powerpoint presentation · • employee satisfaction: rational response • how things are •...
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Gain leaders’ trust to sharpen the
human capital agenda
Understand business imperatives,
connect people initiatives
Navigate across contexts to create
tangible impact
Learners
empowered
through bespoke
projects last year
Course
recommendation
score
Journeys covering
HR across roles
and career stages
Alumni
refer someone
for a course
HR
Professionals
empowered to
impact business
outcomes
Flagship certificate courses for HR
professionals
Bespoke HR capability journeys for
organizations
Registration
E-Learnings
Online Discussion
Learning Lab
Assignment
Comprehensive
Assessment
What gets measured then? What gets measured now?
Insights gained then.. Insights gained now..
• Employee satisfaction: rational response
• How things are
• Measures of morale
• Current state
• Poor information on where to act
• Not able to assess impact of change
• Not linked to business results
• De–valued HR approach to business leaders
• Employee engagement: rational and
emotional response
• Core areas and what makes your
business stronger and weaker in each
• Current state and gap to future
desired state
• Identifies drivers that influence
Engagement the most
• Estimates impact and determines
future action priorities
• Delivers focused, measurable and
targeted action plan to business
leaders
Alignment
Do we have the right
people doing the
right things to reach
our goals?
Engagement
Are we creating the
environment where the right
people want to be?
Attract & Acquire
Align & Focus
Develop & Equip
Reward & Retain
Embed employer brand in talent marketplace
Drive strategic traction with an engaged team
Gear employees for future readiness
Create a fulfilling employment deal
Critical
Thinking
Test hypothesis
Identify linkages
Understand priority areas
Focus on key demographics
Engagement Outcomes
• Saying positively about organization
• Have intense sense of belonging
• Are motivated and exert efforts
Understand and map employee behavior
dimensions with engagement
Business Outcomes
• Retention
• Productivity
• Wellness
• Customer Satisfaction
• Total shareholder return
• Revenue growth
Improve by driving engagement and refining
talent priorities
Engagement Experience
• Communication
• Work tasks
• Talent & Staffing
Hear employee voice on foundation and
differentiator drivers
• Reputation
• People Manager
• Senior Leadership
Empowerwith insights
Enhanceemployee experience
Enable work
environment
Engage key
stakeholders
Manager / Team
BU / Function
Organization
Align programs for an
engaging employee
experience
Act as a fulcrum
to drive team’s
engagement
Partner with HR to drive
engagement improvement
Partner with managers to create and drive action plans
Enable managers to effectively use
resources to spur employee progress
Empower managers to improve team engagement
Set a target for team engagement
Review manager scorecard
Evaluate paths to boost engagement
Agree on actions and timeframes
Critical Experiences Guiding Beliefs Displayed Behaviors
Engage: gain leaders’
trust by being credible
Listen: understand
experiences & beliefs
Frame: storyboard
options
Envision: paint the
impact of improvement
Commit: handhold
improvement journey
Understand the impact of critical experiences on leaders
Help leaders to share empowering beliefs
Enable leaders to focus on engaging behaviors
Purpose
Step up
Stabilize
Energize
Connect
Be real
Serve
Grow
Online Learning Modules* Online Discussion Boards*
Learning journey spanning across four contact classes and a comprehensive online assessment
Day 1 Day 2 Assessment
*Active for one year
Cascade
Improvement
Uncover
Insights
Engage to
Align
Final
Assessment
Embed
Engagement
VIA Voice, Insights, Action
Aon’s Engagement Reporting Tool
E-learning
Class Participation
Assignments
Final Assessment
• Final Assessment can only be taken
after attending all four modules
• Minimum 50% is required in the final
assessment
• At least 50% aggregate score is required to
complete the certification
Objectives
Outcomes
• Understand the linkages between business strategy and human
capital strategy; and the impact on HR programs and priorities
• Analyze strategic talent priorities under the broad themes of
market maturity, organization readiness, and organization
aspiration
• Design an effective listening architecture to understand the
intellectual and emotional involvement of employees
• Get a holistic view of the employee engagement lifecycle using
Aon's approach to engagement
• Champion engagement by showcasing benefits and
charting your organization's journey
• Explore the link between engagement drivers,
engagement outcomes and business outcomes
• Map the impact of engaged employees on strategic
traction and business results
• Appreciate and plan for nuanced needs and priorities
for different employee segments
Engage to Align
Align your employees with organization mission
Objectives
Outcomes
• Understand the business linkage of talent priorities to frame
hypotheses around engagement
• Understand key phases in an engagement project: program
architecture survey administration, analysis and insights, and
action planning
• Practice how to measure and analyze results using Aon’s
engagement model
• Analyze results to identify areas which drive and sustain
engagement
• Plan initiatives around engagement: emerge as the
primary owner of engagement measurement
• Manage the key success factors to drive leader buy-
in and boost employee participation
• Generate actionable insights at an organization,
business unit and team level
• Articulate how engagement insights impact business
