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AlphaMeasure Employee Engagement

AlphaMeasure Employee Engagement. Presentation to: Operations Council March 2008. Outline. Purpose/Context Definitions Characteristics of Engagement AQIP HR Design Team—and Engagement Quality Awards—a New Focus AlphaMeasure Base Questions Core Competency Areas

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AlphaMeasure Employee Engagement

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  1. AlphaMeasureEmployee Engagement Presentation to: Operations Council March 2008

  2. Outline • Purpose/Context • Definitions • Characteristics of Engagement • AQIP HR Design Team—and Engagement • Quality Awards—a New Focus • AlphaMeasure • Base Questions • Core Competency Areas • Reports • Other Options • Next Steps

  3. History • Historically surveys around employees have measured Satisfaction with the organization, particularly overall satisfaction with the organization – this has evolved to Engagement - how well they are engaged within their organizational unit.

  4. Definitions • Employee Engagement: • The level of commitment and involvement an employee has towards their organization and its values (AlphaMeasure) • Willingness to go above and beyond what is expected (Forbes—October 2005) • The extent to which people enjoy and believe in what they do and feel valued for doing it (Development Dimensions International)

  5. Characteristics • Engaged Employees Will: • Stay with the organization • Advocate for the institution • Contribute to the mission, vision, and bottom line • Significant link between engagement and profitability (Gallup) • Perform better and stay motivated

  6. Alternatives to Employee Engagement • Higher employee turnover • Diminished performance • Lost training dollars • Lower morale

  7. AQIP Human Resource Design Team • Strategic Asset Model (OPE) • Engagement (Retention)—”this will include the review of various engagement models from other community colleges and business organizations (e.g., Gallup “First Break All the Rules” Q12 survey). As a result, AlphaMeasures was selected.”

  8. Quality Awards—New Focus • Category 5: Workforce Focus (revised title). This Category has been totally redesigned with two items: • Item 5.1, now Workforce Engagement, has three Areas to Address: • (1) Workforce Enrichment, • (2) Workforce and Leader Development, and • (3) Assessment of Workforce Engagement. • Item 5.2, now Workforce Environment, has two Areas to Address: • (1) Workforce Capability and Capacity and • (2) Workforce Climate.

  9. The AlphaMeasure Survey • Base employee questions—these questions are at the foundation of every survey (14) • Employee Core Competencies— • 16 core competency areas with a total of 80 questions • Optional Customized questions (18) • Open Text Employee Comments section • Demographic questions

  10. Several Base Employee Questions • I clearly understand what is expected of me at this organization. • I have the equipment and resources to correctly do my job. • My job allows me to utilize my talents daily. • There is a person in this organization that cares about me as an individual. • I receive recognition for a job well done.

  11. Career opportunities Compensation/ benefit Coworkers Culture and climate Diversity Human resources Job security My supervisor Senior/top management Team dynamics Training opportunities Work/life balance Workplace ethics Recognition Safety/work environment Organizational structure Core Competency Areas

  12. Core CompetencyCareer Opportunities • I have career advancement opportunities within this organization. • I have gained valuable experience while working at this organization. • This organization provides me with a clear development plan. • Hard work and dedication are the best way to advance in this organization. • This organization is committed to the development of its staff members.

  13. Reports • All reports available on line and real time • Base, Core Competency, Custom, and Open question reports and ratings • Demographic and organizational reports • Employee engagement report with rating • Filtered reports by departments/divisions and demographics • Benchmark Reports—base questions and employee engagement

  14. Next Steps • Administer pilot survey week of March 10 • Send advance letter to staff week of March 17, place notice in FYI • Launch survey March 31 • Window for responses March 31 - April 11 • Share results with HR Design Team for processing and development of action plans May - July

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