Friends,
Has anyone done some study to co-relate employee engagement and level of training given in an organization? Do organizations that invest
heavily in training & development also show higher levels of employee
engagement, and vice versa?
Generally, what is the opinion of members on the topic.
Thanks
Anuraag
From India, Gohana
Has anyone done some study to co-relate employee engagement and level of training given in an organization? Do organizations that invest
heavily in training & development also show higher levels of employee
engagement, and vice versa?
Generally, what is the opinion of members on the topic.
Thanks
Anuraag
From India, Gohana
Dear Anurag, When posing a query, please state what you do and why you are interested in the topic. Have a nice day Simhan A retired academic in the UK
From United Kingdom
1624From United Kingdom
I have been in the industry for 22 years in various roles, including as HR Head at one point of time. Presently am a HR consultant and Trainer and pursuing research in the area of Employee Engagement.
Regards,
Anuraag
From India, Gohana
Regards,
Anuraag
From India, Gohana
Dear Anuraag,
Thank you for the clarification. More information you give the better for people to respond to your query. For general queries like yours the best place is the web. I hope I am not trying to teach you like the proverb "Teaching grandma to suck eggs". We have to define the term "Training" and clearly state what type of training we are considering. For example, technical training may not have much effect; please see Employee engagement: employers getting it wrong and the White Paper at http://www.trainingfoundation.com/do...itepaper_2.pdf found at Google
You can see my profile at by clicking on "About us".
Have a nice day.
Simhan
From United Kingdom
Thank you for the clarification. More information you give the better for people to respond to your query. For general queries like yours the best place is the web. I hope I am not trying to teach you like the proverb "Teaching grandma to suck eggs". We have to define the term "Training" and clearly state what type of training we are considering. For example, technical training may not have much effect; please see Employee engagement: employers getting it wrong and the White Paper at http://www.trainingfoundation.com/do...itepaper_2.pdf found at Google
You can see my profile at by clicking on "About us".
Have a nice day.
Simhan
From United Kingdom
Dear Anurag
I come to know from your post that you have been doing research in employee engagement.
I know that employee engagement is a continuous effort. I would like to learn from you few things.
To start with the first basic question of Gallup "I know what is expected of me at work". Can you please guide on some action plans that can be taken on addressing this issue? I do understand that the feedback outcome of the survey will be required for this but can you suggest some common action plans which any industry can take up to start with?
Would be grateful for your reply
Regards
From India, Bhubaneswar
I come to know from your post that you have been doing research in employee engagement.
I know that employee engagement is a continuous effort. I would like to learn from you few things.
To start with the first basic question of Gallup "I know what is expected of me at work". Can you please guide on some action plans that can be taken on addressing this issue? I do understand that the feedback outcome of the survey will be required for this but can you suggest some common action plans which any industry can take up to start with?
Would be grateful for your reply
Regards
From India, Bhubaneswar
Hi Shravani,
A few basic things that can be done, irrespective of inductry are :
- Perform a Job Analysis
- Define Roles and responsibilities
- When hiring a person, be very clear about the skills and compentencies
required to perform the job
- Once a person has joined, the onboarding should be properly done.
Apart from normal induction, the person should be explained the role
very clearly, along with performance expectations and measurement
criteria.
- There should be regular (Atleast once a quarter) review meetings
between the Manager and employee to discuss performance issues.
Most of the issues come up because the job dimensions, expectated performance level, and measurement criteria are not known. We presume
these things. It may also be useful to train the person on company processes and provide support during the initial few months.
In a nutshell, role clarity, defined performance expectations, measurement criteria and review mechanism would help. All of which means more and more open communication between the manager and the subordinate.
Hope this is helpful.
Regards,
Anuraag
From India, Gohana
A few basic things that can be done, irrespective of inductry are :
- Perform a Job Analysis
- Define Roles and responsibilities
- When hiring a person, be very clear about the skills and compentencies
required to perform the job
- Once a person has joined, the onboarding should be properly done.
Apart from normal induction, the person should be explained the role
very clearly, along with performance expectations and measurement
criteria.
- There should be regular (Atleast once a quarter) review meetings
between the Manager and employee to discuss performance issues.
Most of the issues come up because the job dimensions, expectated performance level, and measurement criteria are not known. We presume
these things. It may also be useful to train the person on company processes and provide support during the initial few months.
In a nutshell, role clarity, defined performance expectations, measurement criteria and review mechanism would help. All of which means more and more open communication between the manager and the subordinate.
Hope this is helpful.
Regards,
Anuraag
From India, Gohana
Hi Anurag
Thanks for the guidance. However what you have mentioned is for new recruits. What about the old employees who have served for a period of more than 10 years.
Secondly how to create accountability alongwith empowerment and the responsibilities assigned in form of key performance measures?
Would be grateful for an answer.
Regards
From India, Bhubaneswar
Thanks for the guidance. However what you have mentioned is for new recruits. What about the old employees who have served for a period of more than 10 years.
Secondly how to create accountability alongwith empowerment and the responsibilities assigned in form of key performance measures?
Would be grateful for an answer.
Regards
From India, Bhubaneswar
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Employee-engage ment.prn_190.pd f
Employee Engagement Study.doc
Employee engagement.ppt