Overview: Part of an employer's HR strategy might be keeping current employees engaged in their work so as to avoid high job turnover. Employee engagement proves indispensable to any organization that values creativity, productivity and growth. Companies with engaged employees tend to show more strength and increased profits than those with disengaged employees.
Employee engagement drives employee development, which in turn drives organizational growth. Many leading corporations have engaged their employees in a much more open dialogue regarding business goals and objectives. Such open discussions lead employees to become more invested in the workplace culture, and to appreciate how their responsibilities and duties foster the organization's growth and development.
Trends: While some managers persist in implementing stratified, controlled organizational philosophies, many supervisors have embraced open door policies. In addition, some corporations have ceded supervisory control over the assignment of a portion of their employees' tasks. For example, in some organizations, employees may have up to 20 percent of their working time to devote to any projects in which they have an interest, as long as 80 percent of their working time remains devoted to corporate assignments.
Author: Marta Moakley, JD, Legal Editor
Conference participants at the recently concluded SHRM - Long Island Chapter's 23rd Annual Conference and Exhibitor's Showcase had the opportunity to attend a workshop titled "Rolling With the Seas of Change: Developing HR Leadership Qualities During Times of Crisis and Turmoil" presented by Christopher M. Valentino, Esq., managing shareholder of Jackson Lewis' Long Island office, and Aoifa O'Donnell, CEO of National EAP, Inc.
Tri-State Human Resources Management Association (HRMA) held its 28th Annual Conference on May 1, 2014, in Mount Laurel, New Jersey, emphasizing employee engagement and compliance issues. Featuring two keynote addresses and various speakers, the hundreds in attendance focused on the conference theme "The HR Playbook - What Needs to Be in Yours?"
A survey of employers in the pharmaceutical industry, specifically clinical research organizations (CROs), reveals persistent high turnover of employees in the US and overseas. Employers are increasingly using recruitment and retention bonuses to combat this trend and to compete for talent in a competitive market, but there are other tools at their disposal.
XpertHR's Financial Services Resource Center for HR helps financial services employers handle their most challenging employment issues by bringing relevant resources together in one place for easy access.
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An employer may use this policy to inform employees whether, how and under what circumstances an employer will contribute to charities. Giving campaigns can be part of a branding or marketing effort and further or broaden the organization's existing goals, as well as have a positive impact on employee relations, morale, and the community.
An employer may use this policy to educate employees and supervisors on disclosing concerns over workplace conditions. Such issues include safety, employee relations, sexual harassment, discrimination, unlawful or wasteful practices or other behaviors that could undermine the employer's goals.
Employers with highly engaged employees generally demonstrate a higher revenue growth when compared with their industry peers. While understanding what inspires employees to remain interested in their work, invested in their employer, and performing at a high level within an organization often varies depending on the employee, this How To should assist employers in fostering employee motivation in their organization.
An employer may use this survey form to determine employee priorities and preferences and to involve employees in the planning stage of a Total Rewards strategy. Involving employees in the formation of a Total Rewards strategy results in greater feelings of employee ownership of and identification with the strategy.