforward and transparent manner to ensure all of them understand clearly. Be sure white-collar employees and you respect them as peers, not lower-class people. As a leader, you should understand every individual to help them integrate with the team and boost their potentials. Besides [enhancing communication among workers](http://vnmanpower.com/en/techniques-to-help-increase-the-communication-between-your-employees-bl169.html), remember to take feedback from them regularly. This action will help you build trust and handle work-related issues timely and effectively. When blue-collar workers have a voice in their teams, they will be more motivated and engaged.
From Vietnam, Hanoi
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Employee Engagement Activities.pdf
Employee Engagement Activities - .doc