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Michele Clark – William Angliss

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Employee Engagement Presented by: Michele Clark William Angliss Sally Denning KBT Project Aim: To identify HR interventions that: improve employee engagement ... – PowerPoint PPT presentation

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Title: Michele Clark – William Angliss


1
Employee Engagement
  • Presented by
  • Michele Clark William Angliss
  • Sally Denning KBT

2
Project Aim
  • To identify HR interventions that
  • improve employee engagement
  • inspire and motivate employees to achieve
  • impact positively on the bottom-line

3
Employee Engagement
  • Hewitt Associates
  • the measure of an employees emotional and
    intellectual commitment to their organisation and
    its success

4
Process
  • Literature review of engagement strategies
    Hewitt Survey, Sales Force, Built to Last, Jack
    Speaks, Jack Welch etc
  • Interview/review with key staff on employee
    engagement at KBT and William Angliss
  • 3 x external interviews with HR/OD Managers from
    best practice companies
  • Data analysis
  • Recommendations for consideration by the TAFE
    system

5
Literature Research Key Points
  • Source Hewitt Associates
  • A key component is shifting from employee
    satisfaction to employee engagement
  • Employee engagement measures the employees
    connection to the business
  • Identifies where strategic HR interventions need
    to focus

6
Literature Research Key Points
  • Source Porras Collins Built to Last
  • A key aspect that assists the long term success
    of an organisation is its core ideology
  • Development of a culture that has
  • A clear purpose which engages the heart and mind
    of the employee
  • Values which align with individuals and the
    organisations purpose
  • A core ideology which stands the test of time

7
Literature Research Key Points
  • Source Dattner Grant Study on Best Employers
  • Common Characteristics of Best Employers
  • Strong Executive Commitment
  • Aligned and Supportive People Practices
  • Strong Culture Values
  • Highly Engaged Employees
  • Note
  • Variation in employee engagement is directly
    related to leadership effectiveness

8
The William Angliss ExperienceSource William
Angliss HR Team
  • People Management Framework Workforce
    Management Plan
  • Learning Development Plan Skill Development
    Matrix
  • Staff, Health Wellbeing Initiatives
  • Performance Management System
  • Innovation Customer Relationship Management
    Culture
  • Salary Sacrificing Scheme
  • Flexible Work Arrangements
  • Social Club
  • Communication Strategies newsletter, emails,
    staff meetings
  • Reward Recognition Program
  • Measures Survey, Balanced Scorecard, People Mgt
    Metrics

9
The Kangan Batman TAFE ExperienceSource General
Manager, Organisational Development
  • Institute involvement in Strategic Plan
  • Professional Development Program
  • Management Development Fund
  • Staff Health and Wellbeing Program
  • Leadership Culture Development
  • Innovation Culture Development
  • Performance Development Process
  • Salary Sacrifice Scheme
  • 3BL and Community Responsibilities
  • Communication Strategies K-Files, Organisation
    Change intranet site, Emails, Institute Briefings
  • Measures Staff Survey, Leadership Survey,
    Strategic Report Cards, Staff Development
    Reports/Metrics

10
Review of 3 Best Practice Companies Employee
Engagement
  • Holden
  • General Mills
  • Flight Centre

11
Hewitt Associates Employee Engagement
  • Hewitt Associates 3 survey instruments
  • Employee engagement survey
  • CEO questionnaire
  • People Practices Inventory

12
Hewitt Associates Findings of Best Employers
  • High quality leadership who believe and are
    passionate about the rhetoric of employees being
    their most important asset
  • Develop talent developing leaders and
    identifying high potential employees
  • Inspiration passion for outstanding
    achievement recognise and celebrate achievements
    with enthusiasm
  • Create a compelling employment experience clear
    about what they stand for and working tirelessly
    to deliver on that promise to their people

13
Key Observations
  • Employee engagement is a significant factor that
    contributes to organisational success
  • All organisations interviewed including TAFE are
    doing great things with engagement
  • The external organisations have an integrated
    approach to employee engagement and proactively
    measure progress
  • External organisations have a proud factor that
    wasnt as obvious in the TAFE situations
  • The TAFE sector often undersells its strengths

14
Activity
  • Using the information you have heard, the
    distributed article and chart
  • Reflect on what you believe TAFEs can do to
    improve employee engagement moving forward

15
Summary Recommendations
  • Strategies to highlight the benefits of a career
    in TAFE
  • Strategies to improve integrated approaches to
    employee engagement in TAFE and to identify best
    practice
  • Increasing the Proud Factor in TAFE
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