Dear All,
Have been a regular user of CiteHR and do manage to read almost all the posts .Guess this is the best place where I could probably gather info on what I was hunting for.
I wasnt able to get any info on how one went about auditing the Employee Engagement process. As in, once Employee Engagement initiatives are implemented in an organization, how would one go about measuring the effectiveness of the EE function.
If suppose, one was to do an internal audit of the Employee Engagement process, what all should be looked into??
Pls do post your valuable comments. :)
From United Arab Emirates
Have been a regular user of CiteHR and do manage to read almost all the posts .Guess this is the best place where I could probably gather info on what I was hunting for.
I wasnt able to get any info on how one went about auditing the Employee Engagement process. As in, once Employee Engagement initiatives are implemented in an organization, how would one go about measuring the effectiveness of the EE function.
If suppose, one was to do an internal audit of the Employee Engagement process, what all should be looked into??
Pls do post your valuable comments. :)
From United Arab Emirates
Hi Dear
The three "M" consider for organization growth.
1. Man
2. Mechanism
3. Money
The involvement of individual is necessary for getting desire result from these.
Employee engagements are necessary as they help to bind the human activity to company strategy. Employee engagement is not means the employee productivity, expects the organization to pave the way to ensure that employee are motivated to put their best effort for wealth enhancement. Require generate loyalty which can inject commitment in doing quality of work.
The following point must be noted.
1. Create Conducive and healthy environment.
2. Door must be open for career opportunity
3. Job rotation
4. Training and development
5. Encouragement on decision making
6. Rewarding
7. Sportive working culture
8. Leadership Style
There is basic tolls to for measuring the employee engagement
1. Analyzing the turnover rate of the organization
2. Survey
3. Analyzing Attrition Rate
From India
5The three "M" consider for organization growth.
1. Man
2. Mechanism
3. Money
The involvement of individual is necessary for getting desire result from these.
Employee engagements are necessary as they help to bind the human activity to company strategy. Employee engagement is not means the employee productivity, expects the organization to pave the way to ensure that employee are motivated to put their best effort for wealth enhancement. Require generate loyalty which can inject commitment in doing quality of work.
The following point must be noted.
1. Create Conducive and healthy environment.
2. Door must be open for career opportunity
3. Job rotation
4. Training and development
5. Encouragement on decision making
6. Rewarding
7. Sportive working culture
8. Leadership Style
There is basic tolls to for measuring the employee engagement
1. Analyzing the turnover rate of the organization
2. Survey
3. Analyzing Attrition Rate
From India
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 it needs to done & completed..
Also, on some measure / metrics to measure the effectiveness of these activities..
Any docs/ info on this to share?
From United Arab Emirates
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 it needs to done & completed..
Also, on some measure / metrics to measure the effectiveness of these activities..
Any docs/ info on this to share?
From United Arab Emirates
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
How to Conduct 180 360 degree Appraisals.doc