Employee Engagement

NHRD Talent Conclave, Mumbai January 21, 2011

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Defining employee engagement… Towers Perrin: ‘Extent to which employees

put discretionary effort into their work’

Gallup: ‘Involvement with & enthusiasm for work’

Hewitt: ‘intellectually & emotional commitment to the organization’

IES: ‘A positive attitude held by the employee towards the organization and its values’

Hay Group: ‘stimulating employees’ enthusiasm for their work and directing it toward organizational success’

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Vision Imperative

What the organizationseeks to deliver

Identity, purpose and long term intention

Values Imperative

EVPImperative

Articulate the valuesthe organizaton stands

for

Measure employee perceptions

RealityImperative

The virtuous cycle of engagement…

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Engagement architecture…

Align &

Connect

Engage

Results

Communicate & help employees relate to organization’s vision, strategies, goals,

Values, EVP etc.

Inform

Deliver

Dialogue, discuss, participate

Influence the desired business behaviors

Achieve desired business results

Influence

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Culture Map

Vision

What we expect from our

employees - Values

What we offer to our

employees - EVP

What do expect from our leadersDNA Anchors

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What do employees look for…

What am I expected to

do?

Is this the right

company to join?

How much will

I earn?

How will I grow?

Will I get recognize

d?What support

will I get?

What is my job?

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What do organizations look for…

Advocate for the brand

Productivity

Commitment

Adaptability

Aligned to organization vision &

values

Organization

citizen

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In deciding to join or stay…

Designation

Rationaldrivers

Emotionaldrivers

Role

Pay

Career Growth

Company Brand

Relationship with

Manager

HR PracticesRelationship with co-workers

Company Performance

IndustryPosition

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Drivers of engagement…

Attraction Drivers Employer Reputation

42% Career Development

Opportunities 41% Culture 38 % Industry 33%

Retention Drivers Base pay 72% Career Development

54% Relationship with

supervisor 33% Promotion

Opportunities 33%

Emotional

Rational

Towers Perrin

Watson Wyatt - world@work

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What do organizations need to think about ?

How is our Leadership

perceived ?

How does our Company brand

impact our employer brand?

What’s unique

about us?

What is our culture all

about? What will

differentiate us in

attracting & retaining talent ?

How do we define

“Talent ?

Why do our employees join us and stay with

us ?

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In summary…

The Company brand has an overarching effect on the EVP

The EVP is a promise we commit to deliver to our employees

The EVP needs to be contextual to the economic environment, industry life cycle, business model

Articulate sharply and measure perception to calibrate expectations/interventions

To be able to successfully attract, engage & retain the “right” talent

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As other companies know their customers

Not all things to all people

Not an HR-only-run program

Good to great…

They know who they are..

Understanding their target employees

Not through slogans and posters

Leaders & Managers lead the show

Alignment of employee experience

Communicate vividly of actual practices

Reinforce the experience at every touch point

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The true test lies in…

Ensuring that promise is aligned to experience

To be able to successfully attract, engage & retain the “right” talent

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Thank you

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`

Our value proposition

Fairness

Learning & Growth Meritocracy

Secure Environment

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Our values

Integrity: Be honest

& fair in what you say or do

Customer First: Own the

customer & deliver the

promise

Boundaryless:

Never say “Its not my

job”

Passion: Boundless energy & enthusiasm

Ownership: If it is to be it is up to me

Humility : openness to

learn & adapt

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Our DNA anchors

Customer FirstCollaboration

Compliance with Conscience

Nurturing talent

Organization Capability

Passion Strategic agilitySensitivity

Managing Change

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Employee engagement @ ICICI Pru

Spandan

Manthan Idea Labs

CEOBlog

CEOForrun

SkipLevel

Ideationforum

Email

Intranet

FunctionalNewsletters

R&R

Celebration

Volunteerism

Web cast

KnowledgeMine

360 Feedback

Spirit of

Leadership

Awards

Communities

of interest

Health Activ

e

Campaigns

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Secure environment : Community Feeling

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Pulse Survey Dimension Statements

Role I know what is expected of me at work

Purpose The mission or purpose of my company makes me feel my job is

important

Autonomy I feel experimentation is encouraged at work

Support

I have the knowledge & skills I need to do my work right

I believe systems and processes within the organization help me work effectively

Meritocracy

Is my growth linked to my performance and potential

My performance is duly recognized and rewarded

Emotions

At work, my opinions seem to count

I can count on people to cooperate

My manager, or someone at work seems to care about me as a person

Development I have opportunities at work to learn and grow

Communication

I feel well informed about the organisation and business performance

I can ask a reasonable question and get an honest answer

Fairness If I am unfairly treated, I believe I'll be given a fair hearing if I

appeal

Pride I feel a sense of pride working for ICICI Prudential

Stress I feel there is more stress in my job than required

Overall Overall, I believe my efforts count in meeting our organizational

goals