Proposals Linked To Hrd Interventions To Improve Levels Of Employee Engagement

Learning and talent. Overview. Business context. Employee engagement. Employee engagement indicators at shade. Why is talent development important to consider? What action has been taken at shade SO FAR? Action learning. What is action learning for line managers? Why action learning? Action learning – costs & benefits. Action learning – potential risks. Action learning – implementation approach. Formal learning. What is formal learning? Why formal learning? Formal learning – this sounds costly. Formal learning – benefits. Formal learning – potential risks. Formal learning – implementation approach. Coaching programme. What is coaching. Why introduce a coaching programme? Coaching programme - costs. Coaching programme - benefits. Coaching programme - risks. Coaching programme – implementation approach. Monitoring and evaluation. Monitoring & evaluation tools. Monitoring & evaluation – benefits. Monitoring & evaluation – risks. What does “success” look like for shade? Bibliography.

Employee engagement has been defined as a workplace approach to ensure that; employees are motivated to contribute to the organisational success engaged to their organisation’s goals and values increase their own sense of well-being” (MacLeod and Clarke, 2009). The three engagement dimensions are: Intellectual - thinking about the organisation or the job and how to improve it; Affective - feeling positive about the organisation or the job; Social - the opportunity to co-operate with others at work, and to contribute to changes and improvements.

Annual staff survey High employee absence levels (find out national average + include wellbeing) High employee turnover – indicating that we have a retention issue Low levels of customer satisfaction – as identified through customer surveys and feedback Key performance indicators are consistently not being achieved.

What action has been taken at shade SO FAR?

Introduced monthly one-to-one’s performance review Conducted training needs analysis for each colleague Individual training needs interviews and discussions Skills matrices Performance review policy & process Introduced a Talent Development Programme Talent & Skills gap assessment Talent succession plan Employee engagement programme As a result of these actions we have identified three interventions that we would like to implement to improve employee engagement over the next 12 months Action Learning for Line Managers Formal Learning – available to those identified through TNA Introduction of a coaching programme – available to all.