goals and human capital imperatives
Uncover Insights
Interpret engagement results to drive outcomes
Objectives
Outcomes
• Present engagement results to leadership with the objective of
making progress on the engagement improvement journey
• Facilitate leadership discussion on focus areas: address
systemic barriers and amplify enablers at an organizational
level
• Build organizational capability to carry forward the engagement
journey through a team of internal champions
• Use insights from engagement survey as a starting point to
review and refine HR policies and programs
• Anchor the engagement improvement journey
• Make senior leaders, people managers and HR equally
responsible and accountable
• Fortify tenets of employment promise that resonate with
employees; refine tenets that don’t
• Learn to plug the gaps in the employee experience across
the employee lifecycle
Embed Engagement
Anchor the engagement improvement journey
Objectives
Outcomes
• Facilitate creation, interpretation and dissemination of leaders'
and managers' scorecards
• Advise leaders on their transformation by looking at critical
experiences, guiding beliefs and displayed behaviors
• Help managers connect the employee value proposition with
positive aspects of an organization to create a sense of
purpose for the employees
• Analyze results to guide leaders and managers to create team-
level plans
• Articulate role and set accountabilities of leaders and
managers to drive engagement
• Emerge as leaders’ confidant by handholding
transformation to engaging leadership
• Coach managers to drive create action plans and
partner with them to drive team interventions
• Review progress: drive behavioral change through
development plans
Cascade Improvement
Advise leaders and partner with managers
Ashish has over 15 years of work experience in increasingly
responsible roles within consulting in several organizations. He
has joined Aon as a Practice Leader in 2018 and is
responsible for leading the overall Engagement business and
the team.
Ashish is also the founder of SEE talks, a platform to
recognize ordinary heroes who are doing extraordinary work
for the society selflessly. In his most recent position, He was
managing the Employee Engagement business at Willis
Towers Watson. Previously he has worked in organizations
such as People Business Consulting, Gallup, Bajaj Allianz Life
Insurance and Kotak Life Insurance. He has also been a
visiting faculty at SIMSREE.
He specializes is Client Acquisitions, Revenue Generation,
Profit Centre Management, Consulting, Solution Architecture,
Build Outs, Client Relationship, CEO/CXO advisory, Strengths
coaching, Leadership Development, Leading teams, Vision,
Management Faculty and Marketing.
Apart from work, he is passionate about running and learning
new things. He is also involved in a lot of community work, he
works as coach in Mumbai based NGO working for children
with special needs and teaching them cricket on weekends.
Ashish Ambasta
Practice Leader,
Engagement and
Culture
Ashish’s Mantra
To Reduce Suffering And
Increase Happiness of those
I touch.
Self
Ajith leads the delivery of Aon’s Engagement & Culture
Practice nationally. He is instrumental in ensuring that Aon’s
delivery is always cutting edge and is consistently finding new
levels of quality and depth of advisory.
Ajith has worked extensively with Senior Leadership teams
across India and in the APAC region in shaping organizational
thinking and actions on engagement and culture. His
experience spans sectors ranging from BFSI (NBFCs,
Insurance, Mutual Funds, Banking), Pharma, FMCG,
Engineering and Manufacturing. Ajith has leveraged his
experience of both the consumer and employee dynamics to
work on frameworks that tangibly link the two, while employing
analytics to explain effective business linkage. A certified
Strengths performance coach, Ajith has advised Senior
Leaders in enhancing their own effectiveness to personal and
organizational advantage.
Ajith writes extensively in leading HR publications and is a
guest speaker at industry forums such as CII and SHRM. He is
an Electronics Engineer with a post graduation from Narsee
Monjee Institute of Management Studies (NMIMS).
Ajith Nair
Leader,
Engagement and
Culture
Ajith’s Mantra
Truly engaging
organizations help
employees find a purpose
and empower them to live
it everyday!
Self
Raswinder manages the delivery of Aon’s Engagement &
Culture Practice for the West Region. He is instrumental in
ensuring that Aon’s delivery is always cutting edge and is
consistently finding new levels of quality and depth of advisory.
He has worked with clients in sectors ranging from BFSI ,
Pharmaceuticals, FMCG, Engineering to Manufacturing within
India and Globally. He has a fundamental grounding in survey
and research techniques from his stints with human capital
research organizations.
He brings with a plethora of practical knowledge and best
practices through his extensive experience in consulting,
research and Corporate HR. He also leads the delivery of
Learning Certification Programs.
He started his career with Deloitte Consulting Human Capital
Practice and then worked with CEB as a part of the Total
Rewards practice. In his latest stint before joining Aon, He led
HR Strategy and Projects at Snapdeal where he worked
directly with HR and Business leaders to create people
frameworks to solve business realities. He has a degree in
Mechanical Engineering and is a post graduate from
Symbiosis Institute of Management Studies (SIMS).
Raswinder Jit Singh
Senior Consultant,
Engagement and
Culture
Raswinder’s Mantra
Knowledge comes but
Engagement lingers
-Lord Tennyson
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