Sunteți pe pagina 1din 9

XAVIER INSTITUTE OF MANAGEMENT

MBA (BM) 2019-21

Term – II
Human Resource Management

“EMPLOYEE ENGAGEMENT ACTIVITIES”


(Manufacturing, Finance, IT & Retail)

Submitted by:- Submitted To:-


Group 9 Prof. T.S. Rath
Anshuman Ray (UM19206)
C Urvi Rao (UM19207)
Sidhant Nayak (UM19250)
Sidharth S Panda (UM19251)
Vedant Bansal (UM19261)
Yogesh Goel (UM19263)
Employee Engagement

Employee engagement is the extent to which employees feel passionate about their jobs, are
committed to the organization, and put discretionary effort into their work. 

Employee engagement is not the same as employee satisfaction. Employee satisfaction only
Indicates how happy or content your employees are. It does not address their level of motivation,
involvement, or emotional commitment. For some employees, being satisfied means collecting a pay
check while doing as little work as possible.

When organizations focus on how to improve employee satisfaction, changes won’t necessarily lead
to increased performance. Oftentimes, the conditions that make employees “satisfied” with their
jobs are the same conditions that frustrate high performing employees. Top performers embrace
change, search out ways to improve, and challenge the status quo. They expect all employees be
held accountable for delivering results, whereas low performers avoid accountability, cling to the
status quo, and resist change.

Employee engagement goes beyond activities, games, and events. Employee engagement drives
performance. Engaged employees look at the whole of the company and understand their purpose,
where, and how they fit in. This leads to better decision-making. Organizations with an engaged
workforce outperform their competition. They have a higher earnings per share (EPS) and recover
more quickly after recessions and financial setbacks. Engagement is a key differentiator when it
comes to growth and innovation. To better understand the needs of your organization,
administering an employee engagement survey is key.

Types of Employees

Engaged employees : Such employees do not see their place of work as an obligation, but rather as
an opportunity. They combine a strong, intelligent work ethic with the desire to not only improve
their circumstances, but the circumstances of those around them. They are the embodiment of a
creative force; where others see routine or drudgery, they see a challenge or problem that needs to
be solved.
Disengaged employees : Such employees on the other hand, must be motivated to perform on an
hourly basis. They drag themselves through their day, contributing the bare minimum and often
detracting from the work of their peers with negative comments or an overwhelming pessimism that
is energy draining. This pessimism is so toxic that it affects not only co-workers, but customers as
well, driving away potential business and harming previously solid customer relationships.
Disengaged workers may have been actively engaged workers at one time. Somewhere along the
way, though, they became disengaged because of a lack of career growth or promotion, a
perception of salary inequity, job dislike, or distrust in their direct manager and senior management.

Actively disengaged : Such workers are the most damaging employees in the workplace. They are
unhappy and let that unhappiness show in words, attitudes and actions. They undermine the
performance of others by constantly voicing their displeasure and listing the many reasons why they
are so miserable in their jobs. 
How to increase employee engagement ? :

Encourage flexibility : Encouraging flexibility to take on varied tasks and being open to
responsibilities helps them stay motivated and grow in their jobs.

Volunteer as a team : Encouraging teamwork among employees not only helps divide work, but also
helps to be more efficient, adhere to deadlines and enforce team spirit

Ask for feedbacks : Taking regular feedbacks through employee engagement surveys, and pulse
surveys help measure the level of engagement of employee and devise new ways to improve the
same

Get Social : Helps employee mingle and have a sense of belonging in the team.

