hi all.... i m an hr student n i m making a project report on EMPLOYEE ENGAGEMENT.. pls do help me vd some of d useful inf n data that can make my project a success...
i'd be really grateful!
pls help.................thanks
From India, Delhi
i'd be really grateful!
pls help.................thanks
From India, Delhi
Hi Pallavi. What kind of project report you are working upon as employee engagement doesn't only include engaging employee in different activities. The HR employee engagement act like a mediator between the senior management and the employees in different cadre especially the lower staff in operations. They are responsible for planning & controlling attrition as well.
From India, New Delhi
121From India, New Delhi
hi.. thanks for your valuable point! i need to submit a project report in which i need to explain the meaning, benefits, elements etc of employee engagement n the methods to calculate the same. along with that, i need to present the level of employee engagement in a particular sector or industry or even a single company (anything as per my wish).. and this very portion is problematic as no data is clearly available anywhere...
From India, Delhi
From India, Delhi
hey all....i m also a hr student and making the same project on employee engagement but my project also includes the activities which the company must adopt for employee engagement and the procedure to implement it.so i also need help for this.pallavi and harpreet pls help me also.....thanks
thanks...for replying.....
i had already reviewed that link and found some ways from it but i need more and can u also help me that how the carnival can be created in the office.what activities can be include in forming the carnival.
i had already reviewed that link and found some ways from it but i need more and can u also help me that how the carnival can be created in the office.what activities can be include in forming the carnival.
Dear all
I take this opportunity to appeal to bloggers t kindly give all the information to avoid unnecessary exchanges such as the one between Sayeed and Aggarwal. Had Aggarwal said what (s)he had done before posting the first message M. Sayeed could have save the time in giving the link.
Have a nice day.
Simhan
Learning and Teaching Fellow (Retd.)
The University of Bolton, UK.
"It is never too late to learn or improve oneself"
From United Kingdom
I take this opportunity to appeal to bloggers t kindly give all the information to avoid unnecessary exchanges such as the one between Sayeed and Aggarwal. Had Aggarwal said what (s)he had done before posting the first message M. Sayeed could have save the time in giving the link.
Have a nice day.
Simhan
Learning and Teaching Fellow (Retd.)
The University of Bolton, UK.
"It is never too late to learn or improve oneself"
From United Kingdom
hey....
different ways which i selected are birthday bashes,twice a month training,creating the carnival,theme day,sports day, contest & competition day,helping hands,HR weekly bulletin. i want to add more. and now i am expanding the selected ways by deciding the procedure and what can be included in this.so please help in creating the carnival and more ways of employee engagement.
thanks for replying....
different ways which i selected are birthday bashes,twice a month training,creating the carnival,theme day,sports day, contest & competition day,helping hands,HR weekly bulletin. i want to add more. and now i am expanding the selected ways by deciding the procedure and what can be included in this.so please help in creating the carnival and more ways of employee engagement.
thanks for replying....
Thanks for your each support..and yes I agreed too..
Hope Ms. Agarwal, below will assist you in more way..
25 great tips on employee engagement – morale boosters
http://rapidbi.com/management/employ...rs-ideas-tips/
From Kuwait, Hawalli
Hope Ms. Agarwal, below will assist you in more way..
25 great tips on employee engagement – morale boosters
http://rapidbi.com/management/employ...rs-ideas-tips/
- Self-Actualization needs – realising personal potential, self-fulfilment, seeking personal growth and peak experiences.
- Esteem needs – self-esteem, achievement, mastery, independence, status, dominance, prestige, managerial responsibility, etc.
- Belongingness and Love needs – work group, family, affection, relationships, etc.
- Safety needs – protection from elements, security, order, law, limits, stability, etc.
- Biological and Physiological needs – air, food, drink, shelter, warmth, sex, sleep, etc.
- Praise people – look to “Catch People Doing it Right”, rather than trying to catch people out
- Welcome Ideas – employee morale improves when people feel they are valued. Share and implement their innovations and ideas
- Say thank-you. Even when there’s no money that changes hands, it can be extremely rewarding for an employee to know that his/her boss appreciate the work he/she is doing. Use the smart approach – be specific about what you are thanking people for
- Write a letter or email of appreciation. This doesn’t have to be expensive or even on a greeting card that is bought from a shop
- Award a certificate of appreciation. The real value to the employee is in the realisation that their contribution is recognised and appreciated
- Take the employee to lunch or out for a cup of coffee. Simply spending time together with the opportunity to say thanks and to exchange ideas is valuable
- Buy a scratch-card or a lottery ticket (assuming doing so is compatible with everyone’s values) and give it along with a short note or card. Lottery tickets are fairly inexpensive, but can be fun and (in some instances) financially rewarding
- Bring in donuts (or a selection of fruit if you’re health-conscious) for your people
- Have a pot-luck breakfast or lunch. This is something that everyone can participate in and enjoy. The cost is manageable and it provides an opportunity for some enjoyable interaction
- Hold a silly contest. In an office context, for example, you could award a prize for the most cheerful office or around holiday time in December for the most brightly decorated office or office-space
- Give a new, interesting assignment. The key here is to make sure it’s something interesting to the employee. Sometimes all that’s needed to boost morale is a little bit of variety and a change of pace
- Do a short employee surveys to find out what employees like and don’t like about their jobs – and take action (where possible and sensible) to minimise the dislikes
- Ensure that all senior managers spend a day on the ‘shop-floor’ or customer-facing once a month
- Have senior managers have lunch/ breaks with staff on a regular basis
- On hot days arrange for ice-creams or iced drinks to be provided
- Have senior people say ‘sorry’ publicly when something has gone wrong (I am sorry – not we are sorry – needs to be personal)
- Make time for fun. Incorporating some fun into your workday is a terrific morale booster
- Encourage peer recognition. “People like to be recognised personally by their peers”
- Encourage people to ‘decorate’ or personalise their working space – people perform better in comfortable surroundings
- If deadlines or targets have been met then let people go home early on a Friday (not every week – its supposed to be a reward not an expectation)
- Offer stress relief activities. Hire a local massage school to offer free 10-minute chair massages
- Help people feel valuable. Talk with employees about the types of projects, training, or experiences they would like to have. Times may be difficult and tough for people to get jobs, but your best people are also the most marketable
- Celebrate peoples birthdays. Empower managers to ‘do something different’ for each person, help them feel special
- Measure It, keeping a watch on the levels of morale in your business/ organization/ firm by regularly measuring employee satisfaction
- Fire Staff. Sometimes the root cause of low employee morale can be an employee whose negativity brings down the team. Even a top performer can bring down staff behind your back (didn’t see this one coming… or did you?)
From Kuwait, Hawalli
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Employee-engage ment.prn_190.pd f
Employee Engagement Study.doc
Employee engagement.ppt