EMPLOYEE ENGAGEMENT SURVEY

OTI Present :

Understanding and Successfully Implementing

EMPLOYEE
ENGAGEMENT SURVEY

Financial Club, Jakarta, 14 April 2010

73 % Employees are not engaged in their Job, thus causing productivity less
US Survey

Satisfaction: The False Path to Employee Loyalty
Perks and benefits can help you attract, retain, and satisfy the talent you want at your company, but happy employees are not the same as loyal employees. Based on a Bain & Company study, keeping teams small and giving employees the tools they need to build strong customer relationships can make your employees happy and loyal. “You need to” measure how loyal your employees and customers are toward your company.

" Harvard Business Review "

Operating Strategy and Service Delivery System
.Workplace design
.Job Design
.Employee Selection and development
.Employee rewards and recognition
.Tools for serving customers
.Service concept : results for customers
.Service designedand delivered to meet targeted customers
.Retention
.Repeat business
.Referral

MEASUREMENT & TRACKING – PURPOSE OF A SURVEY
Employee Climate Survey is designed to gather information concerning the feelings of your employees about critical job-related areas. The responses of the employees provide the management with precise information for future planning based upon the perception of the quality of work life, the workplace environment, management, and company benefits, reward and recognition policies. These are the leading indicators.

WHAT ARE LEADING INDICATORS?
Leading indicators are the predictors of future performance, which can now be targeted, measured and benchmarked for your particular organization and industry for concise analysis and next step action planning.

ANALYSIS : WHAT DO YOU NEED FOR MEANINGFUL SURVEY DATA RESULTS
The solutions to today’s troubling issue of retention or selection of key personnel, cost reduction, employee or customer satisfaction, performance and more, are to be found from within the organization. The traditional inefficiencies of survey results were not only that the data did not discover the misalignments, but also the feedback of the critical information was not usable. You can now have an executive Dashboard!

In other surveys DATA WAS TOO COMPLEX AND SIMPLY NOT USABLE. It was too thick a book, items not related, too many charts, too few users of the book, people too busy to analyze hundreds of pages, etc; never mind trying to present the data to others.

PROBLEM SOLVING USING THE EMPLOYEE CLIMATE SURVEY
The type of information sought is best viewed in the Service-Process Chain-misalignment within and between Organization Design and Employee Satisfaction. A properly designed climate/culture instrument will clearly identify those root causes of misalignment.

Organization Design
PROGRAM AGENDA

Introduction
What is happening in HR in Indonesia – Survey Result
Why the need for Employee Engagement Survey
What is Employee Engagement Survey
What types of survey are available? And Differences
How to Implement Survey?
How to use the Survey
Using technology to improve quality
Benefit & Hard Evidence
Self Assessment

WHO SHOULD ATTEND?
President Director
HR Director
HR Manager

FACILITATORS

Ajai Singh CPVA, CPBA, MBA, BA is a Master Trainer and Master Leadership Coach. He has certifications from Achieve Global, Blake & Mouton, Entretel Target Training International, Infotool and Leadership University. His training and consulting experience in diverse fields enriches any assignment.

Naresh Makhijani CMA, MBA,PGDMSM, B.Sc, M.SID, CMC, MPM, CIE, B.Coach is widely acclaimed as one of Asia’s leading management consultants. For more than 24 years he has led consulting assignments in Asia, Middle East and Europe. Primary focus is in assisting companies in translating strategic vision and goals into tangible results.

Krishnan Rajendran MBA (HRM & OB), MBA (General Management), B.Sc. leads the HR consulting practice for OTI and is cross-appointed as head of the organization’s own HR function. Has over 26 years of experience in HR as a practitioner, consultant and academician. Consulting areas : Organizational Analysis and Design, Strategic HRM, Performance Management, Change Management , and Transforming the HR function

INVESTMENT

Rp. 2.000.000,- / person
(exclude VAT)

to save on the normal price :
Early bird discount : 10 % for register before 20 March
Group discount : 10 % for register 3 person and more