Encourage Collaboration : Collaboration on team activities considerably reduce the effective time
spent to manage deliverables, be productive and increase customer satisfaction

Ways to measure Employee Engagement

Pulse Surveys : Pulse surveys are just one of a number of different employee feedback mechanisms
you could choose to use outside of an engagement survey. A pulse survey tracks the same over time
(for example, “How likely are you to recommend your company as a place to work to people you
know?”). It Is considerably shorter than an engagement survey and easier to complete, is more
frequent than traditional measures surveys (i.e., more than once a year) and happens at a regular
time interval (most organizations use them quarterly or monthly)

One-On-One behavior : This involves an informal chat with every member of the team to get a real
sense of what is going on. It is an efficient method of collecting feedback so that the employees feel
safe to open up

Stay/Exit Interviews : When employees do choose to leave the company, exit interviews often shed
light on what went wrong, however these days “Stay Interviews” are becoming more and more
prevalent where managers can proactively understand what employees love about their company
and what is getting in the way of retention.

eNPS – eNPS stands for employee Net Promoter Score and is a way for organizations to measure
employee loyalty. The Net Promoter Score, originally a customer service tool, was later used
internally on employees instead of customers. It measures the likelihood of whether an employee
would be willing to recommend your organization as a place to work and the products/services they
sell. It will give you the insights you need to understand exactly what employees like and don’t like
about your organization.

Benefits of Employee engagement :

Increased productivity - Engaged employees work faster, harder and stronger because they like
what they do. It’s a no-brainer; when employees are interested in and connected to what they’re
doing, they are more likely to do it well. Furthermore, when employees are engaged and feel that
they are treated well by their managers, they will feel a sense of responsibility to reciprocate this
respect by putting in their best effort.
Higher Profitability - When employees feel good at work, they work harder, and when they work
harder they produce more quality work which in the end points to a happy customer. Happy
customers keep coming back and they refer other people to your company.

Higher Retention – One of the benefits of investing in employee engagement is that it will help
retain the top employees and decrease turnover rates by ensuring that the team is happy.

Less Absenteeism - Engaged employees show up to work and once there, they get more work done.
Highly engaged businesses in the USA have realized 41% reduction in absenteeism. The issue with
disengaged employees is that they don’t feel a sense of responsibility to the company they work for,
so they don’t have a problem not showing up. Engaged employees feel that they are part of the
organization they work for, and therefore would not want to let them down.

Increased Customer Satisfaction – High productivity leads to produce quality work

Employee Engagement in Manufacturing

TATA STEEL

Employee engagement month has been celebrated in TATA steel from the last 20 years and includes
various seminars and activities which help in improving the mental health of the workers and the
employers.

Annual marathon TATA steel celebrates its annual marathon every year in Jamshedpur and other
major office and factory locations like Kolkata. #dreamrun

Festivities During festivities like Diwali and Ganesh Chaturthi Rangoli competitions and lamp
decoration events are being organized for therapeutic purposes.

Health benefits- Health and well-being- Bi annual holistic health check ups as well as annual
extensive investigations for all employees.
Regular checks to ensure that first aid centres across our plants are well equipped and manned by
experienced doctors and paramedics. Doctor at doorstep initiative sees teams of doctors,
technicians and nurses visiting TATA steel employees on shop floors to counsel them on lifestyle
management and treatment at Indian operations.

Setting high standards for health & safety- Tata Steel has set quality standards by monitoring office
seating arrangements as well as mobile equipment such as cranes to ensure that their ergonomics
are above par. Air pollution control systems have been installed at our plants to reduce dust levels
and more and more equipment can now be operated remotely, making onsite jobs safer and less
strenuous. Our 'Mobi-safe' mobile application allows employees to report any unsafe condition/act
in the workplace, besides offering features for online detection of hazardous gases as well as visual
displays of the shop floor for better understanding of work processes.

Ensuring access to nutritious food- Apart from providing air conditioning at all employee canteens,
we have taken steps to ensure consistency in the quality of food at all our canteens. Tata Steel also
provides specialised training to canteen staff to improve service levels and has committees in place
that are responsible for continuous improvement.
Employee Engagement in IT

TCS – Tata Consultancy Services

TCS Employee engagement initiatives :


Tata Consultancy Services (TCS) - a leading global IT services, consulting and business solutions
organization. The various employee engagement intiatives by TCS are:

Knome - When you have 450,000+ employees from more than 100+ nationalities across 50 locations,
how do you create a sense of community and unified culture in an organization on that scale? The
answer for Indian IT services provider Tata Consultancy Services (TCS) was to build its own internal
social network platform, Knome, which connects the workforce across the globe. TCS sees five digital
forces at play in the technology space today: mobility, big data, robotics and AI, cloud and social
media. With Knome, keeping the five forces in mind, today it boasts boast 300,000 users, 10 million
social interactions and million posts (blogs or micro blogs) and 10,000 communities. For example,
when someone raises a work question on Knome, other employees can come back with suggestions
or help. Those who make the most helpful suggestions will be awarded “karma points”.

