Employee Engagement Presentation By Big Ideas HR
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19. Jul 2016•0 gefällt mir•557 views
Employee Engagement Presentation By Big Ideas HR
19. Jul 2016•0 gefällt mir•557 views
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This document is about the Employee engagement. this can be divided into different parts. it is 2nd part of the presentation.
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Employee Engagement Presentation By Big Ideas HR
- 2. Inspiration Engagement VS BIG IDEAS HR CONSULTING PVT. LTD.
- 3. Inspired Employees are most productive Dissatisfied Satisfied Engaged Inspired 71 100% 144 225 Bain & Company and EIU Research, 2015 Productive Output BIG IDEAS HR CONSULTING PVT. LTD.
- 4. Have a safe work environment Have the tools, training, and resources to do their jobs well Can get their jobs done efficiently, without excess bureaucracy Are valued and rewarded fairly Are pat of an extraordinary team Have autonomy to do their jobs Learn and grow every day Make a difference and have an impact Get meaning and inspiration from their company’s mission Are inspired by the leaders in their company Satisfied Employees… Engaged Employees Inspired Employees BIG IDEAS HR CONSULTING PVT. LTD.
- 5. Intrinsic Extrinsic VS BIG IDEAS HR CONSULTING PVT. LTD.
- 6. Employer Brand v HOW OUTSIDE-IN (CONVENTIONAL) INSIDE-OUT (REMARKABLE) WHY Values Mission Beliefs Culture | Corp. Brand HR ActivitiesEmployee Perception Candidate Perception WHAT BIG IDEAS HR CONSULTING PVT. LTD.
- 7. 1 Build a Narrative BIG IDEAS HR CONSULTING PVT. LTD.
- 8. Hiring to the Brand Agood team starts with recruiting BIG IDEAS HR CONSULTING PVT. LTD.
- 9. Engagement starts before a requisition is opened. 84 percent of jobseekers would consider another role at a company with an excellent reputation. BIG IDEAS HR CONSULTING PVT. LTD.
- 10. Branding promotes what’s true for your company. Engage the right people through honesty and transparency. BIG IDEAS HR CONSULTING PVT. LTD.
- 11. Empower your interview teams to do the work. Identify key positions and outline important questions, qualifications, and interviewers. BIG IDEAS HR CONSULTING PVT. LTD.
- 12. Make interviewing a 2-way street. BIG IDEAS HR CONSULTING PVT. LTD.
Hinweis der Redaktion
- BHR
- BHR
- BHR In the research, we surveyed over 300 senior executives from companies all over the world. We asked them to assess, based on their impressions of employee output, the relative productivity of dissatisfied, satisfied, engaged, and inspired employees. The results point to the productive power of an engaged and inspired workforce. If satisfied employees are productive at an index level of 100, then engaged employees produce at 144, nearly half again as much. But then comes the real kicker: inspired employees score 225 on this scale. From a purely quantitative perspective, in other words, it would take two and a quarter satisfied employees to generate the same output as one inspired employee.
- BHR
- BHR
- BHR
- BHR
- JV
- JV Your employment branding and reputation in the job market are vitally important when 84% of job seekers would consider another role at a company with an excellent reputation. This includes people who are happy at their current job. People are always on the lookout for the next best thing. (Corporate Responsibility Magazine / Allegis Group Services Study, August 2012) 78% of job seekers say that employee ratings and reviews are influential when deciding where to work (glassdoor survey) 78% of recruiters find their best quality candidates through employee referrals.
- JV Not every company can be Google, but not everyone wants to work for Google. Make sure that everything from your branding, career sites, and initial interactions with candidates highlights what’s the best and most honest to your company. Meet with whoever manages your website and career site and align your goals. You don’t need unlimited vacation or dry cleaning services to attract the best talent. Some people love their privacy, enjoy security of a big company or the freedom of a small company.
- JV Not every company can be Google, but not everyone wants to work for Google. Make sure that everything from your branding, career sites, and initial interactions with candidates highlights what’s the best and most honest to your company. Meet with whoever manages your website and career site and align your goals. You don’t need unlimited vacation or dry cleaning services to attract the best talent. Some people love their privacy, enjoy security of a big company or the freedom of a small company.
- JV It’s critical to find a cultural fit.