Employee Engagement (5EEG) Copyright 2012 Cohort: Waterloo Tutor: Kevin Haslam

CIPD HR Professional Map Copyright 2012 Click here for the Map What key professional areas and behaviours relate to this unit?

Learning Outcome 2 Copyright 2012 2 Understand the components of employee engagement, with reference to the application of relevant HR policies, strategies and practices 2.1 Describe the typical HR, leadership and cultural elements likely to be found in an organisation characterised by high levels of employee engagement 2.2 Evaluate the need for alignment between ‘engagement’ practices and other corporate components if the full benefits of high engagement are to be realised https://www.youtube.com/watch?v=gZ3wxgog4nc

Elements found in engaged organisations - HR Copyright 2012 Reward and benefits – ??? ???

Elements found in engaged organisations - Leadership Copyright 2012 Clear vision – ??? ???

Elements found in engaged organisations - Cultural Copyright 2012 Openness and honesty – ??? ???

Flip chart – Presentation - Discussion Exercise Copyright 2012 Elements found in engaged organisations – HR Elements found in engaged organisations – Leadership Elements found in engaged organisations – Cultural In two groups develop a presentation discussing and elements of the above and how these may be embedded in to policy and practice 30 minutes Flip chart – Presentation - Discussion

Supporting Employee Growth Interpersonal style and integrity Leadership Competency Framework Exercise Copyright 2012 Transformational leadership is a key driver of employment engagement. The CIPD’s Management competencies for enhancing employee engagement research (click here) highlights key competencies as: Supporting Employee Growth Interpersonal style and integrity Monitoring Direction Task: in groups devise a competency framework for engagement using the key competencies above 30-40 minutes Flip chart - Presentation

Leadership Competency Framework Copyright 2012 Each will need to have leadership competencies and a description of the competency e.g. Theme Supporting employee growth Leadership Competency Autonomy and empowerment Description Has trust in employee capabilities, involving them in problem-solving and decision-making

Additional Competences Copyright 2012 Empowerment Positive feedback Clarifying Expectations Employee interest Leading by example

Competencies to encourage engagement Copyright 2012 Competency Expectations of employee Actions needed ???

The Case for Alignment Copyright 2012 Employee engagement is a vital part of HR strategy and helps the organisation fulfil its aims and objectives.

The Case for Alignment Copyright 2012 The objectives of the organisation, whether these may be to increase the product/service range, enhance customer service, ensure flexibility in provision, should be translated into HR and employee engagement plans. 

The Case for Alignment Copyright 2012 HR strategy focuses on the long term development of the organisation through reconciling this with the long term development of the human resources within the organisation.

Discuss in relation to your own organisations giving examples! The Case for Alignment Copyright 2012 One of the key aims of strategic HR is the need to ensure integration between: 1. HR strategies and the business strategies (vertical integration) 2. The various HR strategies that contribute to overall business strategy Discuss in relation to your own organisations giving examples!

The Case for Alignment The MacLeod review 2010 Copyright 2012 The MacLeod review 2010  For the Department for Business, Innovation and Skills (BIS) on employee engagement further highlighted these principles by identifying enablers of best practice which include   Strategic narrative that explains where the organisation is going and why, and which helps employees understand how their role contributes to this Engaging managers who motivate, challenge and support their people, treating employees as individuals and seeking and responding to their views Employee voice, which ensures employees in all areas are involved in decision-making within the organisation Organisational integrity, so that there is clear alignment between stated values and actual behaviours https://www.youtube.com/watch?v=m2GUI5r09g0