Employees can also gain karma points based on how active they are in the network and how good
they are at making connections to people beyond their immediate team.

Using analytics, management can work out the more popular answers and the people who
contribute most to the network and to helping their co-workers. This helps the organization identify
highly rated employees and feeds into its plan for continuous performance management, rather
than something separated from day-to-day work.

FitForLife - Fit4Life is an initiative taken by TCS for its associate’s physical and mental well being.
Fit4Life programme encourages the people to eat healthy, walk more, exercise regularly etc. We all
know how stressful today’s life has become and we hear people succumbing to this stress. People
get so occupied in their work that they often tend to forget about their own well being. So Fit4Life
helps the associates to take out time from their busy schedule and invest some of the time to their
own fitness and health. Fit4Life also sponsors marathons across India and overseas. TCS has
developed an app for this initiative known as Fit4Life app. For every hour and every kilometre that
an employee logs in to the app, TCS makes a donation to the charity. 

IRC - TCS proudly holds a unique corporate library & information services model with deep
professional expertise within its largest network of Information Resource Centre (IRC) in India,
comprising 62 locational IRCs, spread across 15 cities, managed by over 105 professionals.

TCS Maitree – TCS also has Toastmasters chapters across various locations which is a professional
public speaking platform and is renowned all over the world. It also has various art and crafts clubs,
music and dance clubs where employees are encouraged to pursue their hobbies and showcase their
talents. TCS also celebrates all the festivals across the years and observes them through functions
and parties.
Team Lunch/Potluck/Birth-party – Another important form of employee engagement is through
team lunches, potluck and birthdays. On important occasions such as client visits, team lunches is a
major way to boost employee morale and employees often look forward to potluck and birthdays to
celebrate.

Ergonomics – It’s said that sitting is the new smoking. And long hours in IT can do more damage than
one can think of. Ergonomics refers to the study of individuals in a work environment, and the
practical use includes evaluating function and movement to arrive at a process that is natural and
less hazardous to the physical form. While this can include obvious safety measures and equipment,
it is also highly applicable in the office, where repetitive actions can impact the musculo-skeletal
system over time. Ergonomic office furniture is designed to lessen the impact that office work can
have on the body, to promote healthy and natural body positions, and to reduce loss of time and
energy through inefficient practices.

Appreciation by client through mails/appreciation by fellow employees/managers – Employees


also used to get appreciation mails from clients, senior management, fellow employees which
motivates them to work diligently.

TCS GEMS – Each manager can reward employees working under them using TCS GEMS which they
can redeem at various shops.

Townhall and star of the month – The unit head of each ISU calls a monthly meeting to review the
progress of the unit and plan future course of action. They reward exemplary performance with the
star of the month award.

Employee Engagement in Finance

YESBANK

5 C’s Employee Engagement Model

To engage the growing workforce, YES Bank follows the 5 C’s Engagement Model viz. Culture,
Communication, Career, Connect, and Care. Your Bank ENGAGEs and DEVELOPs Human Capital by
disseminating/re-connecting YES BANKers with YES BANK’s core VALUES, by creating an
intentional CULTURE, encouraging open and honest COMMUNICATION,
strengthening CONNECT with employees and community, supporting CAREER development and
showing their CARE as an organization.

YES MENTOR : Yes Bank institutionalized the YES - MENTOR program in 2006 to provide a platform
for leaders to engage, guide and mentor executives with regard to YES BANK’s Culture, Vision &
Values.
YES MENTORS provide guidance and support for:
• Superior interpersonal engagement amongst YES BANKers.
• Enhanced formal and informal communication including grievance redressal.
• Developing a culture of high office discipline.
• Creating an environment that will enable even superior achievement of business. imperatives.
• Stimulating high levels of morale & motivation of human capital within the region/location.
• Upkeep of aesthetic and infrastructural maintenance of their respective locations.

