1. Presented by: Michele Clark – William Angliss Sally Denning – KBT Employee Engagement

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 employee’s 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 employee’s 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 individual’s and the organisation’s 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 Experience Source: 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 Experience Source: 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 wasn’t 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 TAFE’s 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