YES PERSONALITY
It is a truly differentiated and unique proposition that is being propagated to focus and further
pursue employee well-being and prosperity. . YES PERSONALITY is now a movement at YES BANK,
which enables all of us to be highly positive executives and teams

• It encourages YES BANK'ers to live healthy, dress smartly and demonstrate exemplary professional
and personal conduct.
• It Enhances our Professional & Personal effectiveness thereby enabling us to be role-models for
our colleagues, family & communities.
• It circulates and reinforces Guidelines and useful tips on Grooming, Health and Wellness for all YES
BANK'ers are at all forums.

YES I CARE

It is a volunteering initiative where an employee engages in various social activities and shows his
responsibility towards society.
• Encourage employees to contribute their time to partnering not-for-profit Organizations working
towards various social goals.

YES CONNECT

It is team bonding initiative launched in 2009 with a view to provide YES BANKers a platform to
celebrate together, bond with colleagues and share best practices to enhance individual & team
productivity.
• It is implemented in the form of an evening get-together where all executives from the respective
branch/office celebrate the spirit of organizational bonding by recognizing and applauding team
members who have shown exemplary achievements in their work areas, inviting newly joined
executives (of the previous month) with their spouse/family to meet their team, celebrating
Birthdays etc.
• Special Family events are also organized around popular festivals. A quick review of the month that
was, and identifying the focus areas for the month ahead is also one of the major agenda

YES CLUB FIT

It was designed to help employees become more active, within the time and space constraints of
modern life, via a format that is fun, team oriented and relevant to them.
This was complemented with regular sessions on ergonomics, meditation, Zumba and lifestyle
management. 

Other than these Yes bank also has a knowledge sharing system which is also a great engagement
driver for newcomers.
Fun activities are also conducted in which the employees get to know each other in a different
environment and connect people with the same interests. It promotes wellbeing and benefits of a
healthy lifestyle in a fun, competitive way

Employee Engagement in Retail

Walmart
• Conduct focus groups to collect feedback
Walmart conducts Focus groups which help build upon the conversation started in an employee
survey. Focus groups serve as an extra opportunity to communicate that you value employee
feedback and are committed to positive change because employees who report follow-up after a
survey are 12x more engaged than employees who don’t report any follow-up.

• BYOD (Bring your own device) policy


Walmart forbade employees from bringing phones onto the sales floor. But now the company joins
the trend of companies encouraging workers to carry their phones because Walmart realizes that
People want the freedom to receive important news any time, any place--and mobile devices deliver
that freedom and hence any internal communication program must include a mobile strategy.

• Provides employee discount


To engage more of the employee’s and to make them motivated, several discounts on the products
are given to them in order to increase employee engagement among them.

• Dinner party with the whole team funded by the employees’ monthly budget
There are quarterly team lunched with entire team and the manager in an informal setting and this
helps employees to feel included and engage socially.

• Use employee engagement platform “WORKJAM”


Employee engagement platform WorkJam found that 89% of retail stores were understaffed each
week. Only 17% of managers feel their stores’ employees are very motivated and engaged.

• Primary communication method used by Wal-Mart executives through its satellite


Wal-Mart has launched the world’s largest private integrated satellite communication network
which provides a two-way voice and date and one-way video transmission between its headquarters
and thousands of Wal-Mart stores. This method of communication not only allows the executive
managers to give pep talks to thousands of their employees but for many other functions as well.
The key goal of setting this satellite system is to link every store by voice and video which facilitates
store-to-store and store-to-home office communications. This communication satellite system plays
a key role in Wal-Mart‟s engagement with their employees.

• Oral communication - through phone, face to face, web conferencing etc.


Wal-Mart executives are applying oral communication method by adopting the face to face
communication mode. This method facilitates and engages employees in continuous improvements
as it gives Wal-Mart associates an opportunity to voice to managers what they could do to improve
store operations. This communication method is trickled down from executive to lower levels of
management.

• Break room well-stocked with snacks, coffee, ibuprofen, and anything else an employee might
need.

S-ar putea să vă placă și